Team Work and Management : Team Work and Management
Stages of Team Growth : Stages of Team Growth Stage 1 - Forming
Stage 2 – Storming
Stage 3 – Norming
Stage 4 – Performing
Forming : Forming Feelings
Excitement, anticipation, optimism
Pride at being involved
Initial, tentative attachment to the group
Suspicion, fear, & anxiety about tasks
Behaviors
Attempts to Define tasks & path to accomplishments
Attempts to determine acceptable group behavior and conflict resolutions
Storming- the most difficult stage : Storming- the most difficult stage Feelings.
Resistance to tasks & to anything new or changes.
Sharp fluctuations in attitude about the group and its chance’s of success.
Behaviors.
Arguing among members even when they agree on goals or issues.
Defensiveness & competition; factions & “choosing sides.”
Questioning wisdom of those in charge, and other in the group.
Establishing unrealistic goals; concerns about amount of work.
A perceived “pecking order; disunity, increased tension, and jealousy.
Norming : Norming Feelings.
A new ability to express criticism constructively.
Acceptance of the members of the group.
Relief that everything is going to work out.
Behaviors.
An attempt to achieve harmony by avoiding conflict.
More friendliness, confiding in each other, sharing of personal problems, discussion on how the group is working.
A sense of cohesion, common spirit and goals.
Establishing & maintaining group ground rules & boundaries.
Performing : Performing Feelings.
Members having insights into personal & group processes, & better understanding of individual strengths & weaknesses.
Satisfaction with the groups progress.
Behaviors.
Constructive self-change.
Ability to prevent or work through problems.
Close attachment to the group.
The Roller Coaster : The Roller Coaster Knowing the typical stages of team development should relieve a lot of stress.
Note the teams mood will reflect its fortune.
Teams start off positive, but progress is never smooth.
Negative feelings will arise and may not be linked to the previous stages.
The biggest key is to remember “This to shall pass”.
Cultivating patience, and having good ground rules and conflict resolution will help turn negative feelings around.
The Recipe : The Recipe Clarity in Team Goals
An Improvement Plan
Clearly Defined Roles
Clear Communication
Beneficial Team Behaviors
Well-defined Decision Procedures
Balanced Participation
Established Ground Rules
Goal Clarity : Goal Clarity Agree on your mission, works together towards it.
Sees the Mission as workable, or is willing to scale it back to a workable size
Is clear about larger group goals & about the purpose of individual steps, meetings, discussions, and decisions.
Improvement plan : Improvement plan Calendar of events or milestones.
Identifies the resources and training needed to achieve goals.
Clearly Defined Roles : Clearly Defined Roles Designate key roles; Leader, facilitator, record keeper, treasurer, members.
Understands which roles belong to one person & which are shared.
Understands how to switch shared roles.
Use each members talent, and involves everyone in team activities so no one feels left out or taken advantage of.
Clear Communication : Clear Communication During interactions – speak clearly & Directly.
Be succinct, avoiding long anecdotes and examples.
Listen actively, explore rather than debate.
Avoid interrupting and talking when others are.
Share information on many levels…
Sharing Information : Sharing Information The following verbal tools can be used.
Sensing Statements “ I don’t hear any disagreements with Tod’s point. Do we all agree?”
Thinking Statements “There seems to be a comparison between attendance and accomplishment.”
Feeling Statements “I am disappointed with the lack of progress.”
Statements of Intentions “ My question was not criticism. I am simply wanted more information.”
Statements of Actions “ Let’s get 2 dozen signs made up before the weekend rally”.
Potential Trouble : Potential Trouble Poor speaking skills (mumbling, rambling).
Not saying what is truly felt.
Background motivations (seen in behavior or body language).
Opinions Expressed as facts or phrased as questions.
Plops: statements that receive no acknowledgement or response.
Bullying statements “What you don’t understand is…”
Discounts “That’s not important. What’s worse is…”.
Beneficial Behaviors : Beneficial Behaviors Initiate Discussions.
Seek information and opinions.
Clarify and elaborate on ideas.
Test for consensus.
Act as conversational gate keepers.
Try to easy tension.
Express group feelings.
Get the group to agree on standards.
Well-defined Decision Procedures : Well-defined Decision Procedures Discuss how decisions will be made. When to take a poll, when to decide by consensus, when just a few are needed for a decision.
Use data as the basis of decision.
Test for consensus “This seems to be the agreement, anyone feel unsure?”
Balanced Participation : Balanced Participation Get all members to participate if some team members are silent, draw them out with questions, encouragement, and compliments.
Watch for what occurs naturally and capitalize on it.
Potential Problems : Potential Problems Team members with to much influence.
Topics to narrow to include all members.
Members that too often contribute at certain times in conversation.
Members only talk about certain “hot button” topics that may not relate to the goals.
Ground Rules : Ground Rules How the meeting is to be run.
How decisions are made.
Use open agreement statements “We all agree this is the method we will use.”
How we will decide if there is conflict or lack of compromise.
Guidelines for Constructive Feedback : Guidelines for Constructive Feedback Acknowledge the need for feedback.
Give both positive and negative feedback.
Understand the context.
Know when to give feedback.
Know how to give feedback.
Know how to receive feedback.
Giving Feedback : Giving Feedback Be descriptive.
Don’t use labels.
Don’t exaggerate.
Don’t be judgmental.
Speak for yourself.
Talk first about yourself, not about the other person.
Restrict your feedback to things you know for certain.
Help people hear and accept your compliments when giving positive feedback.
Receiving Feedback : Receiving Feedback Breathe.
Listen carefully.
Ask questions for Clarity.
Acknowledge feedback.
Acknowledge valid points.
Take time to sort out what you have heard.