Team Development

Gemini Skills Workshop

Agenda

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Teams as key to our success

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Team images and team structure

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High performance groups

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Team challenges

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The challenge of the future

No one can whistle a symphony.

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The Future Shape of Organizations

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Key Needs of Teams

Constructive Conflict Resolution Common Goals Leadership Respect for Differences Interaction and Involvement of All Members

What Teams Need

Mutual Trust Attention to Process and Content Power within Group to Make Decisions Communication Source: How to Lead Work Teams: Facilitation Skills, Fran Rees.

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Open Maintenance of Individual Self-Esteem

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Roles That Show Concern

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Contributing

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Clarifying

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Supporting

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Mediating

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Roles That Cause Frustration

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Dominating

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Blocking

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Nit-picking

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Joking

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Withdrawing

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Criteria for an Effective Team

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Shared mission and purpose

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Shared vision

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Aligned goals/strategies and work plans

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Clear roles and expectations

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Diverse membership

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Authentic communication

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Empowerment of members

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Personal responsibility and commitment

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Can-do spirit

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Stages in Team Development

7. Renewal Why continue?

6. High performance characterized by:

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Team survey

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High quality output 1. Orientation Why am I here?

Do I belong?

Do I want to be here?

2. Trust building\ Who are you?

What do you expect of me?

5. Implementation How will things be done?

Who does What, When, and Where?

4. Decision making How will decisions be made?

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3. Goal clarification What are we doing?

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The Stages of Team Development

High

Team Effectiveness

Low Stage 1 Forming Stage 2: Storming Stage 3: Norming Stage 4: Performing Stage 5: Adjourning

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Team Development Life Cycle

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Forming

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Storming

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Norming

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Performing

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Adjourning Source: Tuckman and Jenson

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Forming

People initially seek to find their place in a group in relation to others. Each person is trying to answer the question “How do I belong to this group?’

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Storming

At this stage, the team has to decide how it is going to operate. It becomes necessary to sort out personal relationships of power, influence, and leadership. Although the team leader/manager has specific authority, team members are constantly evaluating his/her behavior. The team is trying to answer the questions:

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Who leads the team?

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How is leadership exercised?

Source: Tuckman and Jenson

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Norming

The team begins to tackle its work. Members develop their capacity to handle problems creatively, flexibly, and effectively. Typically, the quality of communication improves, and team members respect each others’ contributions. The focus is on economy of effort and task effectiveness — consistency is established and objectives are clarified.

Source: Tuckman and Jenson

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Performing

The members of a fully established team develop rapport and closeness. Each members’ role is clearly identified, and each person’s contribution is distinctive. Team members also build open links with those outside of the team. The team’s contribution to the organization is clear, and it can gather the support and resources it needs.

Source: Tuckman and Jenson

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Adjourning

The adjourning stage is the wrap up stage for a team. This is the time where people feel a need for recognition and a sense of accomplishment. Teams must come to closure in a positive manner including planning for what happens next. At this point, you as the facilitator will only coach the team upon request and must start to transfer ownership. It is important to give feedback and share feelings at this stage.

Celebrate!

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A Few Lessons from Geese

Flock facts:

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As each bird flaps its wings, it creates an uplift for the bird following. By flying in a V formation, the whole flock adds 71% greater flying range than if it flew alone

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When the lead goose gets tired, it rotates back into the formation and another goose flies at the point position

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The geese in formation honk from behind to encourage those up front to keep up their speed

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Three Key Learning's

1.

2.

3.

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