Team Building

Agenda

Introduction
Aligning Expectations
What is a team?
Difference between a Team and a Group
Phases of Team Growth
Characteristics of an effective Team
11 Cs
Importance of Team Building
Decision Making in Teams
 Move it buddy.starting exercise

Stand in a circle, with one person in the middle. When the

person in the middle says so, participants will be given 30
seconds to one minute to memorize the first, middle, and
last name of the person to their left and right. After the
minute is over, the person in the middle will point to
somebody and say left or right. If he or she pauses or
stumbles saying the full name, he or she is then in the
middle. If everyone seems to know each others names right
away, the person in the middle can call out, Move It
Buddy! and everyone must rush to a new space and begin
memorizing names again.
Aligning the Expectations
 What is a Team???

A team is a small number of people with complementary

skills who are committed to a common purpose,
performance goals, and approach for which they are
mutually accountable.

People working together in a committed way to achieve a

common goal or mission. The work is interdependent and
team members share responsibility and hold themselves
accountable for attaining the results
 Difference between Team & Group

Team Group
A team is a group of people with a A group, by definition, is a number of
high degree of interdependence than individuals having some unifying
just a group for administrative relationship.
convenience.
A team's strength depends on the A group's strength may come from
commonality of purpose and sheer volume or willingness to carry
interconnectivity between individual out a single leader's commands.
members

A team does not rely on "groupthink" The success of a group is often

to arrive at its conclusions. measured by its final results, not
necessarily the process used to
arrive at those results.
Team building can take years. Group building can literally take only
a few minutes
Coming together is a Beginning

Keeping together is Progress;

and

Working together is Success

Henry Ford
 Benefits of Team Culture

FROM TO

Directing Guiding
Competing Collaborating
Relying on rules Relying on guidelines
Lecturing Team activities
Consistency Diversity
Secrecy Openness/ Sharing
Passive Active
Isolated decisions Involvement of others
Results thinking Process thinking
 Phases of Team Growth

Forming

Storming

Norming

Performing

Adjourning & Transforming

 Forming: the Orientation Stage

Team Members

Feel moderately eager with high, positive expectations about what the team
will accomplish
Feel concerned about how they will fit in and what will be expected of them
Are dependent on authority to provide direction

Leader Action Strategies

Establish realistic goals

Set standards for team interaction
Clarify team tasks and team member roles and relationships
Make decisions and provide directions
Monitor and give feedback on team performance
Demonstrate and teach skills
Directing style of leadership

http://www.youtube.com/watch?v=vadSvTzMYvA&feature=related
 Storming: the Conflict Stage

Team Members

Experience frustration about goals and tasks and may react negatively toward
the formal leader and other team members
May feel incompetent and confused
May compete for power or attention

Leader Action Strategies

Redefine goals, expectations, roles, and relationships

Encourage and support interdependence
Provide skill development
Recognize and accept different opinions
Manage conflict
Praise constructive behavior
Coaching style of leadership
http://www.youtube.com/watch?v=ZGd24140Ml8&feature=related

http://www.youtube.com/watch?v=EiSYYjsZSW0&feature=related
(coaching)
 Norming: the Cohesion Stage

Team Members

Become less dissatisfied as ways of working together become clear

Begin to respect each others differences and develop feelings of respect
More harmony and trust within the team

Leader Action Strategies

Involve team in decision making and problem solving

Support team in setting goals and standards
Encourage and acknowledge team progress
Supporting style of leadership

http://www.youtube.com/watch?v=nH3Rs_D1Rck&feature=related
 Performing: the Task Performance Stage

Team Members

Are not dependent on leader

Work collaboratively
Feel highly confident about team results
Communicate in an open and free manner without fear of rejection or conflict

Leader Action Strategies

Serve as source for the team

Monitor goals and performance in terms of review process
Interface between team and the larger organization
Delegating style of leadership

http://www.youtube.com/watch?v=Mejw5A2Ak5I&feature=related
 Adjourning & Transforming: the Dissolution Stage

Team Members

Become concerned about impending dissolution

Feel loss or sadness about ending the project and separating from the team
May have strong positive feelings about what the team has accomplished

Leader Action Strategies

Accept own feelings of loss

Acknowledge the feelings of others
Increase directive and supportive behavior
 Characteristics of an Effective Team

As individuals, we can achieve many commendable goals. However, significant,

large accomplishments that have a major impact in a company, a community, or
the entire world, can only be achieved with a group of people. Now we will
explore success from a broader perspective, beyond the individual.
 Strong Leadership

Every team has a leader.

