Building Effective Team 5th december 2013

November 01, 2013 _Sector Confidential1

Rahul JainLighting / XYZ5th December 2013

Building Effective Team


Individuality and Mobiles can be turned Off !!


Presentation Coverage

• Definition of Team

• Team v/s Work Groups

• Types of Team and Advantage

• Different Stages of Team

• Building Effective Team

…. All about teams ….


Definition of Team

“A small number of people with complementary skills who are committed to a common purpose, common performance goals, and an approach for which they hold themselves mutually accountable”.

-G. Moorhead and R.W. Griffin

TEAMT TOGETHERE EVERYONE A ACHIEVEM MORE

Concept comes from the World of Sports


• There is no “ I “ in “TEAMWORK”

• Simply Stated, it is less “ME” and more “WE”

• Teamwork divides the “TASK” and doubles the “SUCCESS”

• Coming together is beginning, keeping together is progress, working together is success. ~ Henry Ford

• Talent wins games, but teamwork wins championships. ~ Michael Jordan

• Do you want a collection of brilliant minds or a brilliant collection of minds? ~ R. Meredith

Famous Quotes


Teams v/s Work Groups


Types of Teams

Problem-Solving Teams

Groups of 5 to 12 employees from the same department who meet for a few hours each week to discuss ways of improving quality, efficiency or the the work environment.

Self-Managed Work Teams

Groups of 10 to 15 people who take on the responsibilities of their former supervisors.


Cross-Functional Teams

Employees from about the same hierarchical level, but from different work areas, who come together to accomplish a task.

•Task forces

•Committees

Types of Teams

Virtual Teams

Teams that use computer technology to tie together physically dispersed members in order to achieve a common goal.


Different Stages of Team


Team Performance and Time linesTe

am P

erfo

rman

ce

Time

Forming

Storming

Norming

Performing

De-Norming

De-Storming

De-Forming


Advantages of Teams and Team work• Outperform individuals

• Uses individual talents better

• Brings in flexibility and responsive to changes

• Facilitate employee involvement

• Effectively democratize an organization

• Increase motivation and participation

• Increase interpersonal connect

• Facilitate shared and consensus decision making


When Teams Aren’t the Answer…• Three tests to see if a team fits the situation :

– Is the work complex and is there a need for different perspectives?

– Does the work create a common purpose or set of goals for the group that is larger than the aggregate of the goals for individuals?

– Are members of the group involved in interdependent tasks?


Think of the most effective team that you have been a part of, list the characteristics on stick pad that set it apart from other teams

Exercise – Duration 5 Min


Context• Adequate Resources• Situational Leadership and Structure• Climate of trust• Performance Evaluation and Reward System

Composition • Abilities of team members• Personality• Role allocation• Diversity• Size• Flexibility

Processes• Common Purpose• Specific Goals• Team efficacy• Conflict levels• Authority to make decisions • Communication

Work Design• Autonomy• Skill variety• Task Identity• Task significance

Building Effective Team –A team effectiveness model


Characteristics of an Effective Team• Long term focus on purpose• Everybody solves problem• Stop and fix the problem• Everyone participates actively and positively• Carefully listen and receive feedback• Willing to take calculated risks • Teammates trusts the judgment of others• Plenty of communication• Everyone takes initiative to get things done


Characteristics of effective team members• Trust, supports other team members• Understands and committed to team objectives• Involve others in decision making• Influences others• “OWNS” problems rather then Who’s to blame? • Encourage and acknowledge others • Do not let each other down


Let’s make Cross Functional Team of 11 …

Who will be 11 Players?

Give One Name in slip of paper.

XYZ - Dream Team Exercise – Duration 5 Min


All About Teams…


Turning Individuals Into Team Players

• The Challenges– Overcoming individual resistance to team

membership

– Countering the influence of individualistic upbringing

– Introducing teams in an organization that has historically valued individual achievement.

• To overcome – Plan for Team Players Selection, Training and Rewards based on need of ROLES. Coach and mentor team members.


