Upload
nasya
View
99
Download
0
Embed Size (px)
DESCRIPTION
Facilitating a Dysfunctional Team. Blue Group. Blue Group. Blue Group’s Initial Action. General analysis of the case study and identification of the apparent issues to include: - PowerPoint PPT Presentation
Citation preview
Facilitating a Dysfunctional Facilitating a Dysfunctional TeamTeam
Blue GroupBlue Group
Blue GroupBlue Group
Blue Group’s Initial Action...
1. General analysis of the case study and
identification of the apparent issues to include:
An awareness of the resources that all group members bring to the case study from own experiences and study
Initial offering of solutions based on these resources
The nature of ‘teamworking’High performing teams show the following
characteristics: (ref: Katzenbach and Smith,1993) Interdependence:
A shared commitment to a goal that cannot be achieved without contribution from all team members.
Development Time: To achieve high performance as a team takes at
least several months and a significant amount of contact between members.
Size: It is rare to find a high performing team with more
than 6 to 12 members.
Current state:This team shows the following
characteristics: Interdependence:
The majority appear to value independent personal performance in the classroom over any group performance measurement.
Development Time: The group appears not to have met once as a whole
group and no team process discussions have taken place.
Size: There are 20 people in the group.
Summary of Issues Identified...
Lack of visible team leadership / management Lack of shared values / goals Lack of cross team communication No real team / set of dysfunctional sub teams Failure to incorporate new team members fully into the
team Manager – too much focus on administration Little or no intention to improve the situation Action points at meetings are not followed through
Action Plan for Completion of task!
Task Contributors Time Frame Output
Research – What is Ofsted looking for in its inspection?
G****
L******
Wednesday PM Word doc – key features stated as bullet points
Identify what success will look like and include consideration of the Ofsted research information
Thursday PM Word doc – key features stated as bullet points
Gap analysis
Ofsted research to be taken into account
R***** Friday PM Word doc – states problems, highlights solutions agreed
Action Plan
Presentation A**** & T**** Saturday teatime Short Powerpoint presentation
Presentation Review ALL Sunday PM & Monday AM Review presentation – final copy delivered Monday AM
The ingredients for success: A clear goal to which everyone is committed and
none can achieve without working with their colleagues Propose ‘a good OFSTED’ as a goal to unite with clear
‘whole group’ performance measures reviewed regularly
Effective communications process for whole group Propose Leader engages in one-to-one conversations,
site meetings and occasional whole group briefings.
Sub groups that can become effective teams Develop site teams who then collaborate as the larger
team
Step one
Defining the shared goal We researched the OFSTED requirements and
used them as the basis for establishing a set of whole group performance measures which could only be achieved through effective collaboration
Summary of Ofsted Research...
It is very important to obtain a ‘good’ grade in an inspection if the institution wishes to keep Ofsted inspection activities to a minimum
It is crucial that everyone works together to maintain effectiveness due to the length of time that inspectors are present
Self-Assessment Report (SAR) needs to reflect or be better than the live situation or the overall outcome suffers
Inspectors collect evidence from a whole range of sources including lesson observation, learner testimonials, learners work, minutes of meetings at senior management and team level
Inspectors look for standardisation, interaction of teams teaching the same subject across different groups, differentiation, attendance and punctuality.
G******’s Final Thought...
‘So we can see it is important for everybody to be working together to the same goal and stay focused. It is better as a team, for if for any reason one person is missing it can be much more easily covered from within the team, than if all are individuals. It is about ownership of the whole learning process and not just the delivery’
Step Two
Developing Communications There is currently competition (for resources
and for results) and resentment (it’s other people letting the department down/I’m being undermined) within the department.
The individuals need to be able to express (and let go of) their current feelings. First one to one with the leader, then in site groups.
Once site groups are at stage three of Tuckman’s (1965) team development model then the whole team meeting can take place.
T****’s Words of Wisdom...
‘If we are going to try and manage this group of 20 as a single team then some ground work will need to be done with individuals before the meeting that creates a new beginning...I would therefore suggest a prior action for the leader to spend time with each team member, on their patch, listening (empathetically) to their concerns and issues (draining down any metaphorical poison) and coaching them appropriately. The goal will be to ensure each individual arrives at the meeting with an open mind, a willingness to hear other people’s views and an understanding that everyone in the team shares a commitment to the students and acts with the best possible motives.’
Step Three
Defining the shared goal OFSTED requirements do create a shared goal The leader has worked with individuals and site
groups laying the foundations for whole team performance.
A whole team meeting (including administrators) is now required to involve the team in agreeing the goal and the measures of performance that would unite them.
Lynn’s Agenda for Change...
Action REASON for being on Agenda
Expected Outcome
Call a general meeting compulsory for all staff
To look at Self Assessment Report. Stress how learner focused it is and to give details of other inspection reports
Agree on a need for change
Ensure SAR is realistic (otherwise it is classed as a weakness)
WITHIN MEETING
Section A
Overall Effectiveness
Need to include all departments (otherwise it is classed as a weakness)
Need to show steps taken to promote improvement
Need to show capacity for further improvement
Develop SAR
Sub Team Meetings for development work
This could encourage ownership and development work related to strengths
Section B
Outcome for Children and Young People
Not needed for case study? But could show how much good practice is being done!
No changes necessary
Ofsted Questions... Reason for being on Agenda
Expected Outcome
1. How well do learners achieve across the whole department?
To show how well learning is planned
To show work is to a quality standard across sites
Standardisation meetings by sub groups
This should encourage all to take part as inspectors will talk to learners
2. How effective are teaching, training and learning across the whole department?
Do resources promote learning?
How is progress monitored and evaluated
Sharing of team resources and good practice ideas
May encourage the trying of something new and will encourage looking at wider issues
3. How well do programmes and activities meet the needs of the learners?
Are training plans individual Not in case study so may become a positive if done well
4. How well are learners guided and supported?
May not be needed – not mentioned in case study
5. How effective are leadership and management in raising achievement and supporting learners?
Ensure quality throughout provision Manager to take a more active role in monitoring and evaluating.
Site C to have support for new staff member who is on her own
Evaluation of current practice
G*****’s direction
The basis of the first meeting would be an open session where any body can say what they want with no recrimination, this helps get some of the tensions out in the open that seem to exist between certain parties. Then the team should be steered to come to the conclusion on the focus of the remaining development session, this could be the preparation for Ofsted.
Step Four
Team Size The whole team of 20 will remain unwieldy and
unlikely to gel effectively as a team. From the whole team meeting, with the
agreement of that whole team, we propose three sub teams based on the client groups:
Primary Secondary Graduate
G****’s sub groups
Once they have found the focus, they will have ownership of it. From here it is about breaking the group of 18 teachers and technologist into smaller groups, possibly primary education, secondary education and graduate education. The large group can then break up in too the smaller groups. These groups set themselves tasks that need to be completed prior to the next meeting. One purpose of the smaller groups is to look at their own strengths and weakness and look at support each other.
Leadership
Part of the original diagnosis was that the leader of the team was too engaged with administration
Developing this team will require significant, people focused, leadership work
The leader will have to commit to spending time with staff, both in meetings and (more often) informally sharing time with them to intercept issues before they grow
The leader will need support in doing this from their line management
In summary
Leader to work with individuals and site groups prior to a whole group meeting
Whole group meet to establish shared goals centering on the OFSTED requirements for measures of whole group performance
Sub groups established to work together as effective teams
Appropriate support provided through people focused leadership