Team Intervention

Intervention

To intervene is to enter into an ongoing

system of relationships, to come between
or among persons, groups, or objects for
the purpose of helping them.
 Distinction between
Groups and Teams
A work group is
- a number of persons
- usually reporting to a common superior
- having some face-to-face interaction
- persons have some degree of interdependence
in carrying out tasks for the purpose of
achieving organizational goals
A team is
- a form of group
- has some characteristics in greater degree
than ordinary groups
- and a higher degree of interdependency and
interaction
 Different Types of Teams

Cross-Functional Teams: comprised of

individuals with functional home base- eg.
Manufacturing, design, eng etc.- but they meet
regularly to solve ongoing challenges requiring
input from a number of functional areas

Effective Teams: are relaxed, comfortable

and informal

High-Performance Teams: have strong

personal commitment to each other-
commitment to others growth and success
 Effective
Team
An effective team has certain characteristics that
allow the team members to function more efficiently
and productively.

An effective team develops ways to share leadership

roles and ways to share accountability for their work
products, shifting the emphasis from the individual to
several individuals within the team. A team also
develops a specific team purpose and concrete work
products that the members produce together.
 Components of effective
team
There are four essential components to an effective team:

1. Positive Corporate Culture

2. Give Recognition
A. Outstanding performance
B. Continued performance
C. Improved performance

3. Positive Feedback
4. Provide New Opportunities
 Team Intervention
The purpose of this team is to help
Employees / Members of the team
that are struggling in some way. This
usually refers to performance but can
include emotional/behavioral/social
concerns.
 When Team Members Give Up

In a study of 569 managers, they reported that they limited their

efforts or input in over 56% of the teams in which they
participated. The major causes for giving
up were cited as:
Presence of someone with expertise (73%)--I wasn't needed
Presentation of compelling argument (62%)--I didn't have other
information for an argument
Lack of confidence in ability to contribute (61%)--I wasn't
prepared or there were other "high power" people.
Unimportant or meaningless decision (52%)--why waste my
time?
Pressures to conform to team decision (46%) --groupthink at its
best!
Dysfunctional decision making climate (39%)--you want me to
risk what?!
This Intervention can be used effectively
to:

Engage and align individuals, or cross-teams, to collaborate

effectively

Bring in high energy and charge up the team to achieve

stretched goals

Set up a high performance climate in the organisation

Team-Building Interventions
The four main areas:
Diagnosis
Task Accomplishments
Team relationships
Team and organization processes
THE FORMAL GROUP DIAGNOSTIC
MEETING
Its purpose is to conduct a general
critique of the performance of the
group and to uncover and identify
problems on which they will work on
 THE FORMAL GROUP TEAM-
BUILDING MEETING
It has the goal of improving the
teams effectiveness through better
management of task demands,
relationship demands and group
processes.
 PROCESS CONSULTATION
INTERVENTIONS
Process consultation model is similar
to team-based interventions
It places greater emphasis on
diagnosing and understanding
process events
Steps in Team Intervention

Step 1 - Identify At-Risk Population

Step 2 - Initial Intervention Team Meeting
Step 3 - Interventions Begin
Step 4 - Second Intervention Team Meeting
Step 5 - Request for Further Testing
Step 1 - Identify At-Risk Population:

It must be determined which members are at-risk.

The lowest 10% in each level will be the target group.
Identify them by considering Previous years review or
with various assessment technique.

Step 2 - Initial Intervention Team Meeting:

- Review data with all personnel in attendance

- Brainstorm interventions (interventions must be
research-validated). Other interventions may have
been agreed upon during the initial Intervention Team
meeting.
 Airtel Enterprise

Team interventions usually focus on the following:

Clarify Direction: often facilitate teams, to clarify their visions

and goals, and their understanding of the business environment,
market and competitor forces within their operation.

Inspiring Performance: This involves clarifying individual and

team roles, their interdependencies and communication between
them.

Building Relationships and Trust: use techniques such as sharing

information, giving and receiving feedback, as well as practical
behavior frameworks such as MBTI, Enneagram, DISC
Transactional Analysis and Learning Styles, to help colleagues
understand each other better.
 Conflict Management: help clarify the rules of
engagement and, if necessary, use conflict management
techniques to help protagonists stand back and take a
fresh look at how they are behaving and working together,
and explore options for change.

Relating to the External World: identify the key external

stakeholders of the team, how communication occurs
between them and individual team members, and facilitate
changes which simplify and enhance effectiveness.