Team Building for

Youth Organization
A. Team Development
1. A youth Organization is a collection of teams
comprising of young people.

The success of youth organization depends

on the ability of the teams within it to work
together to attain the commonly held
objectives.
 2. Factors Contributing to team Developments
and Effectiveness

The development of a team is based on the

assumption that any team is able to work more
effectively if its members are familiar with the four
factors that contribute to team development and
effectiveness. These are:

a.) Shared Goals and Objectives

The team must state the goals and objectives. The
goal must be an overall understanding of the role
of the team in the total organization
2. Factors Contributing to team Developments
and Effectiveness

b.) Utilization of resources.

The team must be use effectively all the resources
at its disposal. This means establishing an
environment that allows individual resources to be
used.

c.) Trust and Conflict Resolution

The ability to openly recognize conflict and to seek
to resolve it through discussion is critical to the
team’s success.

d.) Shared Leadership

Individuals will not function as a team if they are brought together
simply to (“rubber stamp”) decisions made by the team’s formal
leader or others not in the team.
 3. Team Relationship and
Management
a. A team is a number of persons associated together in
work or activity.
b. In a relationship in an organization or movement,
people have various expectation of each other. These
expectations sometimes are not stated; sometimes
they are unconscious. In the rush of activity, an
organization may move along, but friction often
begins to build up between people. Many times, it is
because we have different expectation of others and
of ourselves in doing particular task.
c. The management of the organization depends on the
proper coordination.
 4. Building a Better Team
a. Teamwork reflects Camaraderie
A team will not work if members are self-centered and if
they do not know each other.

b. Teamwork reflects Unity

Whatever the outcome of the project, it is the team that
works towards it.

c. Teamwork divides the effort and multiplies the Success

Each group has ample zest and inspiration to become a
dream team.
5. The Characteristic of an Effective
Team
a. The members share a sense of purpose or common goals, and each
team member is willing to work toward achieving these goals.
b. The team is aware of and interested In its own and it examines
norms operating within the team.
c. The team identifies its own resources and uses them, depending on
its needs
d. The team members continually try to listen to and clarify what is
being said and show interest in what others say and feel.
e. Differences of opinion are encourage and freely expressed. The
team does not demand narrow conformity or adherence to formats
that inhibit freedom of movement and expression.
f. The team is willing to surface conflict and focus on it until it is
resolved or managed in a way that does not reduce the
effectiveness of those involved
5. The Characteristic of an Effective
Team
g. The team exerts energy towards problem solving rather than allowing
it to be drained by interpersonal issue or competitive struggles.
h. Roles are balanced and shared to facilitate both the accomplishment
of tasks and feelings of team cohesion and morale.
i. To encourage risk taking and creativity, mistakes are treated as
sources of learning rather than reason for punishment.
j. The team is responsive to the changing needs of its members and to
the external environment to which it is related.
k. Team members are committed to periodical evaluation of the team’s
performance.
l. The team is attractive to its members, who identify with it and
consider it a source of both professional and personal growth.
m. Developing a climate of trust is recognized as the crucial element for
facilitating all of the above elements.
 6. The Characteristics of Effective
Team Leaders
 Communicate
 Are open, honest, and fair
 Make decisions with input from others
 Act consistently
 Give the team members the information they need to do their jobs
 Set goals and emphasize them
 Keep focus through follow-up
 Listen to feedback and ask questions
 Show loyalty to the organization, the team, and the members
 Create an atmosphere of growth
 Have wide visibility
 Give praise and recognition
 7. A Dream Team Leader provides
the support needed for success
The support id created when leader decide
to be facilitators rather than directors. The
total control by leader, even if he is
somewhat able to achieve it, its never as
effective as a group effect. The differences
between dictators and facilitators.
 7. A Dream Team Leader provides
the support needed for success
Dictators Facilitators
1. Hoard Decisions. 1. Push Decision down to line

2. Make Decisions alone or restrict them to an 2. Involve others as much as possible, in key
elite group. decisions and give people space to make those
decisions.

3. View truth and wisdom as their domain since 3. View truth and wisdom as being accessible to
they are the leader.
everyone throughout the organization.

4. Surprise their workers with edicts from 4. Let those responsible decide how the jobs
above. will
be done.

5. Guard their own interests

5. Serve everyone’s interest by developing
people.
6. Take for themselves.
 8. The Characteristic of Effective
Team Members
 Support
 Help the team leader to succeed
 Ensure that all viewpoints are explored
 Express opinions, both for and against
 Provide appropriate feedback
 Understand personal and team roles
 Accept ownership for team decision
 Participate voluntary
 Maintain confidentially
 View criticism as an opportunity to learn
 Share ideas freely and enthusiastically
 Encourage others to express their ideas fully
 9. Symptoms of Team Problems
Combative Behavior Team members resort to yelling and team members express conflict
to combative behavior in the name through the use of threats, attacks,
of playing the devil’s advocate and so on

Infinite Details Team members scrutinize every Team members distrust one another
detail and check on all aspects of and fear being penalized for errors.
minor or major decision

Amount of time to Decision on minor issues are Team members feel a lack of trust
make decision brought to the top of the directly related to them problem
organization, requiring excessive solving
time.

Shifting and Changing Decision are often changed shortly Team members are not willing to
decisions after being made. commit the team to a unified course
of action.
 9. Symptoms of Team Problems
Symptoms Description Explanation

Backbiting and Members of the team openly Team members are not cleared about
complaining complain about and find fault with standards, leading to a loss of control
one another over one another

Presence of a “spy of Members of the team suspect and New members have difficulty
the owner” distrust new members Breaking into the established team.

Two coalitions The team has two factions, one of The team experiences a lack of
which has very little influence or cohesiveness
power

Personal Stress Stress show up in the team members Team members feel threatened and
evidenced by “blowing up” and thus become less efficient and more
physical symptoms dissatisfied.
 10. Seven Team Well-Being Secrets
a. Purpose (Are we committed to the same purpose?)
A Healthy team has a well-articulated corporate and team
purpose, usually phrased a vision statement, mission statement, or
values statement
b. Role (How will we contribute to fulfilling our purpose?)
in a healthy team, the members continually ask themselves
whether the team is enacting the specific role needed to achieve
its purpose.
c. Strategy (What will we do to achieve our purpose?)
In a healthy team, the members understand the team’s strategy
and use it to guide day-to-day activities.
d. Processes (How we will work together?)
in a healthy team the members are aware of what processes or
system of operations are used to produce results.
 10. Seven Team Well-Being Secrets
e. People (How will we care for one another?)
A healthy team has members who have the required expertise and
knowledge to implement the team’s strategy and achieve its purpose
The team members feel well-utilized and valued.
f. Feedback (How will we obtain and use information about our
performance?)
A healthy team solicits feedback on its behavior and performance from key
stake holders who might include customer, suppliers, managers/ and other
team.
Each team member can also exchange feedback with other members in
order to correct or improve each other’s and performance and behavior
g. Interfaces (How will we manage the team’s relationship?)
A healthy team intentionally manages its critical relationships with external
people or environment in order to build needed relationships and enhance
existing ones. They do not isolate themselves as independent islands.