Great Teams…The Way to Meet Challenges

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Why Teams?

• When several people use their skills and knowledge together, the result should be a better project.

• People working together can sustain the enthusiasm and lend support needed to complete the project.

#2

How do Teams Work Best?

Teams succeed when members have:

• commitment to common objectives;

• defined roles and responsibilities;

• effective decision systems, communication and work procedures; and,

• good personal relationships.

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Stages in Team Building

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StormingStorming

NormingNorming

PerformingPerforming

AdjourningAdjourning

FormingForming

Stage 1: FORMINGStage 1: FORMING

Team –Define team

–Determine individual roles

–Develop trust and communication

–Develop norms

Task

–Define problem and strategy

– Identify information needed

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Team Roles - Leader

– Encourage and maintain open communication.

– Help the team develop and follow team norms.

– Help the team focus on the task.

– Deal constructively with conflict.

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Team Roles - Recorder

– Keep a record of team meetings.

– Maintain a record of team assignments

– Maintain a record of the team's work.

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Team Roles – PR Person

– Contact resource people outside of the team.

– Correspond with the team's mentor.

– Work to maintain good communication among team members.

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Team Norms

– How do we support each other?

– What do we do when we have problems?

– What are my responsibilities to the team?

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From Individuals A Group

• Help members understand each other:– Myers-Briggs Type Indicator (MBTI)

• Extraverts ------------------ Introverts

• Sensors --------------------- iNtuitive

• Thinker --------------------- Feelers

• Judger ---------------------- Perceiver

By selecting one from each category, we define our personality type, ESTJ, ENTJ…INFP

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Stage 2: STORMINGStage 2: STORMING

During the Storming stage team members:– realize that the task is more difficult than

they imagined;

–have fluctuations in attitude about chances of success;

–may be resistant to the task; and,

–have poor collaboration.

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Storming Diagnosis

• Do we have common goals and objectives?

• Do we agree on roles and responsibilities?

• Do our task, communication, and decision systems work?

• Do we have adequate interpersonal skills?

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Negotiating Conflict

• Separate problem issues from people issues.

• Be soft on people, hard on problem.

• Look for underlying needs, goals of each party rather than specific solutions.

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Addressing the Problem

• State your views in clear non-judgmental language.

• Clarify the core issues.

• Listen carefully to each person’s point of view.

• Check understanding by restating the core issues.

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Stage 3: NormingStage 3: Norming

• During this stage members accept:– their team;– team rules and procedures;– their roles in the team; and,– the individuality of fellow members.

• Team members realize that they are not going to crash-and-burn and start helping each other.

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Behaviors

• Competitive relationships become more cooperative.

• There is a willingness to confront issues

and solve problems.

• Teams develop the ability to express criticism constructively.

• There is a sense of team spirit.

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Giving Constructive Feedback

• Be descriptive.

• Don't use labels.

• Don’t exaggerate.

• Don’t be judgmental.

• Speak for yourself.

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Giving Constructive Feedback

• Use “I” messages.

• Restrict your feedback to things you know for certain.

• Help people hear and accept your compliments when giving positive feedback.

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Receiving Feedback

• Listen carefully.

• Ask questions for clarity.

• Acknowledge the feedback.

• Acknowledge the valid points.

• Take time to sort out what you heard.

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Stage 4: PERFORMINGStage 4: PERFORMING

Team members have:– gained insight into personal and team

processes;

– a better understanding of each other’s strengths and weaknesses;

– gained the ability to prevent or work through group conflict and resolve differences; and,

–developed a close attachment to the team.

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Stage Stage 5: ADJOURNING5: ADJOURNING

• After more than a decade of presenting the stages of team formation, Tuckman revised his work and introduced a fifth phase in the formation of a team, which is called the Adjourning or Transforming stage.

• It is the final stage wherein a team achieves its goals and completes tasks.

• During this time, team effort is recognized along with the contribution of each member to the success of the team.

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Stage Stage 5: ADJOURNING5: ADJOURNING

• After which, the team is then dissolved from its formation

• This is about completion and disengagement, both from the tasks and the group members.

• Individuals will be proud of having achieved much and glad to have been part of such an enjoyable group.

• They need to recognise what they've done, and consciously move on.

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#23

Recipe for Successful Team

• Commitment to shared goals and objectives

• Clearly define roles and responsibilities

–Use best skills of each

–Allows each to develop in all areas

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Recipe for Successful Team

• Effective systems and processes– Clear communication– Beneficial team

behaviors; well-defined decision procedures and ground rules

– Balanced participation– Awareness of the group

process– Good personal

relationships

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