Great TeamsThe Way to Meet

Challenges

#1

Why Teams?
When several people
use their skills and
knowledge together,
the result should be a
better project.
People working
together can sustain
the enthusiasm and
lend support needed
to complete the
project.
#2

How do Teams Work Best?

Teams succeed when
members have:
commitment to common
objectives;
defined roles and
responsibilities;
effective decision systems,
communication and work
procedures; and,
good personal relationships.
#3

Stages in Team Building

Forming

Storming

Norming

Adjourning

Performing

#4

Stage 1: FORMING
Team
Define team
Determine
individual roles
Develop trust and
communication
Develop norms

Task
Define problem
and strategy
Identify
information
needed

#5

Team Roles - Leader

Encourage and maintain open

communication.
Help the team develop and follow
team norms.
Help the team focus on the task.
Deal constructively with conflict.

#6

Team Roles - Recorder

Keep a record of team meetings.
Maintain a record of team

assignments
Maintain a record of the team's work.
#7

Team Roles PR Person

Contact resource people outside of

the team.
Correspond with the team's mentor.
Work to maintain good

communication among team

members.
#8

Team Norms
How do we support

each other?

What do we do

when we have
problems?

What are my

responsibilities to
the team?
#9

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, ENTJINFP

#10

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; and,
have poor collaboration.

#11

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?

#12

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.
#13

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.

#14

Stage 3: Norming
During this stage members accept:
their team;
team rules and procedures;
their roles in the team; and,
the individuality of fellow members.
Team members realize that they are not going
to crash-and-burn and start helping each
other.
#15

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.
#16

Giving Constructive Feedback

Be descriptive.
Don't use labels.

Dont exaggerate.
Dont be judgmental.
Speak for yourself.
#17

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.

#18

Receiving Feedback

Listen carefully.
Ask questions for clarity.
Acknowledge the feedback.
Acknowledge the valid points.
Take time to sort out what you heard.

#19

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; and,
developed a close attachment to the team.
#20

Stage 5: ADJOURNING
After more than a decade of presenting the
stages of team formation, Tuckman revised his
work and introduced a fifth phase in the
formation of a team, which is called the
Adjourning or Transforming stage.
It is the final stage wherein a team achieves its
goals and completes tasks.
During this time, team effort is recognized along
with the contribution of each member to the
success of the team.
#21

Stage 5: ADJOURNING
After which, the team is then dissolved from
its formation
This is about completion and disengagement,
both from the tasks and the group members.
Individuals will be proud of having achieved
much and glad to have been part of such an
enjoyable group.
They need to recognise what they've done,
and consciously move on.
#22

#23

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

#24

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
#25

#26