Team Building
Koyal Aditi Ghosh Bhavna Sunaine
What is Teamwork & Team Building
Teamwork
Concept of people working together as a team
Team player
A team player is someone who is able to get along with their colleagues and work together in a cohesive group
Team Building
Process of establishing and developing a greater sense of collaboration and trust between members
Why Should We Be a Team?
When staff use their skills and knowledge together, it results in a stronger agency that can fulfill its mission
People working together can sustain the enthusiasm and lend support needed to complete the work of each program.
How does a Team Work Best?
A Teams succeeds when its members have:
a commitment to common objectives
defined roles and responsibilities
effective decision systems, communication
and work procedures
good personal relationships
Team Morale Depends On
Support Resources Communication Personalities
Teamwork Skills
Listen Question Persuade Respect Help Share Participate
Stages in Team Building Forming
Storming
Norming Performing
Stage 1: FORMING
The Team
defines the problem
agrees on goals and formulates strategies for tackling the tasks
determines the challenges and identifies information needed Individuals take on certain roles develops trust and communication
Team Roles - Leader
Encourages and maintains open communication Leads by setting a good example
Motivates and inspires team members
Helps the team focus on the task Facilitates problem solving and collaboration
Maintains healthy group dynamics
Encourages creativity and risk-taking Recognizes and celebrates team member contributions
Other Team Roles Members Can Formally or Informally Take on These Roles
Initiator
- Someone who suggests new ideas. One or more people can have this role at a time.
Recorder - This person records whatever ideas a team member may have. It is
important that this person quote a team member accurately and not "edit" or evaluate them.
Devil's Advocate/Skeptic - This is someone whose responsibility is to look for
potential flaws in an idea.
Optimist - This is someone who tries to maintain a positive frame of mind and
facilitates the search for solutions.
Timekeeper - Someone who tracks time spent on each portion of the meeting. Gate Keeper - This person works to ensure that each member gives input on an issue.
One strategy to do this is to ask everyone to voice their opinion one at a time. Another is to cast votes.
Summarizer - Someone who summarizes a list of options.
From Individuals
A Group Forms
Help members understand each other
Myers-Briggs Type Indicator (MBTI)
Extraverts -----------------Sensors --------------------Thinker ---------------------Judger ----------------------Introverts iNtuitive Feelers Perceiver
By selecting one from each category, we define our personality type, ESTJ, ENTJINFP
Relevance to Teams (E/I)
Extraverts
Introverts
Need to think aloud Great explainers May overwhelm others
Need time to process Great concentration May not be heard
Relevance to Teams (N/S)
iNtuitive
Sensor
Great at big picture See connections May make mistakes in carrying out plans
Great executors May miss big picture, relative importance
Relevance to Teams (T/F)
Thinker
Feeler
Skillful at understanding how anything works
Knows why something matters
Relevance to Teams (J/P)
Judger
Perceiver
Good at schedules, plans, completion Makes decisions easily (quickly) May overlook vital issues
Always curious, wants more knowledge May not get around to acting
Stage 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 have poor collaboration
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?
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.
Addressing the Problem
State your views in clear non-judgmental language. Clarify the core issues. Listen carefully to each persons point of view. Check understanding by restating the core issues.
Stage 3: NORMING
During this stage members accept:
their team team rules and procedures their roles in the team the individuality of fellow members
Team members realize that they are not going to crash-and-burn and start helping each other.
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.
Giving Constructive Feedback
Be descriptive Don't use labels Dont exaggerate Dont be judgmental Speak for yourself
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.
Receiving Feedback
Listen carefully. Ask questions for clarity. Acknowledge the feedback. Acknowledge the valid points. Take time to sort out what you heard.
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
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 and ground rules Balanced participation Awareness of the group process Good personal relationships
The Results of Team Work
Every Team Member Can Help!
Everyone Has to Hang in There!
Enjoy your Game!
