4. CURRENT
RESEARCH
TEAMS WERE
THE #4 PRIORITY FOR
HR PRACTITIONERS IN 2018
0-25% 25-50% 50-75% 75-100%
WHAT PERCENTAGE OF YOUR
ORGANIZATION’S
WORK DEPENDS ON TEAMWORK?
0-25%
25-50%
50-75%
75-100%
5. WHAT FACTORS AFFECT
EMPLOYEE SATISFACTION
MOST?
CURRENT
RESEARCH
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TEAM CULTURE
INTERPERSONAL COMMUNICATION
COMPANY CULTURE
MANAGER’S INTERPERSONAL SKILLS
COWORKER RELATIONSHIPS
DIVERSITY OF SKILLS/STRENGTHS
7. TEAM FAILURE IN IT PROJECTS
12% DIRECT COST
51%OVER
TIMELINE
16%PROJECT
FAILURE
38%MISSED
OBJECTIVES
47%OVER
BUDGET
8. Employees indicated the top difficulties:
‣ Freeloaders’ not pulling their weight (51%)
‣ Teammates only out for themselves (41%)
‣ Managing the egos of teammates (37%)
‣ Arguments among the team (34%)
‣ Being held back by others (29%)
TEAM FAILURE
9. A PEOPLE MODEL
TUCKMAN’S TEAM
DEVELOPMENT CYCLE
STORMING
NORMING
PERFORMING
TEAM PERFORMANCE
TEAMEFFECTIVENESS
FORMING
10. A PEOPLE MODEL
A TEAM COULD STAY IN FORMING AND NEVER GET TO
PERFORMING BASED ON HOW FREQUENT THE
INTERACTIONS.
STORMING
NORMING
PERFORMING
TEAM PERFORMANCE
TEAMEFFECTIVENESS
RE-FORMING
‣ Change in team
‣ Adjusted budget
‣ New scope
‣ Revised expectations
FORMING
RE-STORMING
11. A PEOPLE MODEL
GOAL: QUICKLY MOVE
THROUGH THE STORMING
PHASE
FORMING
STORMING
NORMING
PERFORMING
TEAM PERFORMANCE
TEAMEFFECTIVENESS
12. TOOLS AT EVERY STAGE
STORMING NORMING PERFORMINGFORMING
SELECTION
PROCESS
ONBOARDING
KICK-OFF
MEETINGS
COACHING
MANAGEMENT
TOOLS/TRAINING
ACCOUNTABILITY
PERSONAL
INSIGHTS
STANDUPS
RETROSPECTIVES
RHYTHMS
ENVIRONMENT
SUCCESS
MEASUREMENT
14. COMMUNICATION
20% 45% 9% 2% 15% 30% 4% 1% 19% 37% 6% 2%
ALLEMPLOYEES
ALLEMPLOYEES
ALLEMPLOYEES
ENGAGED
ENGAGED
ENGAGED
NOTENGAGED
NOTENGAGED
NOTENGAGED
ACTIVELYDISENGAGED
ACTIVELYDISENGAGED
ACTIVELYDISENGAGED
“My immediate
supervisor keeps me
informed about what
is going on at the
organization.”
“At work, the
communication I
receive is perfect for
me.”
“There is open
communication
throughout all levels
of the organization.”
15. COMMUNICATION STYLES & APPROACHES
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INEFFICIENT COORDINATION
WAITING FOR INFORMATION
UNWANTED COMMUNICATIONS
CUSTOMER COMPLAINTS
BARRIERS TO COLLABORATION
AVERAGE OF PAIN POINTS
INEFFICIENT COORDINATION
WAITING FOR INFORMATION
UNWANTED COMMUNICATIONS
CUSTOMER COMPLAINTS
BARRIERS TO COLLABORATION
TIME LEFT FOR
PRODUCTIVE WORK
16. HCI’S FACTORS OF TEAM SUCCESS
- STARTS WITH INTENTION
CURRENT RESEARCH - TEAM FORMATION
17. CURRENT RESEARCH - TEAM FORMATION
WHAT FACTORS ARE MOST
IMPORTANT IN BUILDING A TEAM?
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EMPLOYEE’S ABILITY TO ACCOMPLISH A TASK
EMPLOYEE’S PERFORMANCE
DIVERSITY OF STRENGTHS
EMPLOYEE AVAILABILITY
DIVERSITY OF SKILLS AND CAPABILITIES
INTERACTION OF PERSONALITIES
18. DIVERSITY
LITTLE CONNECTION WITH AGE, GENDER,
CULTURAL DIVERSITY ON PERFORMANCE
Cognitive Diversity -
How individuals think about and
engage with new, uncertain, and
complex situations.
https://hbr.org/2017/03/teams-solve-problems-faster-when-theyre-more-cognitively-diverse
19. TENSION BETWEEN INDIVIDUAL
SUCCESS / TEAM SUCCESS
1. Cooperation & Competition
2. Control & Autonomy
3. Creativity & Process
4. Loyalty & Openness
5. Team Development & Personal Development
21. TEAM CONTEXT MATTERS
‣ It takes NBA basketball players an average of 21 games with a
new team to recover their pre-transfer performance.
‣ A group of Harvard researchers discovered that 46% of a sample
of 1,052 investment analysts, all star performers, were unable to
replicate their outstanding performance when they moved to a
different investment bank after five years.
22. ‣ Growth Expectations
‣ Manager Relationship
‣ Team Dynamics
‣ Strengths
‣ Clear Understanding of Goals
‣ Work Environment
TEAM CONTEXT FACTORS