A team is defined as a group of two or more people who interact and work together to achieve a common goal. For a team to be successful, interpersonal trust must develop between team members. Tasks and social aspects are inseparable and individual contributions from each member must be preserved. Healthy teamwork is characterized by individuals contributing their highest level of expertise while demonstrating good faith towards the team. The document outlines various stages of team development including becoming acquainted, clarifying goals and methods, and increasing productivity through defined roles. It also discusses the role of the team leader in managing meetings, resources, and challenges.
2. What is a team?
A collection of 2 or more persons who
interact with one another to achieve a
common goal and some kind of group
structure
3. To be a successful team….
Interpersonal trust develops
Tasks aspects
Social aspects
These two aspects are inseparable!!
Preserve the individual on the team
4. Healthy teamwork is
characterized by individuals
who:
Contribute at their highest level of
experience and expertise
Demonstrate good faith and good will-
focusing on what is best for the team.
Honor individual diversity and
contributions
Listens well- seeking first to understand
rather than understood.
5. Healthy teamwork does not
exist when individuals:
Harbor hidden or individual agenda
Exercise authoritarian leadership
Makes decisions in secret
Evidence competitive behaviors
6. When people work together:
There is fewer personal conflicts and
confusion
Shared purpose and goal
Clearly stated and agreed upon roles
More effective use of time
Higher levels of performance through
coordinated efforts
Increased support internally and
externally
7. Team Member Ground
Rules
All team members are equal and entitled
to the respect of others
Be free and open to express your ideas
and feelings- take some risks
Encourage the inclusion of the other
team members
Establish group goals and objectives
and remain focused on them
8. Key to Team Success
Commitment
Contribution
Communication
Cooperation
Conflict Management
Change Management
9. Team Challenges
New Challenge Creative team
Controversial Challenge United Team.
Changing Challenge Fast and flexible team
Unpleasant challenge Motivated team
Diversified challenge Complementary team
Long-term challenge Determined team
Everest size challenge Experience team
11. Stages 1- Become acquainted
and organized
Get to know your team
Arrange a social gathering for your team
Get to know your fellow team members and
help them to get to know you.
Hold an organizational meeting to share
information about capabilities and
expectations
Have each member describe himself/herself
Have each member describe expectation for
the project.
Get to know the stakeholders
12. Get to know your task
The group should develop an overall
picture of its goals and constraints,
project plan, group roles, rules and
structure.
Share information about their goals and
resources
The team should develop a general plan
for the project.
What needs to be accomplished at each
step
13. Orientation
Members seek direction Provide much needed
from the leader structure by holding regular
Communication is directed meetings and assisting in
toward the leader task/role clarification
Members are both excited Encourage participation by
and anxious about being all and demonstration by
part of a new team none
Interpersonal relations tend Facilitate learning about
to be polite, guarded, and another’s area of expertise
impersonal and preferred working
modes
Characteristics Leader’s Response
14. Stage 2- Clarifying project
needs and goals
Meeting with supervisor, the relationship
your team builds with its supervisor is an
important resource
Be sure t meet with the supervisor early
in the project t learn how he/she views
the project you have been assigned?
What kind of reports does she expect?
Prepare for the meeting
15. Dissatisfaction
Subgroups and coalitions Establish an environment
form supporting expression of
The leader is tested and different perspectives
challenged, both overtly Encourage members to
and covertly
generate all possible
Member judge and options before evaluating
evaluate one another
the best
Tasks are often avoided or
poorly done Maintain expectation that
Members understand the team decides direction
purpose of team but are and all members are
not highly committed to responsible for the team’s
achieving the objectives. goals.
characteristics
16. Stage 3-
Determining/diagnosing
methods
At this stage, the team is looking for
solutions and deciding which ones to
implement.
Make the most of member capabilities
Think abut how the tasks have been
assigned
Reconsider each member’s strength
Make sure each member continues to
be on track
17. Resolution
Members begin to solidly Talk openly about your own
into a group issues and concerns.
The group laughs Have group members
together; members have manage agenda items;
fun; some jokes are particularly those in which
made you have a high stake
A sense of “we-ness” Delegate as much as the
develops members are capable of
The group feels superior handling; help them a
to other groups in the necessary
organization
Characteristics Leader’s Response
18. Stage 3
Help members prepare for meetings by
circulating an agenda for each meeting
and for the project overall.
Encourage participation from everyone
and help keep the discussion going.
Leave every meeting with a clear outline
of what everyone is accomplish before
the next meeting.
19. Stage 4- Productivity
Roles are clear and each Jointly set goals that are
person’s contribution is challenging
distinctive Look for new
Members take the
opportunities to increase
the group’s scope.
initiative, but not
competing against each Question assumptions
and traditional ways of
other but rather trying to doing things
accomplish a goal.
Develop members their
Members seek feedback fullest potential.
from one another
Characteristics Leader’s Response
20. Implementing the Project
Your team has settled on a design
solution and is in the process of
executing the design plan and
evaluating the solution
At this point, your group activity should
be self-sustaining
21. Seven characteristics of a high
performing team
Purpose
Empowerment
Relationships and communication
Flexibility
Optimal productivity
Recognition and appreciation
Morale
22. Developing team members
Enthusiastic beginner Need s direction
Disillusioned learner Needs coaching
Cautious completer Needs support
Self-reliant achiever Needs responsibility
23. When a weak link remains
The stronger members identify the weak
ones
The stronger members have to help the
weak one
The stronger members come to resent the
weak ones
The stronger members become less
effective
The stronger members questions the
leader’s ability
24. Attitudes impact a team of
highly talented players
Abilities + Attitudes = Results
Great talent Rotten Bad team
Great talent Bad Average team
Great talent Average Good team
Great talent Good Great team
26. Prior to the team meeting
Manage and coordinate the team
Act as project manger for the team
Set up meetings/ secure facilities/notify
members
Define boundaries/expectations for the
team
Help plan meetings
27. During the team meetings
Provide resources t the team
Remove block’s/barriers to team
success
Keep team focused
Contribute to work of team without
dominating or over influencing
Ensure team members are clear about
their actions and responsibilities
28. After the team meeting
Report team progress
Keep open channels of communication
Explain/defend process team is using
Organize and summarize input from all
team members
29. Challenges of the role
Getting full attendance at meetings
Be clear regarding expectations
Create realistic meeting agendas
Contribute without dominating
Remain neutral
Capturing ideas accurately
Knowing what to record and what not t
record
30. Take action
Recruit one person to help you with a
project.
31. How to develop a more
effective team
Become knowledgeable about team
development and dynamics
Learn hw to assess your team both as a
group and individually
Be open to your strengths and weaknesses
Develop a leadership style that supports
and trains staff- they are your biggest
resource
Teach your staff necessary skills.