The way the leader deals with each individual team member is paramount
to the effectiveness of the team.

A strong leader is demanding, and yet personable. Controlling and yet

flexible.

A strong leader does not play favoritism and does not have a hidden
agenda

Strong leaders protect their teams

In a highly effective team, the leader is proud of each team members

accomplishments, just like a parent would be.
 Trust exists among team members and with the leader

When a team operates at optimum effectiveness, there is little or

no politics involved

Criticisms are good natured, constructive and open

Team members support each other and never let outside forces
break the trust that exists within the team.
 Respect

In a highly effective team, team members respect each other and

their leader.

The respect is based on the team members ability to contribute.

Respect comes naturally because each team member was

carefully selected by the leader and they had to prove themselves
to be on par with other team members.
 Unity

Highly effective teams are unbreakable

The teams unity will be challenged

One of the characteristics of highly effective teams is loyalty.

http://www.youtube.com/watch?v=fPGJ2QwIvzk (chak de
fight video)
 Complementary Skills

Bursts of synergistic energy abound

In a problem solving session, a solution is suggested by one member,

refined by another, challenged by a third, until the perfect solution is
crafted in a challenging and yet respectful session of solution
refinements

Team members are not afraid of admitting what they dont know.
 Open Communication

Highly effective teams communicate openly and often. Communication is direct

Mutual respect and trust allow the team to communicate openly and bring their
best ideas forth

This does not mean that everyone is always in agreement

It is not uncommon to have one team member deliver a message that the other
was just about to say.
 Lack of Selfishness

The clich that there is no i in team is absolutely applicable to these teams

Members of highly effective teams do not need to outdo each other in order to
be noticed and praised by their leader

The leader plays a big role in this behavior.

 11 Cs
For the team to Succeed
 Clear Expectations

Expectations have to be communicated clearly for the

teams performance and expected outcomes.

Team members should understand why the team was

created.

The work of the team should receive sufficient emphasis as

a priority in terms of the time, discussion, attention and
interest directed its way by executive leaders.
 Context

Team members should understand why they are

participating on the team.

The team members should be able to define their teams

importance

The team should understand where its work fits in the total
context of the organizations goals, principles, vision and
values.
 Commitment

Do team members want to participate on the team?

Do team membersfeel the team mission is important?
Are members committed to accomplishing the team mission
and expected outcomes?
Do team members perceive their service as valuable?
Do team members anticipate recognition for their
contributions?
Do team members expect their skills to grow and develop
on the team?
Are team members excited and challenged by the team
opportunity?
 Competence

Does the team feel that it has the appropriate people

participating?

Does the team feel that its members have the knowledge,
skill and capability to address the issues for which the team
was formed? If not, does the team have access to the help
it needs?

Does the team feel it has the resources, strategies and

support needed to accomplish its mission?
 Charter

Has the team taken its assigned area of responsibility and

designed its own mission, vision and strategies to
accomplish the mission.

Has the team defined and communicated its goals; its

anticipated outcomes and contributions; its timelines; and
how it will measure both the outcomes of its work and the
process the team followed to accomplish their task?

Does the leadership team or other coordinating group

support what the team has designed?
 Control

Does the team have enough freedom and empowerment to

feel the ownership necessary to accomplish its charter?

At the same time, do team members clearly understand

their boundaries? How far may members go in pursuit of
solutions?

Are limitations (i.e. monetary and time resources) defined at

the beginning of the project before the team experiences
barriers and rework?
 Collaboration

Does the team understand team and group process?

Do members understand the stages of group development? Are team

members working together effectively interpersonally?

Do all team members understand the roles and responsibilities of team

members? team leaders? team recorders? Can the team approach
problem solving, process improvement, goal setting and measurement
jointly?

Do team members cooperate to accomplish the team charter? Has the

team established group norms or rules of conduct in areas such as
conflict resolution, consensus decision making and meeting
management?

Is the team using an appropriate strategy to accomplish its action plan?

 Mine fieldexercise

Mine field This is a great exercise if you have a large room or outdoor
field. Set up a 'mine field' using chairs, balls, cones, boxes, or any other
object that could potentially be an obstacle and trip someone up. Leave
enough space between the objects for someone to walk through.

Next, divide your group into pairs. Pay attention to who you match with
whom. This is a perfect opportunity to work on relationships, so you might
want to put together people who have trust issues with each other.

