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TEAM DEVELOPMENT

A Presentation by

Akhil Dudeja Mayur Gaykar

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TEAM GROUP

Key Differences

Team

Group

v Recognise independence and understand personal and team goals v Sense of ownership v Contribute by themselves v Trust v Participate in decisions v Work in a structured environment

v Think they are grouped together for administrative purposes only. v Focus on themselves v Told what to do v Distrust v May or may not participate v Work in an unstructured environment

Definition
Team: A group of people working together towards specific objectives within a defined operational sphere.

Team Development: Enhancement of the effectiveness of work groups, by improving goal and role clarification and interpersonal processes.

Types of Teams
Independent & Interdependent Teams

Self Managed Teams

Project Teams

Sports Teams

Virtual Teams

Role in Organizational Effectiveness

Efficient & Effective Teams

Inefficient & Ineffective Teams

v Enhances quality of workforce

v Little or no enhancement to the quality of workforce

v Improves productivity

v
v Decreases productivity

v Better harmony, coordination & work culture

v
v Creates misunderstandings & unfriendly work culture

v Healthy Competition

v
v Unhealthy competition

Creating a Team

The Five Ps

Purpose

Place

Power

Plan

People

Tuckman Model

Can occur

ADORSTRA - FORMING

Forming

ADORSTRA - STORMING

Storming

ADORSTRA - NORMING

Norming

ADORSTRA - PERFORMING

Performing

ADOSTRA Transforming

Transforming

How to develop an Efficient Team

Communication

Importance of Communication in a Team

Source Of Information Clarifying about the task to be done Role in Altering Individuals Attitudes Assists in Controlling Process

Decision Making

Importance of Decision making in a Team


Adopting - Best Course Of Action

Ensures Optimum Use Of The Resources Promotes Efficiency

Helps in Resolving Conflicts

Diversity

Importance of Diversity in a Team


An access to A Wider Talent Pool Better Knowledge Sharing Can Imbibe The Best Traits of other cultures Increases Creativity Enhances Productivity Reduces Prejudices And Discrimination Better Global Citizens

Goal Setting

Importance of Goal-Setting in a Team


Provides a viable target to work towards Attention towards goal-relevant activities Higher goals induce greater effort Helps in building persistence Activates Cognitive knowledge and strategies Enthusiasm and motivation Improves performance

Leadership

Importance of Leadership in a Team


Helps to initiate the work Motivates the team Plays a guiding role Creates confidence Builds an efficient work environment A morale booster Proper and effective co-ordination

Managing Conflict

In a constructive mode, Conflict is often needed


If handled well, conflict often leads to innovation & growth Helps to raise and address problems Helps members to recognize and benefit from their differences Improves problem solving by clarifying issues Increases members involvement and commitment Results in a better decision or outcome

How to develop an Efficient Team

Interventions

Types of Interventions:

1.The activity based intervention ii.The pure activity based intervention iii.The activity based intervention with a meaning (Direct or Indirect Learning) 2. The interpersonal intervention 3. The task based intervention 4. Assessment as an intervention

Belbin Team Inventory

Team Roles

Type

Traits

Plant

Creative, imaginative, unorthodox. Solves difficult problems

Resource Investigator

Coordinator

Shaper

Extrovert, enthusiastic, communicative. Explores opportunities. Develops contacts. Mature, confident, a good chairperson. Clarifies goals, promotes decision-making, delegates well. Challenging, dynamic, thrives on pressure. The drive and courage to overcome obstacles.

Belbin BTITeam Inventory

Team Roles (Contd..)

Type

Traits

Team Worker

Implementer

Completer Finisher

Specialist

Co-operative, mild, perceptive and diplomatic. Listens, builds, averts friction. Disciplined, reliable, conservative and efficient. Turns ideas into practical actions. Painstaking, conscientious, anxious. Searches out errors and omissions. Delivers on time. Single-minded, self-starting, dedicated. Provides knowledge and skills in rare supply.

Role Mapping: Task related --> Team


Plant

Initiator Information Seeker Opinion Seeker Information Giver Elaborator Summarizer

Resource Investigator Coordinator Shaper Monitor Evaluator Team Worker Implementer Completer / Finisher Specialist

Case Study

A team has been pulled together from various parts of a large service organization to work on a new process improvement project that is needed to improve how the company manages and supports its client base. The team lead on this project is Sandra from the Chicago office who has 15 years experience as a project manager/team lead managing process improvement projects. The other members of the team include: Peter: 10 years experience on various types of projects, expertise in scheduling and budget control (office location: San Diego) Sarah: 5 years experience as an individual contributor on projects, strong programming background, some experience developing databases (office location: Chicago) Mohammed: 8 years experience working on various projects, expertise in earned value management, stakeholder analysis and problem solving (office location: New York) Donna: 2 years experience as an individual contributor on projects (office location: New York) Ameya: 7 years experience on process improvement projects, background in developing databases, expertise in earned value management (office location: San Diego) Sandra has worked on projects with Sarah and Mohammed, but has never worked with the others. Donna has worked with Mohammed. No one else has worked with other members of this team. Sandra has been given a very tight deadline to get this project completed. Sandra has decided that it would be best if the team met face-to-face initially, even though they will be working virtually for the project. She has arranged a meeting at the New York office (company headquarters) for the entire team. They will spend 2 days getting introduced to each other and learning about the project

The Initial Meeting The day of the face-to-face meeting in New York has arrived. All team members are present. The agenda includes: Personal introductions, Team building exercises, Information about the process improvement project Discussion around team roles and responsibilities, Introduction on how to use the SharePoint site that will be used for this project to share ideas, brainstorm, store project documentation, etc. The team building exercises have gone well; everyone participated and seemed to enjoy the exercises. There was agreement of delegation of duties and responsibilities. The onsite meeting is going well. The team members are getting to know each other and have been discussing their personal lives outside of work - hobbies, family, etc. The Project Work Begins The project is off to a good start, but soon the arguments begin. Mohammed takes opinion of other members before implementing his idea. Peter has put up the project schedule based on conversations with only Mohammed and Ameya on the team. Ameya, being extrovert, works well with the team and has no issues with anyone. Donna and Sarah felt as if their input to the schedule was not considered. Sandra had to intervene and review the schedule that Peter created with the team, making adjustments where necessary to address the concerns of Donna and Sarah who were dedicated members of team. All is Going Smoothly As the working relationships of the team members started improving, Sandra started seeing significant progress on the project and the team has now been working together for nearly 3 months. Significant Progress is Made ! The team is now considered a "high performing team." It wasn't easy getting to this stage but they made it! Sandra checks in with the team - praising them for their hard work and their progress. The project is on time and within budget. Time to Wrap Up The project has ended and the internal customer is pleased. Each of the individuals on the project will be moving to other projects within the organization.

Questions
1.What are the steps taken by Sandra in bringing about the Forming Stage? 2. 3.What will happen if a new individual is included in the team? 4. 5.How the conflict between Peter and others could be avoided?
6. 7.

Role Mapping: Team --> Team Roles


Plant

SANDRA PETER AMEYA MOHAMMAD SARAH DONNA

Resource Investigator Coordinator Shaper Monitor Evaluator Team Worker Implementer Completer / Finisher Specialist