Great Teams…The Way to Meet the AiS Supercomputing Challenge : Great Teams…The Way to Meet the AiS Supercomputing Challenge
Why Teams? : Why Teams? Completing an AiS Challenge project is time consuming and intellectually challenging. When several people use their skills and knowledge together, the result should be a better project.
People working together can sustain the enthusiasm and lend support needed to complete the project.
How do Teams Work Best? : How do Teams Work 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.
Stages in Team Building : Stages in Team Building Forming Storming Norming Performing
Stage 1: FORMING : Stage 1: FORMING Team Building
Define team
Determine individual roles
Develop trust and communication
Develop norms Task
Define problem and strategy
Identify information needed
Team Roles - Leader : 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.
Team Roles - Recorder : Team Roles - Recorder Keep a record of team meetings.
Maintain a record of team assignments
Maintain a record of the team's work.
Team Roles – PR Person : 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.
Team Norms : Team Norms How do we support each other?
What do we do when we have problems?
What are my responsibilities to the team?
From Individuals A Group : 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 define our personality type, ESTJ, ENTJ…INFP
Relevance to Teams (E/I) : 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
Relevance to Teams (N/S) : Relevance to Teams (N/S) iNtuitive
Great at big picture
See connections
May make mistakes in carrying out plans Sensor
Great executors
May miss big picture, relative importance
Relevance to Teams (T/F) : Relevance to Teams (T/F) Thinker
Skillful at understanding how anything works Feeler
Knows why something matters
Relevance to Teams (J/P) : 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
What Type are You? : What Type are You? Online Personality Tests
Jung types http://www.allhealth.com/onlinepsych/personality/olpgen/0,6103,7119_127651,00.html
Keirsey types http://www.keirsey.com/cgi-bin/keirsey/newkts.cgi
Stage 2: STORMING : Stage 2: STORMING During the Storming stage team members:
realize that the task is more difficult than they imagined;
have fluctuations in attitude about chances of success;
may be resistant to the task; and,
have poor collaboration.
Storming Diagnosis : Storming Diagnosis Do we have common goals and objectives?
Do we agree on roles and responsibilities?
Do our task, communication, and decision systems work?
Do we have adequate interpersonal skills?
Negotiating Conflict : 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.
Addressing the Problem : Addressing the Problem State your views in clear non-judgmental language.
Clarify the core issues.
Listen carefully to each person’s point of view.
Check understanding by restating the core issues.
Stage 3: Norming : Stage 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 not going to crash-and-burn and start helping each other.
Behaviors : 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.
Giving Constructive Feedback : Giving Constructive Feedback Be descriptive.
Don't use labels.
Don’t exaggerate.
Don’t be judgmental.
Speak for yourself.
Giving Constructive Feedback : Giving Constructive Feedback Use “I” messages.
Restrict your feedback to things you know for certain.
Help people hear and accept your compliments when giving positive feedback.
Receiving Feedback : Receiving Feedback Listen carefully.
Ask questions for clarity.
Acknowledge the feedback.
Acknowledge the valid points.
Take time to sort out what you heard.
Stage 4: PERFORMING : Stage 4: PERFORMING Team members have:
gained insight into personal and team processes;
a better understanding of each other’s strengths and weaknesses;
gained the ability to prevent or work through group conflict and resolve differences; and,
developed a close attachment to the team.
Recipe for Successful Team : 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
Recipe for Successful Team : 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
Project Process – Important Dates : Project Process – Important Dates There are several milestones throughout the year designed to help you organize and evaluate your project development process. Please check them out on the AiS Challenge Web site.
Resources : Resources The Team Book by Peter R. Scholtes, Brian L. Joiner and Barbara Streibel
Web-based Text chapter 3 – Teaming
Bob Mendonsa and Associates’ web page http://www. trainingplus.com
Jung types http://www.allhealth.com/onlinepsych/personality/olpgen/0,6103,7119_127651,00.html
Keirsey types http://www.keirsey.com/cgibin/keirsey/newkts.cgi