chapter 17: team building & training dr. patricia mcdiarmid
TRANSCRIPT
Chapter 17:
Team Building &
Training
Dr. Patricia McDiarmid
Team Building
Term used to describe approaches to improving the
operation of teams
Team Building That Actually Builds Teams
The most important step when planning a team-building exercise comes at the very beginning: you must start by identifying what challenges your team faces.
Only then can you choose exercises that will be effective in helping them work through these issues.
Basic Teamwork Skills
Assertiveness
Decision-making
Problem-solving
Cooperation
Collaboration
Issues to Be Addressed When Building Teams
What keeps teams from being effective?
What changes could improve a team’s effectiveness?
What is the team doing effectively now that it wants to continue doing?
Main Priority When Building a Team
Developing a strong sense of belonging to the team BECAUSE unless team members identify with each other and view themselves as a team, it will be impossible to organize them to reach a common goal.
Set of Approaches***
Goal setting
Interpersonal relations skills
Role clarification
Problem solving
***Selecting the RIGHT approach to use depends on a diagnosis of a team’s problems
Organizational Context of Team Building
Sometimes organizations trying to implement teamwork fail to appreciate how current practices and culture might limit the ability of the teams to operate.
EXAMPLE
It is difficult to promote cooperation among team members when the organization only rewards individual performances…therefore…the context in which the team operates has a greater impact on performance than the internal competencies of team members
Evaluation & Reward Systems
Central organizational issue for a team
Performance evaluation systems have the potential to provide a team with feedback that can be used to improve a team’s performance
Reward systems provide motivation for the team members to work together
Top Management Mistakes
Fail to include teamwork in goals and reward systems
Focus only on financial issues
Ignore the value teamwork can have as a means of improving performacne
WHY Not Support Teambuilding?
Limited by expertise in teambuilding
Lack of availability of competent persons to orchestrate team-building programs
Do not value the process of teambuilding or provide rewards for teams that engage in the process
Team members are skeptical of the value of teambuilding and are reluctant to spend time doing it
Let’s Take a Look at Types of Team
Building Programs…
Goal Setting
Clarifies team goals
Develops specific objectives
Define team tasks
Establish action plans
Develop evaluation & feedback system to monitor the attainment of stated goals
Role Clarification
Clarifies individual roles of team members
Shared responsibility of team members
Team members must be clear on personal role and the roles of others on a team
Team members need to see themselves from the outside through the eyes of an observer or other team members
Interpersonal Process Skills
Team members learn to cooperate efforts and work together
Decision-making, problem-solving, and negotiation are some of the process skills team members learn and master
Process skills are best learned through activities such as a desert survival exercise
Cohesion Building
Foster team spirit and build interpersonal connections among team members
Increase trust and cooperation AND develops a groups’ identity
Strengthens team morale, creates unity, a sense of belonging, and pride in the team
Problem Solving
Team starts analyzing a problem together
Diagnostic session clarifies problems and identifies team’s strengths and weaknesses
Diagnosis stage ends with discussion as how to proceed
Action plan developed to generate alternatives and develop solutions
Criteria for Effective Teams1. Clear/measureable goals
2. Roles/assignments accepted by all team members
3. Climate of trust, psychological safety, and support
4. Effective problem-solving & decision-making
5. Supportive leadership
6. Constructive handling of conflict
7. Open & participatory communication climate
8. Supportive organizational culture
9. Ability to monitor performance & make needed changes
Symptoms of Ineffective Teams
1. Decrease in team performance
2. Increase of team member complaints
3. Unproductive conflicts among members
4. Confusion about assignments & roles
5. Misunderstood decisions
6. Lack of involvement from team members
7. Lack of initiative, creativity, or effective problem-solving
8. Ineffective meetings with low participation
9. High dependency of the leader
Team Building Activity