Team building

1. Team Development
How
to
build
stronger
higher
performing
teams
PC
©
MANGEMENT
CONSULTING
1

2. Team Development
Tish
Brown,
Philip
Corsano,
Robynn
KiIoe,
PC © MANAGEMENTearle
2
Diana
S CONSULTING

3. Forming Stage
• What
happened:
– Debated
project
assignment—did
the
project
have
to
be
real?
– Defined
common
terms
(i.e.,
what
did
we
mean
by
the
word
‘
pilot
program’?)
– Learned
each
others
individual
communicaYon
styles
– Formed
a
communicaYon
plan
and
feedback
plan
– Struggled
with
project
vision
Tish
Brown,
Philip
Corsano,
Robynn
KiIoe,
3
Diana
Searle

4. Forming Stage
• What
we
would
have
done
differently:
– Not
much—forming
is
an
‘organic’
process
• Each
team
member
is
unique
• Everyone
had
to
get
to
the
point
of
being
comfortable
and
understanding
one
another
–
Could
have
used
acYviYes
such
as
“My
vision,
our
vision”
to
help
clarify
project
vision

5. Storming Stage
• What
happened:
– Project
is
“agile”
we
didn’t
know
that!
• Sponsor
was
open
minded
to
scope
of
art
• Budget
was
not
an
issue
-­‐
that
created
challenges
of
it’s
own
• Time
line
was
not
hard
and
fast..”it
takes
the
Yme
that
it
takes”

6. Storming Stage
• What
happened:
– Four
diverging
perspecYves
of
the
project
• Would
this
include
a
digital
presentaYon?
• Who
was
going
to
benefit
from
the
project?
• How
could
the
benefit
be
measured?
• EducaYonal
components?
What
are
they
• AssumpYons
challenged
every
team
member

7. Storming Stage
What
happened?
Fireworks!
Voices
were
raised!
Fists
hit
the
table!
OMG!
Can
we
work
together?

8. Storming Stage
• What
we
would
have
done
differently:
– Not
much
–
we
didn’t
have
the
tool
kit!
• With
the
tool
kit
we
could:
– Listen
more
– Drop
the
need
to
be
right
– Revert
to
the
communicaYon
plan
– Consider
team
members
style
– Accept
that
differences
can
enhance
a
team

9. Norming
Balancing Individual & Group Needs
Individual
Group
Rules
RecogniYon
Roles
MoYvaYon
Performance
Groups pull individuals in opposing directions. By the process of setting rules,
more individual freedom for team members than they may perceive
Copyright,
©
Philip
Corsano
25
Apr
2010

10. Norming
Helps
Build
Trust
PrimiYve
Dino
Brain
SYmulus
Fast
Unreasonable
Response
Long
Term
Damage
to
thinking
relaYonship
Separate Thoughts and FeelingsCfrom Robynn
KiIoe,
Tish
Brown,
Philip
orsano,
actions, critical for survival
10
Diana
Searle

11. Norming
• Exercises
we
undertook
consciously:
• RotaYng
responsibiliYes.
PM
every
3
weeks;
• PM
to
set
agenda
and
make
sure
work
was
divided
up
so
producYvity
was
maintained;
• Exercises
we
did
without
real
plan:
• How
are
we
doing?
• Gripes
and
congratulaYons
aired;
• What
do
we
know
we
could
do
beIer?
Tish
Brown,
Philip
Corsano,
Robynn
KiIoe,
11
Diana
Searle

12. Performing Stage
• What
happened?
– Greater
awareness
– Improved
communicaYon
/
acYve
listening
– Greater
openness

13. Performing Stage
• What
we
would
have
done
differently:
– Greater
focus
on
listening
and
learning
– Created
opportuniYes
to
assess
team
cohesion
• Success
sharing
• “I
wish”
discussions
– More
“AIa
Boys”

14. Team Development
Comments?
QuesYons?
PC
Management
ConsulYng
14