team interventions of od

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1. TEAM INTERVENTIONS OF OD PRESENTED BY- ANJALI RAI ROLL NO. 07

2. KINDS OF TEAM Cross-Functional Teams(multifunctional) Effective Teams( clear purpose, informality, participation, listening, civilized disagreement, consensus, open communication, clear role and work assignments, shared leadership, external relations, style diversity, self-assessment) High-performance Teams(commitment to the others’ growth and success)

3. Broad Team Building Interventions TEAM BUILDING ACTIVITIES FORMAL GROUPS Diagnostic Meetings Focused on: Task accomplishment Interpersonal relationships Group processes &culture Role analysis & negotiation techniques SPECIAL GROUPS Diagnostic meetings Focused on: Task accomplishment Relationships Process Role analysis & negotiation

4. THE FORMAL GROUP DIAGNOSTIC MEETINGS To take stock of “where we are going” &”how we are doing” To uncover & identify problems Diagnostic meeting conducted to discuss ideas and get group reactions Formation of sub groups and reporting to total group sharing data, discussing issues, team building meeting, action taking Permits group to critique itself and to identify its strength and problem areas

5. THE FORMAL GROUP TEAM BUILDING MEETING Improving team effectiveness through better management of task demands, relationships and processes Initiated by manager in consultation with the third party Session held away from workplace Groups examine, discuss the issues, rank them on the basis of importance, examines base of problem Begin to work on solutions, action steps, follow up meetings Interview by consultant

6. PROCESS CONSULTATION INTERVENTIONS Processes includes communications, roles & functions of group members, group norms& growth etc Emphasis on diagnosing &understanding process events Consultants role is more nondirective & questioning, get the groups to solve their own problem Help to learn about human &social processes & learn to solve problems that stem from process events

7. Kind of interventions the process consultant should made- Agenda setting interventions Feedback of observations Coaching or counselling of individuals(adding to alternatives already presented, helping analyzing costs & benefits of alternatives) Structural suggestions

8. A GESTALT APPROACH TO TEAM BUILDING (Stanley M. Herman) Focus more on individual than the group Goals of Gestalt therapy awareness, integration, maturation, authenticity, self-regulation, behaviour change Must ‘get in touch’ with ‘where they are’ on issues , relations with others & self To be used only by practitioners trained in this method

9. TECHNIQUES & EXERCISES USED IN TEAM BUILDING Role Analysis Technique: To clarify role expectations & obligations of team members Focal role, incumbent’s expectations of others, explication of other’s expectations, role profile Interdependency Exercise Cooperation, better acquainted, examining latent problem, providing useful information 10 member exercise(interdependencies, what’s going well, potential snags, action plans)

10. Role Negotiation Technique(Roger Harrison) Intervenes directly in the relationships of power, authority, influence within group Agreed change in work behaviour of both person to work more effectively Contract setting, issue diagnosis, negotiation period, follow up meetings Appreciation & Concerns Exercise

11. Responsibility Charting Who is to do what, with what kind of involvement by others grid : -types of decision & classes of actions listed on left hand side -actors who play some part in decision making on top of the grid Four classes of behaviour- Responsibility Approval required, or the right to veto Support Inform

12. Visioning(Ronald Lippit) Group members describe their vision of organization to be like in future(6 months to 5 yrs) Force-field analysis( K urt Lewin) For understanding a problematic situation & planning corrective actions Current &desired conditions, factors & forces operating Currently, examine forces, strategies, action plans, describe actions to be taken

13. Constructive Interventions Participants(formal leader), need to be informed of the nature of the intervention Training for group skills Coaching for constructive feedback Facilitator needs counselling & listening skills of high order coaching for formal leader to assure no punitive behaviour

14. CONCLUSION Team building produces powerful positive results because it is an intervention in harmony with the nature of the organization as social systems. Total work assignments of organization are assigned to teams, and than that team assignment is sub-divided and assigned to individuals. Hence goals achieved more efficiently and effectively.

15. THANKYOU…