Given by Sir Team_Building

8/8/2019 Given by Sir Team_Building

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Great TeamsThe Way to Meet

the AiS Supercomputing

Challenge

AiS Challenge

2001 Kick-off Conference

Glorieta, NM

Paula Aver


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Why Teams?

Completing an AiS Challenge project is

time consuming and intellectually

challenging. When several people usetheir skills and knowledge together, the

result should be a better project.

People working together can sustain theenthusiasm and lend support needed to

complete the project.


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How do TeamsWork Best?

Teams succeed when members have:

commitment to common objectives;

defined roles and responsibilities;

effective decision systems, communication

and work procedures; and,

good personal relationships.


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Stages in Team Building

FormingForming

StormingStorming

NormingNorming

PerformingPerforming


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Stage 1: FORMING

Team Building

Define team

Determineindividual roles

Develop trust

andcommunication

Develop norms

Task

Define problem

and strategy

Identify

information

needed


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Team Roles - Leader

Encourage and maintain open

communication.

Help the team develop and follow team

norms.

Help the team focus on the task.

Deal constructively with conflict.


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Team Roles - Recorder

Keep a record of team meetings.

Maintain a record of team assignments

Maintain a record of the team's work.


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Team Roles PR Person

Contact resource people outside of the

team.

Correspond with the team's mentor.

Work to maintain good communication

among team members.


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Team Norms

How do we support each other?

What do we do when we have problems?

What are my responsibilities to the team?


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From Individuals A Group

Help members understand each other:

Myers-Briggs Type Indicator (MBTI)

Extraverts ------------------ Introverts Sensors --------------------- iNtuitive

Thinker --------------------- Feelers

Judger ---------------------- Perceiver

By selecting one from each category, we defineour personality type, ESTJ, ENTJINFP


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Relevance to Teams (E/I)

Extraverts

Need to think

aloud

Great explainers

May overwhelm

others

Introverts

Need time to

process

Great

concentration

May not be heard


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Relevance to Teams (N/S)

iNtuitive

Great at big

picture

See connections

May make

mistakes incarrying outplans

Sensor

Great executors

May miss big

picture, relative

importance


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Relevance to Teams (T/F)

Thinker

Skillful at

understanding

how anything

works

Feeler

Knows why

something

matters


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Relevance to Teams (J/P)

Judger

Good at

schedules, plans,completion

Makes decisions

easily (quickly)May overlook

vital issues

Perceiver

Always curious,

wants more

knowledge

May not get

around to acting


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What Type are You?

Online Personality Tests

Jung typeshttp://www.allhealth.com/onlinepsych/personality/olpgen/0,6103,7119_127651,00.html

Keirsey typeshttp://www.keirsey.com/cgi-bin/keirsey/newkts.cgi


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Stage 2: STORMINGStage 2: STORMING

During the Storming stage teammembers:

realize that the task is more difficult thanthey imagined;

have fluctuations in attitude about

chances of success;may be resistant to the task; and,

have poor collaboration.


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Storming Diagnosis

Do we have common goals and objectives?

Do we agree on roles and responsibilities?

Do our task, communication, and decision

systems work?

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Negotiating Conflict

Separate problem issues from people issues.

Be soft on people, hard on problem.

Look for underlying needs, goals of each

party rather than specific solutions.


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Addressing the Problem

State your views in clear non-judgmentallanguage.

Clarify the core issues.

Listen carefully to each persons point ofview.

Check understanding by restating the coreissues.


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Stage 3: NormingStage 3: Norming

During this stage members accept:

their team;

team rules and procedures;

their roles in the team; and,

the individuality of fellow members.

Team members realize that they are notgoing to crash-and-burn and start helpingeach other.


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Behaviors

Competitive relationships become more

cooperative.

There is a willingness to confront issues

and solve problems.

Teams develop the ability to express

criticism constructively.

There is a sense of team spirit.


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Giving Constructive Feedback

Be descriptive.

Don't use labels.

Dont exaggerate.

Dont be judgmental.

Speak for yourself.


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Giving Constructive FeedbackUse I messages.

Restrict your feedback to things you knowfor certain.

Help people hear and accept yourcompliments when giving positivefeedback.


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Receiving Feedback

Listen carefully.

Ask questions for clarity.

Acknowledge the feedback.

Acknowledge the valid points.

Take time to sort out what you heard.


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Stage 4: PERFORMINGStage 4: PERFORMING

Team members have:

gained insight into personal and team

processes; a better understanding of each others

strengths and weaknesses;

gained the ability to prevent or workthrough group conflict and resolvedifferences; and,

developed a close attachment to the team.


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Recipe for Successful Team

Commitment to shared goals and

objectives

Clearly define roles and

responsibilities

Use best skills of each

Allows each to develop in all areas


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Recipe for Successful Team

Effective systems and processes

Clear communication

Beneficial team behaviors; well-defined

decision procedures and ground rules

Balanced participation

Awareness of the group process

Good personal relationships

Given by Sir Team_Building

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