team building
TRANSCRIPT
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Great Teams…The Way to Meet the AiS Supercomputing
Challenge
AiS Challenge
2001 Kick-off Conference
Glorieta, NM
Paula Avery
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Why Teams?
Completing an AiS Challenge project is time consuming and intellectually challenging. When several people use their skills and knowledge together, the result should be a better project.
People working together can sustain the enthusiasm and lend support needed to complete the project.
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How do Teams Work Best?
Teams succeed when members have:commitment to common objectives;
defined roles and responsibilities;
effective decision systems, communication and work procedures; and,
good personal relationships.
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Stages in Team Building
FormingForming
StormingStorming
NormingNorming
PerformingPerforming
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Stage 1: FORMING
Team Building Define team Determine
individual roles Develop trust
and communication
Develop norms
Task Define problem
and strategy Identify
information needed
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Team Roles - Leader
Encourage and maintain open communication.
Help the team develop and follow team norms.
Help the team focus on the task.
Deal constructively with conflict.
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Team Roles - Recorder
Keep a record of team meetings.
Maintain a record of team assignments
Maintain a record of the team's work.
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Team Roles – PR Person
Contact resource people outside of the team.
Correspond with the team's mentor.
Work to maintain good communication among team members.
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Team Norms
How do we support each other?
What do we do when we have problems?
What are my responsibilities to the team?
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From Individuals A 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, ENTJ…INFP
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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
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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
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Relevance to Teams (T/F)
Thinker Skillful at
understanding how anything works
Feeler Knows why
something matters
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Relevance to Teams (J/P)
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
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What Type are You?
Online Personality Tests
Jung types http://www.allhealth.com/onlinepsych/personality/olpgen/0,6103,7119_127651,00.htmlKeirsey types http://www.keirsey.com/cgi-bin/keirsey/newkts.cgi
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Stage 2: STORMINGStage 2: STORMING
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 task; and, have poor collaboration.
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Storming Diagnosis
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?
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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.
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Addressing the Problem
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.
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Stage 3: NormingStage 3: Norming
During this stage members accept: their team; team rules and procedures; their roles in the team; and, the individuality of fellow members.
Team members realize that they are not going to crash-and-burn and start helping each other.
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Behaviors
Competitive relationships become more cooperative.
There is a willingness to confront issues
and solve problems.
Teams develop the ability to express criticism constructively.
There is a sense of team spirit.
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Giving Constructive Feedback
Be descriptive.
Don't use labels.
Don’t exaggerate.
Don’t be judgmental.
Speak for yourself.
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Giving Constructive Feedback
Use “I” messages.
Restrict your feedback to things you know for certain.
Help people hear and accept your compliments when giving positive feedback.
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Receiving Feedback
Listen carefully.
Ask questions for clarity.
Acknowledge the feedback.
Acknowledge the valid points.
Take time to sort out what you heard.
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Stage 4: PERFORMINGStage 4: PERFORMING
Team members have: gained insight into personal and team
processes; a better understanding of each other’s
strengths and weaknesses; gained the ability to prevent or work
through group conflict and resolve differences; and,
developed a close attachment to the team.
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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
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Recipe for Successful Team
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
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Project Process – Important Dates
There are several milestones throughout the year designed to help you organize and evaluate your project development process. Please check them out on the AiS Challenge Web site.
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Resources
The Team Book by Peter R. Scholtes, Brian L. Joiner and Barbara StreibelWeb-based Text chapter 3 – TeamingBob Mendonsa and Associates’ web page http://www. trainingplus.comJung types http://www.allhealth.com/onlinepsych/personality/olpgen/0,6103,7119_127651,00.htmlKeirsey types http://www.keirsey.com/cgibin/keirsey/newkts.cgi