can’t we all just get along ??? team building presented by: eric jones
TRANSCRIPT
CAN’T WE ALL JUST GET ALONG ???
TEAM BUILDING
Presented by:
Eric Jones
TEAMWORK
Table of Content:
• Team Building Exercise
• What is a Team
• Team Development Life Cycle
• Effective Teams
• Dealing with Difficult Behavior
• Analogy of Geese
• Conclusion
NOBODY DID IT
There is a story about four people named Everybody, Somebody, Anybody,and Nobody.
There was an important job to be done and Everybody was asked to do.Anybody could have done it. Nobody did it.
Somebody got angry about that because it was Everybody’s job.Everybody thought Anybody could do it but Nobody realized that Everybody
wouldn’t do it.Consequently, it wound up that Nobody told Anybody,
so Everybody blamed Somebody.
But still NOBODY DID IT !!!
• WHAT IS A TEAM?
• A team is defined as a group of people, who bring to the table a set of complementary and appropriate skills, and who hold themselves mutually accountable for achieving a clear and identifiable set of goals.
• Simply stated: A team is a group of people working together towards a common goal.
• It takes more than ONE person to make a team
• There must be collaborative work toward common
•TEAM DEVELOPMENT LIFE CYCLE - 5 Stages
STAGE 1 FORMINGSTAGE 2 STORMINGSTAGE 3 NORMING
STAGE 4 PERFORMING STAGE 5 ADJOURNING
•FORMINGTeam Development has been categorized into 5 Stages
STAGE 1
• High dependence on leader for guidance and direction.• Little agreement on team.
• Individual roles and responsibilities are unclear.• Leader must be prepared to answer lots of questions about the team's
purpose, objectives and external relationships.
• Members test tolerance of system.
LeaderDirects
STORMING
STAGE 2
• Decisions don't come easily within group.• Team members vie for position
• Clarity of purpose increases but plenty of uncertainties persist
• Compromises may be required to enable progress
LEADERS COACH
NORMINGSTAGE 3
• Agreement and consensus forms among team• Roles and responsibilities are clear and accepted
• Big decisions are made by group agreement• Commitment and unity is strong
• The team discusses and develops its processes and working style
• There is general respect for the leader and some of leadership isshared
LEADER FACILITATES AND ENABLES
PERFORMINGSTAGE 4
• The team clearly knows why it is doing what it is doing• The team has a shared vision
• There is a focus on over-achieving goals• Disagreements occur but now they are resolved within
the team positively• The team is able to work towards achieving the goal
• Team members look after each other• The team does not need to be instructed or assisted
LEADER DELEGATES AND OVERSEES
ADJOURNINGSTAGE 5
• Adjourning, is the break-up of the group, hopefully when their task is completed successfully, their purpose fulfilled; everyone can move on to new
things, feeling good about what's been achieved.
• From an organizational perspective, recognition of and sensitivity to people'svulnerabilities during this fifth stage is helpful
• Feelings of insecurity would be natural
LEADER REASSURE, COMMUNICATE
EFFECTIVE TEAMS
There are several key characteristics that areprevalent in EFFECTIVE teams.
• CLEAR AND ACHIEVABLE GOALSEFFECTIVETEAMS
• COMMITMENT TO THE GOALS
• CLEARLY DEFINED ROLES/ RESPONSIBILITIES
• REGARD FOR TEAM MEMBERSS
• SUCCESSFULLY DEALS WITH CONFLICT
CLEAR GOALS
characteristics found in effective teams
• CLEAR AND ACHIEVABLE GOALS
COMMITMENT TO GOALS
characteristics found in effective teams
• COMMITMENT TO GOALS
RESPECT FOR OTHERS
characteristics found in effective teams
• REGARD/ RESPECT FOR TEAM MEMBERS
AnalyticalThinking. Facts, Figures, Data,
Not Opinions
‘Paralysis of Analysis’
DriverAction oriented. Likes to delegate,
very focused, needs low supervision
‘Tends to leave body bags behind’
AmiableFriendly, Fuzzy, Relationship
Oriented. Good at Coordinating
‘Appears Wishy Washy’
ExpressiveHighly enthusiastic, Loves Fun,
Party People. No Details please.
‘Hard to complete task in present’
RESPECT FOR OTHERSPersonality Types
DEFINE ROLES
characteristics found in effective teams
• CLEARLY DEFINED ROLES/RESPONSIBILITIES
CONFLICT RESOLUTION
characteristics found in effective teams
• SUCCESSFULLY DEALS WITH CONFLICT
CONFLICT IS INEVITABLE !!!
DIFFICULT BEHAVIOR
HOSTILE AGGRESSIVESPeople who try hard to bully and overwhelm by bombarding others with cutting
remarks.
Stand up for yourself
Give them time to run down
Look directly at them and wait .
DIFFICULT BEHAVIOR COMPLAINERS
People who gripe without ceasing, but never try to do anything about what they complain about.
Listen attentively to them, but don’t let them dwell on complaints
Acknowledge by paraphrasing their concerns
Keep things optimistic
Ask, “What are you willing to do to remedy the situation?”
DIFFICULT BEHAVIOR
SILENT UNRESPONSIVESPeople who answer, when they answer at all, with grunts or a yes/no response
Don’t interrupt silence; give them some time to open up
Ask open-ended questions
Listen attentively if they open up, but do not gush
DIFFICULT BEHAVIOR
SUPER AGREEABLESVery personable, funny people who never act the way they say they will or how you thought they
would
Let them know you value them as a person
Ask them to be honest with you
Carefully point out the inconsistencies in their behavior
DIFFICULT BEHAVIOR
KNOW-IT-ALL EXPERTSCondescending, pompous people who claim to know all about everyone and everything
Never Ignore them
Know what you are talking about when you converse with them
Question firmly about inaccurate facts or inconsistencies, but do not confront them in a group situation
ANALOGY
As each goose flaps its wings, it creates an "uplift" for the birds that follow.
By flying in a "V" formation, the whole flock adds 71% greater flying range than if each bird flew alone.
YES!!!
CAN’T WE ALL JUST GET ALONG ???
The Answer is YES!!!