Team Building process-PPS Course-May-23.ppt

it describes the team purpose and the process of team building in organization

1. Team Building
PARD Peshawar
May, 2023

2. Sequence
2

3. According to Bob Mendonsa and Associates’ web page http://www. trainingplus.com on Team
building :
• Team Building is a process and not an event.
• Team Building is about both willingness and ability. Sometimes teams problems occur
because team members lack important skills. Sometimes there are trust issues.
• Team Building must address individual and group issues. People do not “disappear” when
they choose to belong to a group. Any team building effort must address the strengths and
development needs of individual team members that impact the group as a whole.
•Of course the corollary is true and groups or teams fail when they:
•Think differently
•Have poor leadership
•Have communications difficulties
•Have (unhealthy) competition between members
3

4. Team
•What is a team??
•Individual Exercise (2 minutes )
4

5. Team
A team is defined as two or more people who
interact and influence each other towards a
common purpose


5

6. Team
A team is a collection of individuals guided by a
common purpose striving for the same goal
With a good team, the whole is better than the sum of
the parts
IIMCHL

7. •Way of getting people to work with one another as a harmonious unit
•The process of establishing and developing a greater sense of
collaboration and trust between employees/members
•The process of using daily interaction and activities to organize a group of
people into a cooperative and cohesive team
 
TEAM BUILDING
7

8. Team Building
•What do you understand by Team Building
•What in your view are two important elements of Team
Building………………… Pl discuss and write them down
•Group Exercise (Two/Three people) – 5 minutes
8

9. How does a Team Work Best?
A Team succeeds when its members have:
•a commitment to common objectives
•defined roles and responsibilities
•effective decision systems, communication and work
procedures
•good personal relationships

11. Peloton
11
We're The Peloton, a name
derived from cycling and
used to describe the
principle of surrounding the
key rider with experts whom
together perform faster than
any one individual. This
allows the key rider to gain
performance way in excess
of being a sole rider.

12. IIMCHL
Traditional Work Groups Teams
Leaders dominates and
controls the group
The leader is facilitator
and coach
Goals set by organizationGoals set by team
members
Leader conducts
meetings
Meetings are participative
discussions
Leader assigns work Team plans work
assignments

13. IIMCHL
Traditional Work Groups Teams
Emphasis on individual
performances
Emphasis on team performances
Workers compete against each
other
Team members work as
cooperative unit
Communication flows down from
leader
Communication flows upward and
downward(to and from leader)
Information is often hoarded by
workers
Information is shared
Decisions made by leader Decisions made by entire team

14. Teamwork Skills
•Listen
•Question
•Persuade
•Respect
•Help
•Share
•Participate
15

15. Significance Of Teamwork in Public
Sector?
Involves joint efforts of a number of
people,
to achieve a "Common Goal".

16. IIMCHL
Stages of a Team Life Cycle
Infant
(stage 1)
A
d
o
l
e
s
c
e
n
t
(
s
t
a
g
e

2
)
Young
Adult
(stage 3)
E
s
t
a
b
l
i
s
h
e
d
P
e
r
f
o
r
m
e
r
(
s
t
a
g
e

4
)
D
i s
b
a
n
d
m
e
n
t
( S
t a g
e 5
)

17. STAGES OF TEAM DEVELOPMENT
Stage 1: The Undeveloped Team (Forming)
Stage 2: The Experimenting Team (Storming)
Stage 3: The Consolidating Team (Norming)
Stage 4: The Mature Team (Performing)
Stage 5: Adjourning

18. Stage 1: FORMINGStage 1: FORMING
The Team
•Gets to know each others
•defines the problem
•agrees on goals and formulates strategies for tackling the tasks
•determines the challenges and identifies information needed
•Individuals take on certain roles
20

19. Team Roles - Leader
•Encourages and maintains open communication
•Leads by setting a good example
•Motivates and inspires team members
•Helps the team focus on the task
•Facilitates problem solving and collaboration
•Maintains healthy group dynamics
•Encourages creativity and risk-taking
•Recognizes and celebrates team members contributions
21

20. 221

21. October 12, 2024 23

22. Other Team Roles – Members Can Formally or Informally
Take on These Roles
Initiator - Someone who suggests new ideas. One or more people can have this role at a
time.
Recorder - This person records whatever ideas a team member may have. It is important
that this person quote a team member accurately and not "edit" or evaluate them.
Devil's Advocate/Skeptic - This is someone whose responsibility is to look for
potential flaws in an idea.
Optimist - This is someone who tries to maintain a positive frame of mind and facilitates
the search for solutions.
Timekeeper - Someone who tracks time spent on each portion of the meeting.
Gate Keeper - This person works to ensure that each member gives input on an issue.
One strategy to do this is to ask everyone to voice their opinion one at a time.
Another is to cast votes.
Summarizer - Someone who summarizes a list of options.

23. From Individuals A Group Forms
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

24. 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

25. 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

26. Relevance to Teams (T/F)
•Thinker
•Skillful at understanding how
anything works
•Feeler
•Knows why something
matters

27. 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

28. What Type are You?
Online Personality Tests
•Jung types
http://www.humanmetrics.com/cgi-win/JTypes1.htm
•Keirsey types
http://www.keirsey.com/cgi-in/keirsey/newkts.cgi

29. Stage 2: STORMINGStage 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
•have poor collaboration
•May have conflicts
31

30. Stage 3: NORMINGStage 3: NORMING
•During this stage members accept:
•their team
•team rules and procedures
•their roles in the team
•the individuality of fellow members
33

31. Stage 3: NORMING Stage 3: NORMING (contd.)
•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
34

32. Stage 4: PERFORMINGStage 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
developed a close attachment to the team
35

34. Creative Thinking & Problem Solving Team Exercise
Every organization/department faces problems it needs to solve.
•Two small team exercises to identify a problem and find solutions to challenges
 
a)Problem discussion:
 (10 minutes)
•Two team members will discuss a Public Policy related issue/challenge in the
province
•The other team members will pose questions and help clarify and crystalize the
problem
 
b) Solution Meeting:
 (10 minutes)
•The team will now hold a meeting in which the team members are asked to share
creative solutions to the problem identified
•One member will act as moderator/coordinator and one as secretary to take notes
 
37

35. •Strategy
•Clear Role & Responsibility
•Open Communication
•Rapid Response
•Effective Leadership
Key factors to successful performance
of a
team: S.C.O.R.E

36. Team Building
Coach Dean Smith to Michael Jordan
“Michael, if you can't pass, you can't play”
Getting good players is easy
Getting them to play together is the hard part
Effective teamwork will not take the place of
knowing how to do the job or how to manage
the work. Poor teamwork, however, can
prevent effective final performance
39

37. SELF MOTIVATION IN TEAMS
HOW ?

38. There are four things team
members
need to feel great
Appreciation and recognition
sense of belonging
Responsibility & their voice
matters
Incentives & rewards

39. 1.Good Quality
Feedback
Boosts
Self-Motivation
Of Team

40. 2. “Celebration of Success”
Increases
Motivation
&
Self-Confidence
of Team

41. 3. “Praising Effort”
Boosts
Self-motivation
of Team

42. I can live for two
months on
a good compliment.
- Mark Twain
Dr Ali Sajid, email. [email protected]

43. There are two things
that people want more
than money -
Recognition & Praise.
- Mary Kay Ash

44. Resource Credit
•Bob Mendonsa and Associates http://www.trainingplus.com
•http://www/unitar.org
•www.challenge.nm.org/resources/Team_Building.ppt
47