Facilitated by Dan EKONGWEPan African Institute for Development-West Africa

November, 2014

Participant at the end will understand the following:

Difference between a group and a team The dynamics and skills for team formation The benefit of team building The different stages in the formation of an

effective team Handling conflict in a team How to recognise and use helpful behaviors in a

team And how to motivate a team The different roles in a team for synergy and

result

(Mallory, 1991)

IIMCHL

A group organized to work together.

A team is a group of individuals working together to solve a problem, meet an objective, or tackle an issue.

4

Whole is greater than the sum of its parts

Individuals bring a range of talents, knowledge, experience, contacts, etc.

Working together, a team can accomplish more

5

Get to know one another Establish consensus as to

team’s purpose Identify available resources Establish rules of behavior

6

A clear elevating goal

A results –driven structure

Competent members

Unified commitment

A collaborative climate

Standards of excellence

External support and recognition

Principled leadership

FormingForming

StormingStorming

NormingNorming

PerformingPerforming

The Team defines the problem

agrees on goals and formulates strategies for tackling the tasks

determines the challenges and identifies information needed

Individuals take on certain roles

develops trust and communication

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 taskhave poor collaboration

During this stage members accept:◦their team◦team rules and procedures◦their roles in the team◦the individuality of fellow members

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

Team members have:gained insight into personal and team

processesa better understanding of each other’s

strengths and weaknessesgained the ability to prevent or work

through group conflict and resolve differences

developed a close attachment to the team

Team Leader Initiator Recorder Devil’s advocate Optimist Time keeper Gate keeper summarizer

Encourages and maintains open communication

Leads by setting a good example

Motivates and inspires team members

Helps the team focus on the task

Facilitates problem solving and collaboration

Maintains healthy group dynamics

Encourages creativity and risk-taking

Recognizes and celebrates team member contributions

Initiator - Someone who suggests new ideas. One or more people can have this role at a time.

Recorder - This person records whatever ideas a team member may have. It is important that this person quote a team member accurately and not "edit" or evaluate them.

Devil's Advocate/Skeptic - This is someone whose responsibility is to look for potential flaws in an idea.

Optimist - This is someone who tries to maintain a positive frame of mind and facilitates the search for solutions.

Timekeeper - Someone who tracks time spent on each portion of the meeting.

Gate Keeper - This person works to ensure that each member gives input on an issue. One strategy to do this is to ask everyone to voice their opinion one at a time. Another is to cast votes.

Summarizer - Someone who summarizes a list of options.

Help members understand each other

Myers-Briggs Type Indicator (MBTI)Extroverts ------------------ IntrovertsSensors --------------------- iNtuitiveThinker ---------------------- FeelersJudger ----------------------- Perceiver

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

Extroverts◦Need to think

aloud◦Great explainers◦May overwhelm

others

Introverts◦Need time to

process◦Great

concentration◦May not be heard

iNtuitive ◦Great at big

picture◦See connections◦May make

mistakes in carrying out plans

Sensor◦Great executors◦May miss big

picture, relative importance

Thinker◦Skillful at

understanding how anything works

Feeler◦Knows why

something matters

Judger◦Good at

schedules, plans, completion

◦Makes decisions easily (quickly)

◦May overlook vital issues

Perceiver◦Always curious,

wants more knowledge

◦May not get around to acting

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?

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.

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.

Identify/recognize problems

Act quickly Formal conflict

resolution an option

Team needs to reach consensus

Fire someone

Optimist International 24

Competitive relationships should become more cooperative.

There should be a willingness to confront issues and solve problems.

Team should develop the ability to express criticism constructively.

There should be a sense of team spirit.

Be descriptive

Don't use labels

Don’t exaggerate

Don’t be judgmental

Speak for yourself

Listen carefully. Ask questions for clarity. Acknowledge the feedback. Acknowledge the valid points. Take time to sort out what you heard.

Sense of accomplishment Self-fulfillment Esprit de corps Get to know one another More participation in

activities Enhance club/OI reputation

28

We know how to get things done for our kids!

Be optimistic Be on time Support one

another Be courteous Be open minded Be honest Participate

Be open Listen Stay on track Share the work Complete your

work Present ideas,

comments clearly Be prepared

29

Constantly critical Dominate/

monopolize Be manipulative Be judgmental Act

bored/uninterested Do unrelated things

Sub-conversations Simply agree with

everything Avoid decisions Go off on tangent Name-calling Attack

people/ideas

30

Commitment to shared goals and objectives

Clearly define roles and responsibilitiesUse best skills of eachAllows each to develop in all areas

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

“to make known” “to have an

interchange, as of ideas”

“to express oneself in such a way that one is readily and clearly understood

34

Behaviors affect communications!

Makes team objectives to be clearly understood

Keep each team member in the loop Prevents others from dominating the team Get all members to participate meaningfully Help members make their point clearly

35

Recognize individual team members informally and continually

Also provide formal recognition for special accomplishments

36

Gathering information Analyzing information

37

Generating and analyzing ideas

Examining solution alternatives

Making decisions and gaining consensus

Traditional Work Groups Teams

Leaders dominates and controls the team

The leader is facilitator and coach

Goals set by organization Goals set by team members

Leader conducts meetings

Meetings are participative discussions

Leader assigns work Team plans work assignments

Traditional Work Groups Teams

Emphasis on individual performances

Emphasis on team performances

Workers compete against each other

Team members work as cooperative unit

Communication flows down from leader

Communication flows upward and downward(to and from leader)

Information is often hoarded by workers

Information is shared

Decisions made by leader Decisions made by entire team

To solve problems by drawing on the talents of variety of individuals.

To foster togetherness in the church committees while tackling projects.

To reduce or eliminate a lack of communication among members on projects that concerns all.

To heighten productivity by encouraging an atmosphere of cooperation.

To achieve a solution that might be unpopular to some but is the desire of the majority.

To lighten the workload of the Parish Priest (this requires delegation.)

To make workers transfer knowledge to one another to save costs (People need training.)

To determine the opinions and working styles of the church workers (the church/parish need improved communication.)

To get the church workers to work harder (they need better supervision or motivation and rewards.)

What are the different types of teams available?

Have you ever worked in a team and what was your experience?

Do you belong to any committee in the church? How can you explain the different behaviours of team members to the success of good team building?

Understand how and why people work together- the psychology of team-building – and consistently put your knowledge to use.

Set goals, objectives and checkpoints to keep team projects on track

Select the right people to be on your team. Look for their full potential and cultivate it.

Demand the most from yourself and your skills as team leader. Challenge yourself and the team throughout the project, and inspire others to follow you.

Delegate with tact and thoroughness. Let others’ skills help you do your work. Allow others to grow through the tasks you assign them.

Motivate your team by giving them their needs and wants, and by rewarding them.

Communicate with your team in a concise manner. Have the team give you feedback to demonstrate they understand your message.

Eliminate problems quickly when they arise. Confront the difficult situation, determine what action you should take, keep team members informed, if appropriate, then move on to other matters.

Give rewards. Reward the whole team, not individuals.

Instill team spirit. Monitor team morale and togetherness, and keep it running at an optimum pace.

When people believe in each other, when they believe that each team member will bring superior skills to a task or responsibility, that disagreements or opposing views will be worked out reasonably, that each member’s view will be treated seriously and with respect, that all team members will give their best effort at all times, and that every one will have the team’s overall best interest at heart, then excellence can become a sustainable reality.

Merci

IIMCHL