Blindfold one person, the 'mine walker' this person is not allowed to talk.
Ask his or her partner to stay outside the mine field, and give verbal
directions, helping the mine walker avoid the obstacles, and reach the
other side of the area.

Before you begin, allow partners a few minutes to plan how they'll
communicate. Then, make sure there are consequences when people hit
an obstacle. For example, perhaps they have to start again from the
beginning.
 Communication

Are team members clear about the priority of their tasks?

Is there an established method for the teams to give

feedback and receive honest performance feedback?

Do the teams understand the complete context for their existence?

Do team members communicate clearly and honestly with each other?

Do team members bring diverse opinions to the table?

Are necessary conflicts raised and addressed?

DRAW WHAT YOU HEAR!!!!
DRAW WHAT YOU HEAR!!!!
 Creative Innovation

Is the team really convinced in change?

Does it value creative thinking, unique solutions, and new ideas?

Does it reward people who take reasonable risks to make

improvements?

Or does it reward the people who fit in and maintain the status quo?

Does it provide the training, education, access to books and films, and
field trips necessary to stimulate new thinking?
 Consequences

Do team members feel responsible and accountable for team

achievements?

Are rewards and recognition supplied when teams are successful?

Is reasonable risk respected and encouraged in the organization? Do team

members fear reprisal?

Do team members spend their time finger pointing rather than resolving
problems?

Is the organization designing reward systems that recognize both team

and individual performance?

Is the organization planning to share gains and increased profitability with

team and individual contributors?

Can contributors see their impact on increased organization success?

 Coordination

Are teams coordinated by a central leadership team that assists the groups to
obtain what they need for success?

Have priorities and resource allocation been planned across departments?

Do teams understand the concept of the internal customerthe next process,

anyone to whom they provide a product or a service?

Are cross-functional and multi-department teams common and working together

effectively?

Is the organization developing a customer-focused process-focused orientation

and moving away from traditional departmental thinking?
New Story of
the Hare and Tortoise
Once upon a time a tortoise and a hare had an argument about who was faster.
They decided to settle the argument with a race. They agreed on a route and
started off the race.

The hare shot ahead and ran briskly for some time. Then seeing that he was far
ahead of the tortoise, he thought he'd sit under a tree for some time and relax
before continuing the race.
He sat under the tree and soon fell asleep. The tortoise plodding on overtook him
and soon finished the race, emerging as the undisputed champ.

The hare woke up and realized that he'd lost the race. The moral of the story is
that slow and steady wins the race.
This is the version of the story that we've all grown up with.

But then recently, someone told me a more interesting version of this story.
It continues.
The hare was disappointed at losing the race and he did some Defect Prevention
(Root Cause Analysis). He realized that he'd lost the race only because he had
been overconfident, careless and lax.

If he had not taken things for granted, there's no way the tortoise could have
beaten him. So he challenged the tortoise to another race. The tortoise agreed.
This time, the hare went all out and ran without stopping from start to finish. He
won by several miles.

The moral of the story

Fast and consistent will always beat the slow and steady.
But the story doesn't end here. The tortoise did some thinking this time,
and realized that there's no way he can beat the hare in a race the way it
was currently formatted.

He thought for a while, and then challenged the hare to another race, but on a
slightly different route.
The hare agreed. They started off. In keeping with his self-made commitment to
be consistently fast, the hare took off and ran at top speed until he came to a
broad river.

The finishing line was a couple of kilometers on the other side of the river.
The hare sat there wondering what to do. In the meantime the tortoise trundled
along, got into the river, swam to the opposite bank, continued walking and
finished the race.

The moral of the story?

First identify your core competency and then change the playing field to
suit your core competency.
The story still hasn't ended.
The hare and the tortoise, by this time, had become pretty good friends and they
did some thinking together. Both realized that the last race could have been run
much better.

So they decided to do the last race again, but to run as a team this time.
They started off, and this time the hare carried the tortoise till the riverbank.
There, the tortoise took over and swam across with the hare on his back.

On the opposite bank, the hare again carried the tortoise and they reached the
finishing line together. They both felt a greater sense of satisfaction than they'd
felt earlier.
 The moral of the story?

It's good to be individually brilliant and to have strong

core competencies; but unless you're able to work in a
team and harness each other's core competencies,
you'll always perform below par because there will
always be situations at which you'll do poorly and
someone else does well.

