Team Development Intervention

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COVENTRY UNIVERSITY LONDON CAMPUS

M013LON INTERNATIONAL

ORGANIZATIONAL DEVELOPMENT

INDIVIDUAL REPORT

Student Name: Trang Nguyen

Student ID: 5298059

Module Coordinator: Dr. Andrew Boocock

Submission date: 06/07/2014


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Contents

1. Introduction................................................................................................................................... 3

2. Team development process and OD Intervention used............................................................. 3

2.1 Step 1: I ni tiating the Team Development Meeting............................................................... 4

2.2 Step 2: Setti ng Objecti ves....................................................................................................... 5

2.3 Step 3: Col lecting data........................................................................................................... 5

2.4 Step 4: Planning the Meeting................................................................................................ 6

2.5 Step 5: Conducting the Meeting............................................................................................ 6

2.6 Step 6: Evaluating the Team Development Pr ocess............................................................. 7

3. Critical evaluation of personal and team experiences............................................................... 7

4. Conclusion and professional development plan......................................................................... 8

5. References...................................................................................................................................... 8

6. Appendix........................................................................................................................................ 9

Appendix 1: Group team roles based on Myers-Griggss personality and Belbins team roles......... 9

Appendix 2: Team role summary description (Belbin, 2011)............................................................ 9

Appendix 3:....................................................................................................................................... 11

Appendix 4: Our groups ground rules............................................................................................. 12

Appendix 5: Our groups strengths and areas for development........................................................ 12

Appendix 6: Professional development plan.................................................................................... 13

Appendix 7: Group diary.................................................................................................................. 13

Appendix 8: Group working declaration.......................................................................................... 14


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1. Introduction

Nowadays, team working is a vital part in every organisation (Miller, 2011).

Many researches have shown that more and more organisations see team

working as a way to create a professional working environment (Brown, 2014).

According to Smith (cited in Adair, 2009), team is a group in which allmembers have the same goals and have a fit job and skills with those of each

member. In reference with Amstrongs definition of a team, there are four types

of teams which are organisational teams, work teams, project teams and ad hoc

teams (Amstrong, 2009:241). Based on that definition, our group can be seen

as a project team which are people brought to work together with different

functions to complete a task for a period of time.

Team development (can be seen as team building) is a major OD technique

which helps to increase teams effectiveness and productivity based on their

aims, culture, structure, relationships and so on (Brown, 2014). This report

reflects the development of our team during the process of working together on

producing the group report about how organisation development supports

organisations in the issues which they are facing as well as the challenges of

organisational development in the evolution of globalisation nowadays. This

report will critically identify and evaluate the challenges which our group had

to face and overcomeboth in the groups view and my point of view based on

what we have experienced. Besides, our strengths and weakness and how theyinfluenced the success of the report will be discussed in detail based on the

evidences which are the tests that we conducted about personality such as

Belbins Team roles and Myers Briggs personality types.

2. Team development process and OD Intervention used

In conducting the group report, the team development which is one of the most

organisation development intervention was used to develop our team

performance (Brown, 2014). There are six steps of team development

intervention process which can be seen as a figure below:


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2.1Step 1: I ni tiating the Team Development MeetingIn this stage, the team members will discuss about what they can contributefor the team work and how they support team building (Brown, 2014). OD

intervention methods can be used in this stage to identify the roles for each

member and set the ground rules for the team working time.

Belbins team roles exercise was used to define the roles for members in

our group. According to Belbin (2014), by identifying the team roles, the

team can use advantages from the strengths and control and limit their

weakness as best as possible. Besides, there are nine team roles which are

co-ordinator, shaper, plant, monitor-evaluator, implementer, team worker,

resource investigator, completer and specialist (Belbin, 2014). Based on the

result of the test, my roles in our group were identified as plant and resource

investigator as I had the highest marks for the roles compared to the other

teammates (Appendix 1).

In reference with Belbins summary descriptions of team roles (Appendix

2), the strength of plant are creative, free thinking and ability to generate

ideas and find solutions to solve problems; however, the weaknesses arethat I may sometimes ignore incidentals and communicate ineffectively.

Also, for resource investigator, the strengths can be enthusiastic, out-going,

ability to develop contact and get opportunities; but this role is easy to lose

interest once the enthusiasm passes (Belbin, 2014). Our detailed team map

which included our team members strengths, weakness and area for

development has been presented in Appendix 3.