Roles of Team members

Make use of the ‘natural’ roles and strengths of peopleOther possible roles terms and names are –

Planner, Advisor, Organizer, Promoter, Controller, Team Worker, Monitor


How teams can coordinate better?• Planning the work and keeping track of the state of affairs, Periodic Reviews• Collecting, creating, analyzing and presenting information• Combining or linking individual contributions into higher level results• Monitoring changes in the environment• Communicating with peers, subordinates and Supervisors


What factors Influence Team Motivation?• Purpose• Challenge• Loyalty• Responsibility• Leadership• Growth• Reward


What can be barriers To Team Success?

• Inadequate Planning

• Leaders without Situational leadership skills

• Poor attitude

• Training that didn’t work

• Communications breakdowns

• Team members don’t get along

• Rewards and recognition programs that don’t motivate


What if My teammates don’t pull loads?


What if team members are afraid to take decisions?

• Some employees conditioned to take orders and direction are uncomfortable in decision-making.

• Some feel that supervisors and managers are paid more to take decisions.

• Identify symptoms and coach / guide employees by allowing them to make little mistake and correct them.


How to design a New Team?

• Step 1: Assess why and what kind of team is needed?• Step 2: Develop realistic priority levels for team work, structure• Step 3: Share expectations with members• Step 3: Clarify goals and Performance Criteria

– Team Productivity Measures– Team Satisfaction– Organizational Gains– Individual Development and Learning

• Step 4: Formulate operating guidelines• Step 5 : Review success indicators


What are the major tasks facing a new team?

• Addressing Task, People and Relationship issues

• Establishing a positive climate , Structure for team members

• Working out methods for setting goals, solving problems, making decisions, ensuring follow-through, communication, collaboration and review


What are Task issues of new team?

• What kind of work needs to be done?• How much authority does the team members

have?• What is the degree of interdependence in the

team?• Is there a “right” answer to the task or is it more

subjective?• Are team members’ interests aligned or

competitive?


What are People issues of new team?

• How many people should be on the team?

• Is the team size right?• Who is ideally suited to do the

work?• What technical, task-management,

and interpersonal skills are needed?

• What types of diversity are needed for the team?


What are relationship issues of new team?

• How do we set the correct expectations for team members (i.e., socialization)?

• What roles and norms are important for successful team work?

• Is cohesion important?• How do we deal with conflict among

members?• How is trust developed, threatened and re-

built among team members?


Symptoms of Unproductive Teams….


Symptoms of Unproductive Teams• Cautious or guarded communication• Lack of disagreement• Failure to share information• Over-reliance on criticism• Lack of individual feedback• Performance evaluation is based on personal opinions not data• Unhealthy Competition among team members• Low confidence and trust in other members• Unclear and Unrealistic goals• Low commitment to the team by members• Poorly run meetings• Conflict within team• Failure to utilize member talents• Decision-making dominated by one person• Too much conformity• Tension and anxiety within the team• Misunderstanding of jobs and roles


Team Satisfaction• Team members enjoy working together• Feelings of resentment are minimal• Trust levels are high• Communication is open and direct• Team members learn from each other• Team members are well prepared for change• Team members are motivated to take up

more challenging tasks

Individual Learning & Development • Team members learn new skills and

competencies from working in the team• Development needs of each member are

understood and worked on during the course of team work

• Career success is enhanced by team work

Organizational Gains• Team goals are consistent with

Organizational goals• Team interacts well with other teams and

departments in the organization• Bottom line results: timeliness, quality,

efficiency, customer satisfaction are met

Team Productivity• Clear goals that are understood by all• Objective performance measures are set• Customer standards are met• Decision making process is clear to all• Roles are understood and agreed upon by

all• Ability to change goals and process if

necessary• Results of team performance is known by all

Indicators of Success


What makes an Effective GB Team?• Link GB Team’s project objectives to XYZ’s objectives

• Understand what XYZ expects from you / your team

• Develop and Make team’s vision clear to other teams and XYZ

• Build Collaboration by establishing, communicating and reinforcing shared values

and norms.

• Look for synergies between your and other teams.

• Discourage “Us v/s Them” thinking [Everyone like us is “WE”]

• Facilitate development of team through various stages of growth and maturity

• Provide clear direction and define priorities

• Clarify roles and responsibilities

• Appropriately involve stakeholders in decision making

• Invite ideas and build upon others inputs

• Acknowledge the contribution of all team members

• Celebrate Success !!


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Building Effective Team 5th december 2013