Team Building and Evaluation
Performance
SLA
Course outline
By the end of this course you will be able to identify :
• Difference Between Teams and Groups
• Why working in a team
• Foundations of Team Behavior
• Stages of team development (Tuckman’s Team Development)
• Relationship between Cohesiveness and team Performance
• Effective Teamwork Fundamentals
• Types of team members
• Team player skills & Team leader competencies
• Conditions for Team Building to succeed
Why working in a team is important?
Coming together is a beginning,
keeping together is progress and
working together is success
Quick Solution / Problem Solving
Devices
Improve Productivity
Distribution of work load
Diversity of ideas
Better Decision
Motivation
Learning
Jim Tamm
Tuckman Model
The Stages of Team Development
Stage One: Forming
At this stage, team members: A leader can help by:
• May be anxious, adapt wait- • Planning introductions and
and-see attitude, and/or be an orientation
formal • Using icebreakers
• Have no clear idea of goals • Establishing ground rules
or expectations • Determining decision
• Need to get to know one making methods
another
• May not be sure why they
are there
The Stages of Team Development
Stage Two: Storming
At this stage: A leader can help by:
• Team members are eager to • Modeling appropriate behaviors
get going and they may be • Separating problems from people
impatient with delays • Enforcing ground rules and their
• Conflict can arise as people role by maintaining control of the
bring different ideas of how process
to accomplish goals • Keeping in mind that conflict can
• People notice differences be healthy
rather than similarities
• Some members may drop
out mentally or physically
The Stages of Team Development
Stage Three: Norming
At this stage, team members: A leader can help by:
• Begin to recognize ways • Be observant of emerging group
they are alike behaviors
• Encourage the team to express
• Realize that they are in this their differences positively
together as a team • Help the team to stay focused on
• Get more social their objectives
• May forget their focus in
favor of having a good time
The Stages of Team Development (IV)
Stage Four: Performing
At this stage, team members: A leader can help by:
• Are mature • Ensuring that individual
• Understand their roles and ideas are considered
responsibilities • Not intervening in the
• Want more input in process unless the group
processes becomes stuck
• Are self-motivated and self-
trained
The Stages of Team Development (V)
Stage Five: Adjourning
At this stage, team members are: A leader can support the group by:
• Winding down and saying • Celebrating participants’
goodbye participation
• Setting goals for future • Describing what’s going on
work independently and/or • Looking for and encouraging
as part of new groups contribution from everyone
as the group winds down
• Encouraging continued
productivity
•TRUST
•OPENNESS
•REALIZATION
•INTERDEPENDANCE
Your Team Player Type
Inquiring Rational
• The person who keeps track of things
• Get frustrated with team members who are
not big on details/want to try something new
• Like to follow a recipe
• Know where your tools are
Your Team Player Type
Authentic Idealist
• People-oriented
• Don’t want to rock the boat; focus on harmony
• Focus more on feelings than results
• Make deep connections
• Good storyteller
Your Team Player Type
Organized Guardian
• Logical and organized
• Big picture thinker; looks for better way to do
things
• Vision, mission, and goals are paramount
• Flexible and willing to help out
Your Team Player Type
Resourceful Artisan
• Strengths include energy, personality, and
creativity
• Build in some interaction
• Are a natural storyteller and encourage action
• Challenge the team to take risks and push
them toward high ethical standards
Your Team Player Type
My Team Style
• What are your individual strengths?
• What are your individual weaknesses?
• What are your team’s strengths?
• What are your team’s weaknesses?
• How can you shore up the weaknesses and
leverage the strengths?
ARE YOU A PSEUDO OR AUTHENTIC TEAM?
Who Moved My Cheese
Main Principles of Spencer Johnson
1. If you do not change, you can become extinct
2. What would you do if you were not afraid
3. Smell the cheese often, so you know when it is getting old”
4. When you move beyond fear, you feel free
5. Imagining myself enjoying new cheese even before I find it leads me to it
6. The quicker you let go of old cheese, the sooner you find new cheese
7. It is safer to search in maze, than remain in a cheese-less situation
8. Old believes do not lead you to new cheese
9. When you see that you can find and enjoy new cheese, you change course
10. Noticing small changes early helps, you adapt to the bigger changes that are to come
11. What you are afraid of is never as bad as what you imagine. The fear you let build up in your mind is
worse than the situation that actually exists
12. Move with the cheese
Four Forces of Organizational Physics
Characters of “Who Moved my Cheese”
