team building

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  • 1.Team Building Abha Suri

2. How do Teams Work Best?

  • Teams succeed when members have:
  • 1. Commitment to common objectives
    • More likely when they set them; recognize interdependence
  • 2.Defined, appropriate roles and responsibilities
    • Good use of individual talent
    • Opportunity for each to grow, learn all skills
  • 3.Effective decision systems, communication and work procedures
    • Open, honest communication
    • Accepts conflict, manages it, resolves it well
  • 4.Good personal relationships
    • Mutual trust

3. Stages in Team Building Forming Storming Norming Performing 4. Stage 1:FORMING

  • Team Building
    • Define team (5-7)
    • Determine individual roles
    • Develop trust and communication
  • Task
    • Define problem and strategy
    • Identify information needed

5. From IndividualsA 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, ENTJINFP

Forming 6. Relevance to Teams (E/I)

  • Extraverts
    • Need to think aloud
    • Great explainers!
    • May overwhelm others
  • Introverts
    • Need time to process
    • Great concentration
    • May not be heard

Forming 7. Relevance to Teams (N/S)

  • iNtuitive
    • Great at big picture
    • See connections
    • May make mistakes in carrying out plans
  • Sensor
    • Great executors
    • May miss big picture, relative importance

Forming 8. Relevance to Teams (T/F)

  • Thinker
    • Skillful at understanding how anything works
  • Feeler
    • Know why something matters

Forming 9. Relevance to Teams (J/P)

  • Judger
    • Good at schedules, plans, completion
    • Make decisions easily (quickly)
    • May decidetooquickly and overlook vital issues
  • Perceiver
    • Always curious, want more knowledge
    • May not get around to acting
    • Slow judgers enough to make great teams

Forming 10. What Type are You?

  • Online Personality Tests
  • Jung types http://www.allhealth.com/onlinepsych/personality/olpgen/0,6103,7119_127651,00.html
  • Keirsey typeshttp://www.keirsey.com/cgi-bin/keirsey/newkts.cgi

Forming 11. Stage 2:STORMING

  • During the Storming stage:
    • Team members realize that the task is more difficult than they imagined
    • Members may be resistant to the task and fall back into their comfort zones
    • Communication is poor with little listening
    • Fluctuations in attitude about their chances of success
    • Among the team members there is disunity and conflict
    • Collaboration between members is minimal and cliques start to appear

12. Storming Diagnosis (in order)

  • Do we have common goals and objectives?
  • Do we agree on roles and responsibilities?
    • Use a table to share division of labor
  • Do our task, communication, and decision systems work?
  • Do we have adequate interpersonal skills?

Storming 13. 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
    • Find a creative solution thats good for both

Storming 14. Addressing the Problem

  • Problem Solving
    • State your views in clear non-judgmental language
    • Clarify the core issues
    • Listen carefully to each persons point of view
    • Check understanding of the disagreement by restating the core issues
    • Use techniques such as circling the group for comments and having some silent thinking time when emotions run high

Storming 15. Stage 3:Norming

  • During this stage members accept
    • their team
    • team ground rules
    • their roles in the team
    • the individuality of fellow members
  • Team members realize that they are not going to drown and start helping each other

16. Behaviors

  • Competitive relationships become more cooperative
  • Willingness to confront issues and solve problems
  • Ability to express criticism constructively
  • More sharing and a sense of team spirit

Norming 17. Guide for Giving Constructive Feedback

  • When you.describebehavior
  • I feel ..howbehavioraffects you
  • Because Iwhybehavioraffects you
  • (Pause for discussion) .let other person(s) respond
  • I would like.whatchangewould you like
  • Because.whychangewill alleviate problem
  • What do you think. Listen to other persons response and discuss options

Norming 18. Giving Constructive Feedback

  • Be descriptive
  • Don't use labels
  • Dont exaggerate
  • Dont be judgmental
  • Speak for yourself

Norming 19. Giving Constructive Feedback (cont.)

  • Talk first about yourself, not about the other person
  • Phrase the issue as a statement, not a question
  • Restrict your feedback to things you know for certain
  • Help people hear and accept your compliments when giving positive feedback

Norming 20. Receiving Feedback

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

Norming 21. Stage 4:PERFORMING

  • Team members have
    • Gained insight into personal and team processes
    • A better understanding of each others strengths and weaknesses
    • Gained the ability to prevent or work through group conflict and resolve differences
    • Developed a close attachment to the team

22. 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

23. Recipe for Successful Team

  • Effective systems and processes
    • Clear communication
    • Beneficial team behaviors
    • Well-defined decision procedures
    • Use of scientific approach
    • Balanced participation
    • Established ground rules
    • Awareness of the group process