Besides Belbins Team role, we also used Myers Briggss MBTI test

which was developed in 1940s by Isabel Briggs Myers

(www.myersbriggs.org,2014) to identify our personality type. It helped us
http://www.myersbriggs.org/http://www.myersbriggs.org/http://www.myersbriggs.org/http://www.myersbriggs.org/


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to understand about our characteristics so we could make sure that we have

been assigned in the right roles as well as develop our performance as much

as we can.

(Source: Google, 2014)

According to the test, I was listed as ISFP which is a trouble shooter. The

detailed result for all members in our group was presented in Appendix 1.

2.2Step 2: Setti ng ObjectivesIn this stage of Team Development Process, the team needs to decide the

abroad objectives which should be achieved at the meeting to evaluate theworking process and enhance teams effectiveness (Brown, 2014).

Our objectives in this stage were setting common goals and ground rules for

our team. Our common goal was completing the group report with good

quality one week before the submission deadline and the ground rules were

listed as in Appendix 4.

2.3Step 3: Collecting data


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Data needs to be collected as much as possible before the meeting (Brown,

2014). The helpfulness of this data will be evaluated based on the extent to

which it is able to be identified particularly with the team. Questionnaire

and interviews can be used in this stage to gather information. Actually, we

missed this stage during the process of working on our group report becausewe already gained all data which we need in the first step of the team

development process.

2.4Step 4: Planning the MeetingThis step takes place when the data have been already analysed to restate

our team goals and objectives as appropriate as possible and it will be

attended by the OD practitioner, leader and some team members (Brown,

2014). This process will help to ensure that the meeting will take place

easily and logically and meet the requirements of participants.

With the role of a plant and resource investigator (as mentioned above), I

was with the team coordinators had discussed and decided the time for and

place for the meeting, also we informed every member that they needed to

attend on the meeting as well as prepared all the resources which could be

helpful for the group work. Based on that, we could make sure the

availability of both personnel and resources.

2.5Step 5: Conducti ng the MeetingIn the meeting, the data will be presented to the whole team so that all

members can consider and find out the problems and issues which the team

has been facing (Brown, 2014). This step is an opportunity for the team

members to express their feelings openly and honestly so the leader of team

can consider and make changes to help the teamwork be more efficient in

the future. This also the last step of the team development intervention

process so the team should make a list of the items which needs to be dealt

with.

In this stage, after collecting all the data for the group work and combining

them together, we found out that there were some problems in our group

work. The first problem was there were some parts conducted without

following the structure which we had discussed and agreed before. The

second problem was that we did not have any model and theory to apply in

the course work. Therefore, we had a discussion in the meeting to find the

solutions for the problems, make a list of actions which need to be taken to


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improve our group work as well as decide when would be the next meeting

to evaluate our progress of solving those problems.

2.6Step 6: Evaluating the Team Development ProcessThis is the last stage of the Team Development Process. At this meeting, theteam will evaluate the effectiveness of the intervention, explore what have

been carried out and those that are not working (Neuman et al, 1989). Also,

the team will also look forward to the solutions for ongoing problems and

how to continuously improve team performance in the future (Brown,

2014). In this last step, we already explored our strengths such as diverse

team, clear vision, self-motivation, good leadership and so on; also the areas

for development such as time management, critical thinking,

communication skills and so on (Appendix 5).

3. Critical evaluation of personal and team experiences

From what our team have experienced during the time working together on the

group report, our team can be evaluated as an effective team based on the equal

contribution of each member to our team work and all of our team members

have satisfied with the final group work. The team development process had a

significant impact on how we changed to be more effective in working

together. However, there are still some limitations in our group work which are

the resistance to change in contents and roles of some members when wealready finished our parts. Also, due to the limitation of time, we could not use

more sources to support our group report.

360-degree feedback is used to help each individual in our group to understand

more about the behaviours required to improve individual and organisational

performance (Torrington et al, 2011).


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(Source: Google)

Based on the 360 feedback, I can reflect the feedbacks from my teammates to

improve my performance in the future. From my own experience in this team

working, I did follow the steps of the team building process to be efficient in

delivering the group work. All members were willing to help each other and

improve each others work; however, as mentioned above, MBTI test has

identified myself as a trouble shooter and my weakness is always do everything

in the last minute. To improve my performance, not only individually but also

in team working, time management is a really vital factor which can help me

perform better and more productive and efficient in the future.

4. Conclusion and professional development plan

In conclusion, based on what our group has implemented to conduct the group

report, I have achieved the experiences of applying OD interventions in

improving team performance. For my professional development plan, I really

need to improve my skills in time management, communication and listening to

be more efficient and have a better performance in the future. My detailedprofessional development plan is also presented in appendix 6.

