Developing Effective Teams Workbook

Developing Effective Teams Workbook
1/28
Page 1 of 14
DEVELOPING EFFECTIVE TEAMS

AGENDA 1. Introduction and Check-in
Purpose and Outcomes for Session Check-in Ground Rules
2.
Effective Teams and Team Building

What makes a team Stages of Team Development Model of an Effective Team What is Team Building?
3.
Profiling Your Team What this means Results of Survey Stop, Start, Continue exercise Comparing Team Profile to Model Tools for Increasing Awareness in Times of Intensity
Ladder of Accountability - exercise Experience Cube - exercise
4.
5.
Planning Next Steps

Using todays learning for more effective outcomes Commitments? Measuring Success
1/28
Page 2 of 14
1. Introduction and Check-in

Purpose and Outcomes for Session (on flipchart) Check-in each person checks in with
o where at now say what need to say to be fully present o and what want from the session today
Ground Rules (so no one gets hurt) Focus on problems/difficulties for the team, not difficulties with individuals
Keep in mind is this something we have control over?
Listen to understand be flexible and open to others perceptions
Focus on what you support before raising concerns/negatives
Ask questions to clarify or probe to understand
Always remember this is for the good of the team!
Confidentiality - what is discussed here, stays here
1/28
Page 3 of 14
2. Effective Teams and Team Building What Makes a Team?

Common purpose or goals or objectives Awareness of membership and commitment Common operating norms A need for each other/interdependence Accountability to a higher level
What we accomplish is dependent on working together, at least part of the time! A team is two or more people working together inter-dependently, to achieve a shared objective.
1/28
Page 4 of 14
Scale of Team Interdependence

Group
5
Hockey
10 Team
Jazz Quartet
Baseball
Questions Is this work group expected to work as a team?
Why is this team working together? What is your purpose?
Where should this team be re: scale of team interdependence?
1/28
Page 5 of 14
What are the Stages of Team Development?

4. Performing -our ground rules, and processes are working -we work together, we cooperate, we support each other -we are meeting our high standards of performance
3. Norming -we talk openly about our problems and issues -we set new ground rules, processes and procedures to resolve them
2. Storming -issues and irritations, problems surface, infighting -we argue even when we agree -power issues whos in control and how is control exercised 1. Forming -we are polite, we are cautious, we are trying to get organized -we ask ourselves, How do I belong to this group
1/28
Page 6 of 14
TEAM EFFECTIVENESS MODEL

Teams can continuously improve their effectiveness by focusing on improving their functioning in five key areas: Goals, Roles Procedures, Relationships and Leadership: Goals: What the team aspires to achieve Roles: The part each member plays in achieving the team goals Procedures: The methods that help the team conduct its work together Relationships: How the team members get along with each other Leadership: How the leader supports the team in achieving results.
CLEAR ROLES AND RESPONSIBILITiES

Organization Structure Job Description Accountabilities Competencies Resources Tools and Equipment Qualifications
CLEAR PROCEDURES FOR:

Solving Problems and Making Decisions Communicating Managing Conflict Completing Tasks Planning Meetings Managing Change Evaluating Performance
POSITIVE RELATIONSHIPS CLEAR Mission Purpose Values Goals

Mutual respect and trust Support Inclusion Involvement Value diversity Listening Feedback Okay with disagreement
STRONG LEADERSHIP
Personal Credibility Strategic Focus Clear Expectations Clear Communication Engagement and Involvement Develop People and Team All members responsible and accountable Manage Change Recognition
Effective teams are always aware of and responsive to both their internal and their external environment.
What is TEAM BUILDING?
A process of planned/deliberate enhancements
Involves the team assessing and taking action
Focuses on building strengths and diminishing weakness
AIM:
A more cohesive, mutually supportive team with: high standards of performance, superior problem solving ability, and mutual respect for individual differences in values, skills and beliefs.
1/28
Page 8 of 14
3. Profiling Your Team

About profiling o need a starting point o may need some anonymity e.g. interviews or surveys o but no confidentiality of content within the team o however, confidential outside of team Methods o Team discussion and recording neither anonymous or confidential o Survey instrument and/or Personal Interviews anonymous, not confidential
1/28
Page 9 of 14
Team Profile
Themes from Survey and Interviews
Team Discussion e.g. stop, start, continue
Comparing Team Profile to Effective Team Model

o What is the team doing well re: categories on model?
o Where does the team need to focus to be more effective?
o Waterline Model vs Team Model
1/28
Page 10 of 14
4. Tools for Increasing Awareness

Ladder of Accountability exercise and handout
5. Planning Next Steps

How can you use todays learning for more effective outcomes? Actions? Priorities? Strategies? What commitments will you make? How will you measure success?
1/28
Page 11 of 14
Appendix 1 Strategies for Building a More Effective Team Goals. clarify purpose or objectives link our purpose to organizational vision, mission, and values Roles clarify roles and responsibilities (e.g. what do I do?, what do you do?, what do I need from others to do my job?) Procedures change, modify, update procedures and systems, or develop ways to do so improve our meetings including: purpose, agendas, minute taking, timing or roles agree on a process for managing conflict agree on a model for problem solving clarify decision making methods and responsibilities (e.g. team vs small group vs individual vs executive decision) agree on some processes/tools for increasing our ability to innovate and experiment develop/clarify our processes for measuring our success
Relationships
1/28 Page 12 of 14
enhance our skills in: assertive communication conflict resolution problem solving agree on ground rules for working together in order to modify some of our behaviours as agreed take time out to improve relationships, value differences and discover ways to use personal style differences for the good of the team
1/28
Page 13 of 14
NOTES
1/28
Page 14 of 14

Developing Effective Teams Workbook

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Developing Effective Teams Workbook

Uploaded by

Copyright:

Available Formats

Developing Effective Teams Workbook