Team Building/Abha Suri
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
Team Building/Abha Suri
Stages in Team Building
FormingForming
StormingStorming
NormingNorming
PerformingPerforming
Team Building/Abha Suri
Stage 1: FORMING Team Building
Define team (5-7) Determine individual
roles Develop trust and
communication
Task Define problem and
strategy Identify information
needed
Team Building/Abha Suri
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
Team Building/Abha Suri
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
Team Building/Abha Suri
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
Team Building/Abha Suri
Relevance to Teams (T/F) Thinker
Skillful at understanding how anything works
Feeler Know why
something matters
FormingForming
Team Building/Abha Suri
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
Team Building/Abha Suri
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
Team Building/Abha Suri
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
Team Building/Abha Suri
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
Team Building/Abha Suri
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
Team Building/Abha Suri
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
Team Building/Abha Suri
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
Team Building/Abha Suri
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
Team Building/Abha Suri
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
Team Building/Abha Suri
Giving Constructive Feedback Be descriptive Don't use labels Don’t exaggerate Don’t be judgmental Speak for yourself
NormingNorming
Team Building/Abha Suri
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
Team Building/Abha Suri
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
Team Building/Abha Suri
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
Team Building/Abha Suri
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
Team Building/Abha Suri
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