Teamwork is mainly about situational leadership, letting the person with the
relevant core competency for a situation take leadership.
There are more lessons to be learnt from
this story.
Note that neither the hare nor the tortoise gave up after failures. The hare
decided to work harder and put in more effort after his failure.

The tortoise changed his strategy because he was already working as hard as
he could. In life, when faced with failure, sometimes it is appropriate to work
harder and put in more effort.

Sometimes it is appropriate to change strategy and try something different. And

sometimes it is appropriate to do both.

The hare and the tortoise also learnt another vital lesson. When we stop
competing against a rival and instead start competing against the situation, we
perform far better.
To sum up, the story of the hare and tortoise teaches us many things.
Important lessons are:

that fast and consistent will always beat slow and steady;
work to your competencies;
pooling resources and working as a team will always beat individual
performers;
never give up when faced with failure;
and finally, compete against the situation. Not against a rival.

Never give up:

http://www.youtube.com/watch?v=lfQMJtilOGg
 Building the Winning Team

Everyone wants to feel that they are on a

winning team, that the company is moving
ahead, and that they are an integral part of
the group.
 Importance of Team Building

The way Stephen Covey sums up leadership in the modern

business world can be directly applied to team building and
ducks:
Synergy comes naturally from the quality of the relationship,
the friendship, trust, and love that unites people. ~ Stephen
Covey

The Duck's Story of Natural Synergy

In formation, ducks fly 71% farther than any single duck that flies on it's own.
 Importance of Team Building
If your team is striving for synergy - you must connect emotionally

Ideas Are Team Glue They Either Stick or They don't

Build teamwork into the DNA of your organization. Change the way your
organization connects emotionally to your people by changing the way you
communicate your ideas. Connect emotionally by meeting the psychological needs of
your teams.

If an individual's thoughts and actions aren't in alignment with those of the

organization, both are degraded. The importance of team building is creating
synergistic teams of individuals who are in alignment with the organizational ideas
and structure of which they are a part.

In a rapidly changing world filled with complex environmental issues, a

border-less global economy, and ever increasing competition, the importance
of team building takes on a dangerously sharp edge.

It's simple, if you don't realize the importance of team building and don't build
teams that get the job done, your organizational goose is cooked.
Building the winning team requires more than just hiring
a bunch of talented people

It means hiring people who will work well together.

It means developing a shared vision and commitment.
It means physically bringing people together in formal group meetings
for open discussion of broad-based issues.
It means encouraging positive, informal interactions between group
members.
It means instilling a "winning" attitude throughout the organization.
It means watching for and quickly trying to reverse team-building
problems such as jealousy, cynicism, and defensive behavior.
 Building the Winning Team (contd___)

Get 'Em To "Buy In"!

To build the winning team, you need to get them to "buy into" the direction the
company is headed.
Specifically, you need to show people:
Your vision for the future.
Your strategy for getting there.
Why this is the best strategy.
Every achievement that indicates this team is winning.
This is not a one-time discussion or announcement.
 Building the Winning Team (contd____)

Meetings Build Teams

Part of building the winning team is having some group meetings.

But it is also important to have everyone participate in smaller group

meetings where some work is done or some decisions are made.

For key managers, or people in your work group, you should have an
interactive meeting where everyone has an opportunity to give
feedback on substantive issues.
 Building the Winning Team (contd___)

Getting People To Work Together

Perhaps the most difficult part of building a winning team is encouraging positive,
informal interaction between team members when you are not present. Here are
some thoughts on this:

Have team members take part in the hiring process of new team members.
Assign specific projects for two team members to work on together.
Try to arrange for close proximity of offices.
Create an incentive-pay plan based on common goals such as profitability.
Take your team off-site for formal meetings as well as casual get-togethers to
build a sense of bonding.
Watch Out For Team Destroyers!
Jealousy
Cynicism
 http://www.youtube.com/watch?v=SX6PApBECRE&feature=related

Lack of Confidence
 Decision Making in Teams

All teams make decisions

Some decisions are big and impact the entire organization. Some are small and
have only minimal impact on employees

How to make a decision is what this module is all about. At the end, you will be
able to:

List the various kinds of decision making.

List the elements of consensus.
Recognize when to use consensus, and when not to.
List the criteria and resources required for consensus.
 Decision Making in Teams

Consensus
Autocratic

Democratic

Consultative
 Decision Making in Teams - Autocratic

Autocratic I Decide

Autocratic decision making is one person making the decision alone.

