Team Development

How  to  build  stronger  higher  performing  teams  

PC  ©    MANGEMENT  CONSULTING  1  

Team Development  

Tish  Brown,  Philip  Corsano,  Robynn  KiIoe,  Diana  Searle     2  PC © MANAGEMENT CONSULTING

Forming Stage  

•  What  happened:  – Debated  project  assignment—did  the  project  have  to  be  real?    

– Defined  common  terms  (i.e.,  what  did  we  mean  by  the  word  ‘  pilot  program’?)  

– Learned  each  others  individual  communicaYon  styles  

– Formed  a  communicaYon  plan  and  feedback  plan  – Struggled  with  project  vision  

Tish  Brown,  Philip  Corsano,  Robynn  KiIoe,  Diana  Searle     3  

Forming Stage

•  What  we  would  have  done  differently:    – Not  much—forming  is  an  ‘organic’  process    

•  Each  team  member  is  unique  •  Everyone  had  to  get  to  the  point  of  being  comfortable  and  understanding  one  another  

–   Could  have  used  acYviYes  such  as  “My  vision,  our  vision”  to  help  clarify  project  vision  

Storming Stage

•  What  happened:  – Project  is  “agile”  we  didn’t  know  that!  

• Sponsor  was  open  minded  to  scope  of  art  

• Budget  was  not  an  issue  -­‐  that  created  challenges  of  it’s  own  

• Time  line  was  not  hard  and  fast..”it  takes  the  Yme  that  it  takes”  

Storming Stage

•  What  happened:  – Four  diverging  perspecYves  of  the  project  

• Would  this  include  a  digital  presentaYon?  

• Who  was  going  to  benefit  from  the  project?  • How  could  the  benefit  be  measured?    •  EducaYonal  components?  What  are  they    

• AssumpYons  challenged  every  team  member

Storming Stage What  happened?  

Fireworks!      

Voices  were  raised!      

Fists  hit  the  table!    

OMG!  Can  we  work  together?    

Storming Stage

•  What  we  would  have  done  differently:  – Not  much  –  we  didn’t  have  the  tool  kit!    

•  With  the  tool  kit  we  could:  – Listen  more    – Drop  the  need  to  be  right  – Revert  to  the  communicaYon  plan  

– Consider    team  members  style  – Accept  that  differences  can  enhance  a  team  

Norming

Individual   Group  

Performance  

Roles  

Rules  

MoYvaYon  

RecogniYon  

Groups pull individuals in opposing directions. By the process of setting rules, more individual freedom for team members than they may perceive

Copyright,  ©  Philip  Corsano  25  Apr  2010  

Balancing Individual & Group Needs

Norming  Helps  Build  Trust  

Tish  Brown,  Philip  Corsano,  Robynn  KiIoe,  Diana  Searle     10  

Long  Term  

Damage  to  thinking  

relaYonship  

Fast  Unreasonable  

Response  

PrimiYve  

Dino  Brain  SYmulus  

Separate Thoughts and Feelings from actions, critical for survival

Tish  Brown,  Philip  Corsano,  Robynn  KiIoe,  Diana  Searle     11  

•  Exercises  we  undertook  consciously:  •  RotaYng  responsibiliYes.    PM  every  3  weeks;  

•  PM  to  set  agenda  and  make  sure  work  was  divided  up  so  producYvity  was  maintained;  

•  Exercises  we  did  without  real  plan:  •  How  are  we  doing?  •  Gripes  and  congratulaYons  aired;  • What  do  we  know  we  could  do  beIer?  

Norming

Performing Stage

•  What  happened?  – Greater  awareness  –  Improved  communicaYon  /  acYve  listening  – Greater  openness  

Performing Stage

•  What  we  would  have  done  differently:  – Greater  focus  on  listening  and  learning  – Created  opportuniYes  to  assess  team  cohesion  

•  Success  sharing  •  “I  wish”  discussions  

– More  “AIa  Boys”  

Team Development  

Comments?  

QuesYons?  

PC  Management  ConsulYng  14