CAN’T WE ALL JUST GET ALONG ???

TEAM BUILDING

Presented by:

Eric Jones

TEAMWORK

Table of Content:

• Team Building Exercise

• What is a Team

• Team Development Life Cycle

• Effective Teams

• Dealing with Difficult Behavior

• Analogy of Geese

• Conclusion

NOBODY DID IT

There is a story about four people named Everybody, Somebody, Anybody,and Nobody.

There was an important job to be done and Everybody was asked to do.Anybody could have done it. Nobody did it.

Somebody got angry about that because it was Everybody’s job.Everybody thought Anybody could do it but Nobody realized that Everybody

wouldn’t do it.Consequently, it wound up that Nobody told Anybody,

so Everybody blamed Somebody.

But still NOBODY DID IT !!!

• WHAT IS A TEAM?

• A team is defined as a group of people, who bring to the table a set of complementary and appropriate skills, and who hold themselves mutually accountable for achieving a clear and identifiable set of goals.

• Simply stated: A team is a group of people working together towards a common goal.

• It takes more than ONE person to make a team

• There must be collaborative work toward common

•TEAM DEVELOPMENT LIFE CYCLE - 5 Stages

STAGE 1 FORMINGSTAGE 2 STORMINGSTAGE 3 NORMING

STAGE 4 PERFORMING STAGE 5 ADJOURNING

•FORMINGTeam Development has been categorized into 5 Stages

STAGE 1

• High dependence on leader for guidance and direction.• Little agreement on team.

• Individual roles and responsibilities are unclear.• Leader must be prepared to answer lots of questions about the team's

purpose, objectives and external relationships.

• Members test tolerance of system.

LeaderDirects

STORMING

STAGE 2

• Decisions don't come easily within group.• Team members vie for position

• Clarity of purpose increases but plenty of uncertainties persist

• Compromises may be required to enable progress

LEADERS COACH

NORMINGSTAGE 3

• Agreement and consensus forms among team• Roles and responsibilities are clear and accepted

• Big decisions are made by group agreement• Commitment and unity is strong

• The team discusses and develops its processes and working style

• There is general respect for the leader and some of leadership isshared

LEADER FACILITATES AND ENABLES

PERFORMINGSTAGE 4

• The team clearly knows why it is doing what it is doing• The team has a shared vision

• There is a focus on over-achieving goals• Disagreements occur but now they are resolved within

the team positively• The team is able to work towards achieving the goal

• Team members look after each other• The team does not need to be instructed or assisted

LEADER DELEGATES AND OVERSEES

ADJOURNINGSTAGE 5

• Adjourning, is the break-up of the group, hopefully when their task is completed successfully, their purpose fulfilled; everyone can move on to new

things, feeling good about what's been achieved.

• From an organizational perspective, recognition of and sensitivity to people'svulnerabilities during this fifth stage is helpful

• Feelings of insecurity would be natural

LEADER REASSURE, COMMUNICATE

EFFECTIVE TEAMS

There are several key characteristics that areprevalent in EFFECTIVE teams.

• CLEAR AND ACHIEVABLE GOALSEFFECTIVETEAMS

• COMMITMENT TO THE GOALS

• CLEARLY DEFINED ROLES/ RESPONSIBILITIES

• REGARD FOR TEAM MEMBERSS

• SUCCESSFULLY DEALS WITH CONFLICT

CLEAR GOALS

characteristics found in effective teams

• CLEAR AND ACHIEVABLE GOALS

COMMITMENT TO GOALS

characteristics found in effective teams

• COMMITMENT TO GOALS

RESPECT FOR OTHERS

characteristics found in effective teams

• REGARD/ RESPECT FOR TEAM MEMBERS

AnalyticalThinking. Facts, Figures, Data,

Not Opinions

‘Paralysis of Analysis’

DriverAction oriented. Likes to delegate,

very focused, needs low supervision

‘Tends to leave body bags behind’

AmiableFriendly, Fuzzy, Relationship

Oriented. Good at Coordinating

‘Appears Wishy Washy’

ExpressiveHighly enthusiastic, Loves Fun,

Party People. No Details please.

‘Hard to complete task in present’

RESPECT FOR OTHERSPersonality Types

DEFINE ROLES

characteristics found in effective teams

• CLEARLY DEFINED ROLES/RESPONSIBILITIES

CONFLICT RESOLUTION

characteristics found in effective teams

• SUCCESSFULLY DEALS WITH CONFLICT

CONFLICT IS INEVITABLE !!!

DIFFICULT BEHAVIOR

HOSTILE AGGRESSIVESPeople who try hard to bully and overwhelm by bombarding others with cutting

remarks.

Stand up for yourself

Give them time to run down

Look directly at them and wait .

DIFFICULT BEHAVIOR COMPLAINERS

People who gripe without ceasing, but never try to do anything about what they complain about.

Listen attentively to them, but don’t let them dwell on complaints

Acknowledge by paraphrasing their concerns

Keep things optimistic

Ask, “What are you willing to do to remedy the situation?”

DIFFICULT BEHAVIOR

SILENT UNRESPONSIVESPeople who answer, when they answer at all, with grunts or a yes/no response

Don’t interrupt silence; give them some time to open up

Ask open-ended questions

Listen attentively if they open up, but do not gush

DIFFICULT BEHAVIOR

SUPER AGREEABLESVery personable, funny people who never act the way they say they will or how you thought they

would

Let them know you value them as a person

Ask them to be honest with you

Carefully point out the inconsistencies in their behavior

DIFFICULT BEHAVIOR

KNOW-IT-ALL EXPERTSCondescending, pompous people who claim to know all about everyone and everything

Never Ignore them

Know what you are talking about when you converse with them

Question firmly about inaccurate facts or inconsistencies, but do not confront them in a group situation

ANALOGY

As each goose flaps its wings, it creates an "uplift" for the birds that follow.

By flying in a "V" formation, the whole flock adds 71% greater flying range than if each bird flew alone.

YES!!!

CAN’T WE ALL JUST GET ALONG ???

The Answer is YES!!!