Teams are often established in response to autocratic decision making, and it is
unlikely that teams will employ this kind of decision making.
Advantages of Autocratic Decision Making
It's fast. When one person makes all the calls and doesn't consult with anyone,
decisions can come quickly and with little or no discussion.
Disadvantages of Autocratic Decision Making
With no input, autocratic decisions risk not taking into account how they will
impact other people and systems.
Continued and regular autocratic decision making will lead to distrust, low
morale and inefficiency.
When to Use Autocratic Decision Making
When there are critical time pressures, crises or inconsequential matters with
little impact.
 Decision Making in Teams - Consultative

Consultative - "I Decide With Input From You

Consultative decisions are arrived at after input from others

One person still makes the decision, but others are solicited for ideas and
suggestions. Many decisions in the workplace are consultative.
Advantages of Consultative Decision Making
Input from other departments or individuals is invaluable. Also, employees
generally respect having their opinions heard and acknowledged.
Disadvantages of Consultative Decision Making
When people give their input, they may mistakenly assume that they will have a
say in the final decision, and this isn't the case in a consultative decision.
When to Use Consultative Decision Making
When the decision lies in another area, but still has some impact on the team or
when specific expertise is required.
 Decision Making in Teams - Democratic

Democratic - "One Person, One Vote"

Democratic decisions are the bedrock of our political process. Majority rules is how
many issues are resolved. In the workplace, however, and in the team setting,
democracy may not always be the best method.

Advantages of Democratic Decision Making

Democracy is fair. Everyone has equal input. Those with the most votes, win,
however...

Disadvantages of Democratic Decision Making...

...those with the fewest votes lose. That's the downside of democracy. Someone
HAS to lose. Again, in the political arena, that's life. In the workplace however, that
can lead to anger, frustration, and people trying to get even.

When to Use Democratic Decision Making

Democracy is a useful approach for quick decision making when the general
opinion of the team is needed and when the impact of the decision is not critical.
It can be used to speed up results or when full support of the team isn't critical
 Decision Making in Teams - Consensus

Consensus - "We Decide"

Consensus is collective agreement, a shared decision by all team members

Advantages of Consensus
Consensus respects individual opinion while simultaneously establishing one
collective decision that everyone agrees with and supports. It is an effective means
to advance an issue.

Disadvantages of Consensus
Reaching consensus takes time and a great deal of discussion and facilitating. It
requires group understanding of the issues and the willingness of team members to
share their opinions openly.

When to Use Consensus

Consensus is appropriate when the decision has major impact on the team's
direction. Ground rules are one example. Another time when consensus is
appropriate is when the team is making a decision on behalf of the entire
organization.
 Decision Making in Teams - Consensus

Reaching Consensus - Focus On Process, Not Solution

Reaching consensus takes a great deal of dialogue, but following the steps below
will help accelerate the process. Consider putting the following activities on your
road map if you are trying to reach consensus. Reaching consensus is a two-step
process, outlined below.

Step 1 Reaching Consensus

1. Present the issue, not the solution

2. Define the issue
3. Listen
4. Generate options

Step 2 Reaching Closure

1. Post all options

2. Identify benefits and drawbacks
3. Create/agree on solution
4. Test for consensus
 Team was a rag bunch of girls with own agenda

16 Girls ,different states, different

backgrounds,different skills sets
but one dream-----WINNING
http://www.youtube.com/watch?v=33uTkf4Ns2k - Teamwork
Those who do not play for the common goal should be
ruthlessly dealt with in and kept OUT of the TEAM
http://www.youtube.com/watch?v=JqAFKzysOns&feature=related - Team destroyers
Be ready to take HARD Decisions on selection and retention
Knowing the strengths and weaknesses is of
utmost importance
 Push the team to the limits

http://www.youtube.com/watch?v=-3iAxPk-4uI - Respect
Have each and every team member work
unselfishly towards a common goal
Team members should participate in the
team and commitment is very important
Team must have high level commitment
and wider participation
Team must have deep interaction and longer
term view of benefits
Creative innovation is needed
Identify the core competencies of the team
http://www.youtube.com/watch?v=1wBafH536YY

Talent wins Games but TEAMWORK

wins CHAMPIONSHIPS
 Effective code of cooperation

Help each otherbe right, not wrong

Look for ways to make new ideas work, not for reasons they wont
If in doubt, check it out!! Dont make negative assumption about each
other
Help each other win and take pride in each other victories
Speak positively about each other
Maintain a positive mental attitude no matter what the circumstances
Act with initiative and courage
Whatever you want, give it away
Dont loose faith
Have fun