Facilitated by Dan EKONGWE Pan African Institute for Development-West Africa November, 2014.
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Transcript of Facilitated by Dan EKONGWE Pan African Institute for Development-West Africa November, 2014.
Facilitated by Dan EKONGWEPan African Institute for Development-West Africa
November, 2014
Participant at the end will understand the following:
Difference between a group and a team The dynamics and skills for team formation The benefit of team building The different stages in the formation of an
effective team Handling conflict in a team How to recognise and use helpful behaviors in a
team And how to motivate a team The different roles in a team for synergy and
result
(Mallory, 1991)
IIMCHL
A group organized to work together.
A team is a group of individuals working together to solve a problem, meet an objective, or tackle an issue.
4
Whole is greater than the sum of its parts
Individuals bring a range of talents, knowledge, experience, contacts, etc.
Working together, a team can accomplish more
5
Get to know one another Establish consensus as to
team’s purpose Identify available resources Establish rules of behavior
6
A clear elevating goal
A results –driven structure
Competent members
Unified commitment
A collaborative climate
Standards of excellence
External support and recognition
Principled leadership
FormingForming
StormingStorming
NormingNorming
PerformingPerforming
The Team 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
develops trust and communication
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 taskhave poor collaboration
During this stage members accept:◦their team◦team rules and procedures◦their roles in the team◦the individuality of fellow members
Team members realize that they are not going to crash-and-burn and start helping each other.
Team members have:gained insight into personal and team
processesa better understanding of each other’s
strengths and weaknessesgained the ability to prevent or work
through group conflict and resolve differences
developed a close attachment to the team
Team Leader Initiator Recorder Devil’s advocate Optimist Time keeper Gate keeper summarizer
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 member contributions
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.
Help members understand each other
Myers-Briggs Type Indicator (MBTI)Extroverts ------------------ IntrovertsSensors --------------------- iNtuitiveThinker ---------------------- FeelersJudger ----------------------- Perceiver
By selecting one from each category, we define our personality type, ESTJ, ENTJ…INFP
Extroverts◦Need to think
aloud◦Great explainers◦May overwhelm
others
Introverts◦Need time to
process◦Great
concentration◦May not be heard
iNtuitive ◦Great at big
picture◦See connections◦May make
mistakes in carrying out plans
Sensor◦Great executors◦May miss big
picture, relative importance
Thinker◦Skillful at
understanding how anything works
Feeler◦Knows why
something matters
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
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?
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.
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.
Identify/recognize problems
Act quickly Formal conflict
resolution an option
Team needs to reach consensus
Fire someone
Optimist International 24
Competitive relationships should become more cooperative.
There should be a willingness to confront issues and solve problems.
Team should develop the ability to express criticism constructively.
There should be a sense of team spirit.
Be descriptive
Don't use labels
Don’t exaggerate
Don’t be judgmental
Speak for yourself
Listen carefully. Ask questions for clarity. Acknowledge the feedback. Acknowledge the valid points. Take time to sort out what you heard.
Sense of accomplishment Self-fulfillment Esprit de corps Get to know one another More participation in
activities Enhance club/OI reputation
28
We know how to get things done for our kids!
Be optimistic Be on time Support one
another Be courteous Be open minded Be honest Participate
Be open Listen Stay on track Share the work Complete your
work Present ideas,
comments clearly Be prepared
29
Constantly critical Dominate/
monopolize Be manipulative Be judgmental Act
bored/uninterested Do unrelated things
Sub-conversations Simply agree with
everything Avoid decisions Go off on tangent Name-calling Attack
people/ideas
30
Commitment to shared goals and objectives
Clearly define roles and responsibilitiesUse best skills of eachAllows each to develop in all areas
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
“to make known” “to have an
interchange, as of ideas”
“to express oneself in such a way that one is readily and clearly understood
34
Behaviors affect communications!
Makes team objectives to be clearly understood
Keep each team member in the loop Prevents others from dominating the team Get all members to participate meaningfully Help members make their point clearly
35
Recognize individual team members informally and continually
Also provide formal recognition for special accomplishments
36
Gathering information Analyzing information
37
Generating and analyzing ideas
Examining solution alternatives
Making decisions and gaining consensus
Traditional Work Groups Teams
Leaders dominates and controls the team
The leader is facilitator and coach
Goals set by organization Goals set by team members
Leader conducts meetings
Meetings are participative discussions
Leader assigns work Team plans work assignments
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
To solve problems by drawing on the talents of variety of individuals.
To foster togetherness in the church committees while tackling projects.
To reduce or eliminate a lack of communication among members on projects that concerns all.
To heighten productivity by encouraging an atmosphere of cooperation.
To achieve a solution that might be unpopular to some but is the desire of the majority.
To lighten the workload of the Parish Priest (this requires delegation.)
To make workers transfer knowledge to one another to save costs (People need training.)
To determine the opinions and working styles of the church workers (the church/parish need improved communication.)
To get the church workers to work harder (they need better supervision or motivation and rewards.)
What are the different types of teams available?
Have you ever worked in a team and what was your experience?
Do you belong to any committee in the church? How can you explain the different behaviours of team members to the success of good team building?
Understand how and why people work together- the psychology of team-building – and consistently put your knowledge to use.
Set goals, objectives and checkpoints to keep team projects on track
Select the right people to be on your team. Look for their full potential and cultivate it.
Demand the most from yourself and your skills as team leader. Challenge yourself and the team throughout the project, and inspire others to follow you.
Delegate with tact and thoroughness. Let others’ skills help you do your work. Allow others to grow through the tasks you assign them.
Motivate your team by giving them their needs and wants, and by rewarding them.
Communicate with your team in a concise manner. Have the team give you feedback to demonstrate they understand your message.
Eliminate problems quickly when they arise. Confront the difficult situation, determine what action you should take, keep team members informed, if appropriate, then move on to other matters.
Give rewards. Reward the whole team, not individuals.
Instill team spirit. Monitor team morale and togetherness, and keep it running at an optimum pace.
When people believe in each other, when they believe that each team member will bring superior skills to a task or responsibility, that disagreements or opposing views will be worked out reasonably, that each member’s view will be treated seriously and with respect, that all team members will give their best effort at all times, and that every one will have the team’s overall best interest at heart, then excellence can become a sustainable reality.
Merci
IIMCHL