Managing and developingeffective teams

Sue Duraikan

Objectives• To be able to identify the qualities of an effective

team• To be able to set objectives for your team• To understand the stages of team development and

how to manage each one effectively• To be able to motivate, monitor progress and give

feedback more effectively to team members• To know when and how to involve your team in

decision making• To understand how to build trust in your team

What makes an effective team?

• Shared goals and values

• Shared standards and procedures

• Clarity on roles and responsibilities

• Relationships and rituals

The team leader’s challenge

Achieve the task

Motivate the

individual

Develop the team

A team is…A group of people working towards a common goal

Team goals• Common purpose• Medium-long term

project goals• Short term task

goals• Development goals

SMART goals• Specific• Measurable/Matter/

Monitored/Mutual• Achievable• Relevant• Time-limited

‘A goal without a plan is just a wish.’

Antoine de Saint Exupery

Team values‘When you have values, all your decisions are easy.’ Roy Disney

BGL Group (Insurance)• Be creative• Be united• Be happy• Be genuine• Be encouraging• Be someone who makes a

difference

Addenbrookes Hospital

• Safe• Kind• Excellent

Motivators• Achievement• Material rewards• Status• Advancement• Power/influence• Independence• Challenge/variety• Recognition• Interest

• Involvement• Creativity• Expertise• Meaning• Relationships• Environment• Security• An easy life

Why give feedback?Staff need it so they…• Are motivated• Keep on track• Know what’s acceptable

… or not!• Learn how to do things

differently/better

You need to give it in order to… • Maintain individual and team morale• Clarify and reinforce standards• Improve performance• Show you’re in touch• Avoid recrimination• Nip problems in the bud

What is effective feedback?• Regular• Timely• Specific• Positive/negative but

always constructive• Honest• Private/public• Face-to-face/in writing

Negative feedback• Clarify what you

expected• Explain how it looks to

you• Discuss• Agree an action plan• Review

The team leader’s challenge

Achieve the task

Motivate the

individual

Develop the team

4 stages of team development

Forming

Storming

Norming

Performing

Stage 1: Forming• Direct the team• Communicate goals

clearly• Model open 2 way

communication• Help team get to know

each other informally

Stage 2: Storming• Be positive and proactive• Encourage open

communication• Listen, don’t be defensive• Protect team members

under fire• Aim for and document

agreement

Stage 3: Norming• Reinforce desired

performance/behaviour• Encourage and reward

co-operation• Deal with problems

quickly• Celebrate success

Stage 4: Performing• Delegate as much as

you can• Recognise and reward

achievement• Build on success: What

did we learn? How can we improve?

• Start focussing on new goals and areas of work

Involving team members in decision making

1. Decide and announce

2. Seek input from key individuals and announce

3. Seek input from team and announce

4. Form a relevant sub-group and decide

5. Majority decision

6. Consensus

7. Delegate with constraints

Factors affecting decision making• How much time have you got?• How important is the decision?• Who needs to make the decision?( accountability,

authority)• What information is needed to make the decision?• Do you need buy-in from team members?• What climate do you want to establish within your

team?

Broken squares activity: rules• Complete silence! • You may not point or signal to other players with your hands. • You must each complete only your own square. No one else

may show you how to do it or do it for you. • You may not take a piece from another player, but you may

give your pieces, one at a time, to any other player and other players may give pieces to you.

• You may not place a piece in another player’s square• You will be finished when all players have a completed square

in front of them.

Five dysfunctions of a team(acc. Patrick Lencioni)

Inattention to results

Avoidance of accountability

Lack of commitment

Fear of conflict

Absence of trust

Building trust

Empathy

Reliability

Integrity

Competence Clear, open communication

‘When the trust account is high, communication is easy, instantand effective.’

Stephen R. Covey