5. References

Adair, J. (2009)Effective Teambuilding: How to make a winning team,2nd

ed,

Pan Macmillan, London

Amstrong, M. (2012)Amstrongs Handbook of Performance Management An

efidence-based guide to delivering high performance, 4th

ed, Kogan Page

Belbin (2014),Belbin Team Roles [online] Available at:

http://www.belbin.com/rte.asp?id=8. Last accessed: 05/07/2014
http://www.belbin.com/rte.asp?id=8http://www.belbin.com/rte.asp?id=8http://www.belbin.com/rte.asp?id=8


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Brown, D. (2014)Experiential Approach to Organization Development, 8th

ed,

Pearson, Great Britain

Miller, D. (2011)Brilliant Teams, 2nd

ed, Pearson Education

www.myersbriggs.org(2014)MBTI Basics [online] Available at:

http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/Lastaccessed: 05/07/2014

Torrington, D. & Hall, L. (2011)Human Resource Management, 8th

ed,

Prentice Hall, London

6. Appendix

Appendix 1: Group team roles based on Myers-Griggss personality and

Belbins team roles

Myers -Briggs

BELBIN TEAM ROLES

Name Email 1 2 3

Mike

(ESFJ)

[email protected] Co-

coordinator

Shaper Team

worker

Eugene

([email protected] Implementer Shaper Monitor-

evaluator

Majed

(INFP)

[email protected] Monitor

evaluator

Completer Shaper

Manea

(INFP)

[email protected] Coordinator Implemente

r

Complete

r

Trang

(ISFP)

[email protected] Plant Resource

investigator

Team

worker

Appendix 2: Team role summary description (Belbin, 2011)
http://www.myersbriggs.org/http://www.myersbriggs.org/http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/http://www.myersbriggs.org/


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(www.belbin.com)
http://www.belbin.com/http://www.belbin.com/http://www.belbin.com/http://www.belbin.com/


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Appendix 3:


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Appendix 4: Our groups ground rules

Appendix 5: Our groups strengths and areas for development

Strengths Areas for development

1. We are diverse team and have talent

to manage multiple tasks and

challenges

2. We can easily adapt to situations

3. We are a high performance team

4. We have clear defined roles

5. We have clear vision

6. We have clear line of

communication

7. Good leadership8. We are all self-motivated

9. We are confident and have positive

attitudes10. We are open and constructive

1. Use of Technology

2. Develop our communication skills

3. Time management skills

4. Critical thinking and use of theories

and models to support our arguments

5. Report writing skills and improve

the structure of our work


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Appendix 6: Professional development plan

What

are my

development

Objectiv

es?

What activities do I need

to undertake to achieve

my objectives?

What

support/resources do I

need to achieve myobjectives

Target date

for

achievingmy

objectives

Time

manage

ment

skill

Make a detailed schedule

for everything which I

need to do and follow it

strictly

By increasing self-

conscious to follow the

plan

By

Octorber,

2014

Listenin

g skill

Listen to people, my

teammates more to get

their ideas before

responding

Learn more how to listen

to other, be more patient

By October

2014

Commun

ication

skills

Try to express my thought

and feelings while

working in a team as well

as learn how to persuade

people and explain my

ideas clearly

Universitys society,

social networking

events

By October

2014

Appendix 7: Group diary

Group report diary

Date Purpose or Stage ofgroup work

Individuals present andcontributions

Any other actionsagreed

Monday,16/06/2014

Set the ground rulesDiscuss the content of

Everyone attended andcontributed to the work

We agreed with thestructure and decided


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CW 2Divide the work to eachmember of groupSet the deadline for thefirst draft

Decide the next meetingon Monday, 23/06/2014

the deadline for ourfirst draft of the groupwork.

Monday,23/06/2014

Combine the workDefine the problemsSet the deadline for thesecond draftNext meeting on

All group memberattended and finished theirpart

Manea, Majed andTrang still need toadjust their part

Monday,June30/06/2014

To review the final groupwork and find the area toimprove.Add some theories andmodels in the work.

Through thebrainstorming, every teammember gave his or heropinions and suggestionsof the final work.

We decided the finaldeadline of thesubmission and decidesubmitted by our teamleader.

Appendix 8: Group working declaration

Team Declaration

As the leader of the team, I, EugeneOgagaoghene Kokoruwe, can confirm that eachmember has contributed equally to the research,creation and delivery of this presentation

TeamLeader

Eugene Kokoruwe - 5204083

Member 1 Trang Nguyen

5298059Member 2 WEI HUANG 4929231Member 3 Majed Alshehhi5219892Member 4 Manea Almulla5187649

Team Development Intervention

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