#The Team Building Process

Click to edit Master subtitle style

#Team Building Objectives

q Enable the individual to understand what team q

q q q

building is Bring out the best in a team to ensure selfdevelopment, positive communication, and leadership skills Obtain the ability to work closely together and solve problems Value great camaraderie among colleagues Experience various activities that increase productivity

#What is a team?

A team is a group of people working together toward a common goal.

#What is team building?

Team building is an interaction among members of teams to learn how each member thinks and works
--Robbins and Coulter (Management, 1999)

#How Do Teams Work Best?

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

#Stages in Team Building

Forming Storming Norming Performing

#Stage 1: FORMING
Task Team Building
Define team problem and strategy n Determine individualneeded n Identify information roles n Develop trust and communication n Develop norms
n

#Team Role: Leader

Encourages and maintains open communication Helps the team to develop and follow team norms Helps the team focus on the task Deals constructively with conflict

#Team Role: Recorder

Keeps a record of team meetings Maintains a record of team assignments Maintains a record of the teams work

#Team Role: PR Person

Contacts resource people outside of the team Corresponds with the teams mentor Works to maintain good communication among team members

#Team Norms

How do we support each other? What do we do when we have problems? What are my responsibilities to the team?

#From Individuals

A Group

Help members understand each other:

n

Myers-Briggs Type Indicator (MBTI)

n n n n

By selecting one from each category, we define our personality type, ESTJ, ENTJINFP

Extraverts ------------------ Introverts Sensors --------------------- iNtuitive Thinker --------------------- Feelers Judger ---------------------- Perceiver

#Relevance to Teams (E/I)

Introverts Extraverts
Need to thinkprocess time to aloud n Great explainers concentration n May overwhelm others not be heard
n

#Relevance to Teams (N/S)

Sensor iNtuitive
Great at big picture executors n See connections n May miss big picture, relative importance n May make mistakes in carrying out plans
n

#Relevance to Teams (T/F)

Feeler Thinker
n

Knows at understanding how anything Skillful why something matters works

#Relevance to Teams (J/P)

Perceiver Judger
Good at curious, wants more knowledge Always schedules, plans, and completion n Makes decisions easilyacting n May not get around to (quickly) n May overlook vital issues
n

#What Type are You?

Online Personality Tests
Jung types http://www.allhealth.com/onlinepsych/pers onality/olpgen/0,6103,7119_127651,00.ht ml Keirsey types http://www.keirsey.com/cgibin/keirsey/newkts.cgi

#Stage 2: STORMING
During the storming stage, team members
realize that the task is more difficult than they imagined, n have fluctuations in attitude about chances of success, n may be resistant to the task, and n have poor collaboration.
n

#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 and goals of each party rather than specific solutions.

#Addressing the Problem

State your views in clear nonjudgmental 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, n team rules and procedures, n their roles in the team, and n the individuality of fellow members.
n

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. Dont 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, n a better understanding of each others strengths and weaknesses, n gained the ability to prevent or work through group conflict and resolve differences, and n developed a close attachment to the team.
n

#Recipe for a Successful Team

Commitment to shared goals and objectives Clearly define roles and responsibilities
Use best skills of each n Allow each to develop in all areas
n

#Recipe for a Successful Team

Effective systems and processes
Clear communication n Beneficial team behaviors, well-defined decision procedures, and ground rules n Balanced participation n Awareness of the group process n Good personal relationships
n

#Final Note

Team building is a process, not an event.

#Resources
The Team Book by Peter R. Scholtes, Brian L. Joiner and Barbara Streibel Web-based text chapter 3: Teaming Bob Mendonsa and Associates web page http://www. trainingplus.com Jung types http://www.allhealth.com/onlinepsych/personality/olpgen/0,6103, 7119_127651,00.html Keirsey types http://www.keirsey.com/cgibin/keirsey/newkts.cgi