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Team building
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Team Development
How to build stronger higher performing teams
PC © MANGEMENT CONSULTING 1
Team Development
Tish Brown, Philip Corsano, Robynn KiIoe, Diana Searle 2 PC © MANAGEMENT CONSULTING
Forming Stage
• What happened: – Debated project assignment—did the project have to be real?
– Defined common terms (i.e., what did we mean by the word ‘ pilot program’?)
– Learned each others individual communicaYon styles
– Formed a communicaYon plan and feedback plan – Struggled with project vision
Tish Brown, Philip Corsano, Robynn KiIoe, Diana Searle 3
Forming Stage
• What we would have done differently: – Not much—forming is an ‘organic’ process
• Each team member is unique • Everyone had to get to the point of being comfortable and understanding one another
– Could have used acYviYes such as “My vision, our vision” to help clarify project vision
Storming Stage
• What happened: – Project is “agile” we didn’t know that!
• Sponsor was open minded to scope of art
• Budget was not an issue -‐ that created challenges of it’s own
• Time line was not hard and fast..”it takes the Yme that it takes”
Storming Stage
• What happened: – Four diverging perspecYves of the project
• Would this include a digital presentaYon?
• Who was going to benefit from the project? • How could the benefit be measured? • EducaYonal components? What are they
• AssumpYons challenged every team member
Storming Stage What happened?
Fireworks!
Voices were raised!
Fists hit the table!
OMG! Can we work together?
Storming Stage
• What we would have done differently: – Not much – we didn’t have the tool kit!
• With the tool kit we could: – Listen more – Drop the need to be right – Revert to the communicaYon plan
– Consider team members style – Accept that differences can enhance a team
Norming
Individual Group
Performance
Roles
Rules
MoYvaYon
RecogniYon
Groups pull individuals in opposing directions. By the process of setting rules, more individual freedom for team members than they may perceive
Copyright, © Philip Corsano 25 Apr 2010
Balancing Individual & Group Needs
Norming Helps Build Trust
Tish Brown, Philip Corsano, Robynn KiIoe, Diana Searle 10
Long Term
Damage to thinking
relaYonship
Fast Unreasonable
Response
PrimiYve
Dino Brain SYmulus
Separate Thoughts and Feelings from actions, critical for survival
Tish Brown, Philip Corsano, Robynn KiIoe, Diana Searle 11
• Exercises we undertook consciously: • RotaYng responsibiliYes. PM every 3 weeks;
• PM to set agenda and make sure work was divided up so producYvity was maintained;
• Exercises we did without real plan: • How are we doing? • Gripes and congratulaYons aired; • What do we know we could do beIer?
Norming
Performing Stage
• What happened? – Greater awareness – Improved communicaYon / acYve listening – Greater openness
Performing Stage
• What we would have done differently: – Greater focus on listening and learning – Created opportuniYes to assess team cohesion
• Success sharing • “I wish” discussions
– More “AIa Boys”
Team Development
Comments?
QuesYons?
PC Management ConsulYng 14