team building

Team Building/Abha Suri

Team Building

Abha Suri


How do Teams Work Best?Team’s 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


Stages in Team Building

FormingForming

StormingStorming

NormingNorming

PerformingPerforming


Stage 1: FORMING Team Building

Define team (5-7) Determine individual

roles Develop trust and

communication

Task Define problem and

strategy Identify information

needed


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

FormingForming


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

FormingForming


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

FormingForming


Relevance to Teams (T/F) Thinker

Skillful at understanding how anything works

Feeler Know why

something matters

FormingForming


Relevance to Teams (J/P) Judger

Good at schedules, plans, completion

Make decisions easily (quickly)

May decide too quickly and overlook vital issues

Perceiver Always curious,

want more knowledge

May not get around to acting

Slow judger’s enough to make great teams

FormingForming


What Type are You?

Online Personality Tests

Jung types http://www.allhealth.com/onlinepsych/personality/olpgen/0,6103,7119_127651,00.html

Keirsey types http://www.keirsey.com/cgi-bin/keirsey/newkts.cgi

FormingForming


Stage 2: STORMINGStage 2: STORMINGDuring 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


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?

StormingStorming


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 that’s good

for both

StormingStorming


Addressing the ProblemProblem Solving

• State your views in clear non-judgmental language

• Clarify the core issues

• Listen carefully to each person’s 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

StormingStorming


Stage 3: NormingStage 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


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

NormingNorming


Guide for Giving Constructive Feedback

When you …. describe behavior I feel ….. how behavior affects you Because I … why behavior affects you (Pause for discussion) …. let other person(s)

respond I would like …. what change would you like Because …. why change will alleviate

problem What do you think …. Listen to other

person’s response and discuss options

NormingNorming


Giving Constructive Feedback Be descriptive Don't use labels Don’t exaggerate Don’t be judgmental Speak for yourself

NormingNorming


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

NormingNorming


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

heard

NormingNorming


Stage 4: PERFORMINGStage 4: PERFORMINGTeam 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

Developed a close attachment to the team


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


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

team building

Business

team team ground rules

stage members

successful team commitment

storming stage

successful team effectiv

sense of team spirit

problem problem

great teams