Group Dynamics and Teamwork
description
Transcript of Group Dynamics and Teamwork
Harvard University
Group Dynamics and Teamwork
February 28, 2012MGMT 4000, Class 6
A good definition…..A small group of people…..with complementary skills….who are committed to a common purpose,
goals, and approach….for which they hold themselves mutually
accountable. From Katzenbach and Smith “Wisdom of Teams”
What are the differences between a working group and a team?
Harvard University
Stages of a Team
Forming
Storming
NormingPerforming
Adjourning
Tuckman Model
Harvard University
Stages of a TeamForming Storming Norming Performing Adjourning
Excitement
Anxiety
Testing
Team Identity
Resistance to different approaches
Sharp attitude changes
Competitiveness and defensiveness
Tension and disunity
Increased satisfaction
Developing trust and respect
Giving feedback to others
Sharing responsibilities
Making decisions
High level of interaction
Increased performance
Members are comfortable with each other
Confident and optimistic
Often overlooked
Wide range of emotions are experienced
Work levels shift
Transition must be acknowledged and managed
Harvard University
Five Dysfunctions of a Team, Patrick Lencioni
Results
Accountability
Commitment
Conflict
Trust
Clarity - Communication - Rigor
Modeling
Decision-Making
Developing Talent
Achieving
Results
Partner Discussion
Think about the best team you’ve ever been on (work, school, sport, volunteer, etc)
What were the characteristics that made it great?
Think about the worst team you’ve ever been on
What made it ineffective?
Team Effectiveness Defined The team’s output (at least) meets the
standards of quality, quantity, etc. of the clients
The team is operating in ways that make it better as a performing unit over time
On balance, the team contributes to (more than it undermines) the learning and well-being of individual members
“Condition 0” A Real Team Bounded Stable Interdependent for a common purpose
Four Essential Conditions for Team Effectiveness
1. Clear, engaging direction2. Enabling team structure3. Supportive organizational
context4. Available, expert, coaching
1. Clear, Engaging Direction
Ends specified? yes no
yes
no
Mea
ns sp
ecifi
ed?
Chaos and wasted effort
Wastedhuman
resources
De-motivation
Engaged,goal-directed
work
2. Enabling Team Structure
Appropriate team compositionA motivating team taskCore norms of conduct
3. Supportive Organizational Context
Rewards for excellent team performance
An information system that provides to the team the data it needs to plan its work
Available training and education, including in teamwork skills
Basic material resources
4. Available, Expert Coaching Motivational coaching, aimed at enhancing
team-level effort Educational coaching, aimed at helping
the team learn from its work Consultative coaching, aimed at helping
the team plan, evaluate, and execute its work strategy
Direction Structure Context -----> Process
Consequential
Clear
Challenging
Effort
Strategy
Talent
Motivating team task
Core norms
Composition
Rewards
Information system
Education system
Harvard University
Team Deliverable 15 minute presentation
5 minute Q & A
Team Evaluation
Harvard University
Team Discussion Discuss and determine:
How you will communicate?
How you will make decisions?
How will you hold one another accountable?
How will you evaluate team member contribution/team performance?
Name for your team?
Report Outs
Harvard University
References Katzenbach, Jon and Douglas Smith, The
Wisdom of Teams, HarperBusiness, 1994. Lencioni, Patrick, The Five Dysfunctions of
a Team, Jossey-Bass. http://www.businessballs.com/
tuckmanformingstormingnormingperforming.htm