Team building
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TEAM BUILDING WORKSHOP TEAM BUILDING WORKSHOP ORGANIZED BY ORGANIZED BY SURKHET CHAMBER OF COMMERCE SURKHET CHAMBER OF COMMERCE & INDUSTRIES (SCCI) & INDUSTRIES (SCCI) FACILITATED BY FACILITATED BY C P RIJAL, PHD IN LEADERSHIP C P RIJAL, PHD IN LEADERSHIP SUPPORTED BY SUPPORTED BY GIZ/INCLUDE GIZ/INCLUDE 29-30 JUNE, 2013 29-30 JUNE, 2013
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This presentation will remain available for free public access for a week only and it includes basic concepts, tools, techniques and icebreaker games for work group and work team building
Transcript of Team building
TEAM BUILDING WORKSHOP TEAM BUILDING WORKSHOP
ORGANIZED BYORGANIZED BYSURKHET CHAMBER OF SURKHET CHAMBER OF
COMMERCE & INDUSTRIES COMMERCE & INDUSTRIES (SCCI)(SCCI)
FACILITATED BYFACILITATED BYC P RIJAL, PHD IN LEADERSHIPC P RIJAL, PHD IN LEADERSHIP
SUPPORTED BYSUPPORTED BYGIZ/INCLUDEGIZ/INCLUDE
29-30 JUNE, 201329-30 JUNE, 2013
We represent different We represent different business institutions business institutions including including manufacturing, manufacturing, trading and services.trading and services.
We are a socially We are a socially mandated body to act mandated body to act with enthusiasm, with enthusiasm, commitment and commitment and provide direction to provide direction to the business the business community in and community in and around around Surkhet district.Surkhet district.
We are an elected We are an elected body to shoulder the body to shoulder the responsibility of responsibility of promoting business. promoting business.
We have only one We have only one vision – we see vision – we see Surkhet economically Surkhet economically more prosperous since more prosperous since it will be promoted as it will be promoted as the hub of all sectoral the hub of all sectoral development in the development in the region.region.
Our mission is to Our mission is to promote business in promote business in and around Surkhet and around Surkhet by every means by every means possible; we are in a possible; we are in a mission of mission of transforming Surkhet transforming Surkhet into economically into economically more viable place.more viable place.
Our aim is to Our aim is to create, promote create, promote and safeguard and safeguard business as a business as a socially socially responsible responsible institution.institution.
We have one identity – We have one identity –
Team SCCI Team SCCI !!
We, as team SCCI, can better act to support group OSS on We, as team SCCI, can better act to support group OSS on its mission to promote the culture of entrepreneurship and its mission to promote the culture of entrepreneurship and
business innovationbusiness innovation
OSS @ SCCIBusiness
counseling
Business acculturation
Business promotion
Research and innovation
Investment management
Business development
Business information
Facilitation
Definition of a Group
A collection of
individuals, the members
accept a common task,
become interdependent
in their performance,
and interact with one
another to promote its
accomplishment.
What is a Group?A group is defined as
two or more individuals interacting and interdependent, who have come together to achieve particular goal.
Group work is often seen as a set of people working together to achieve a common goal.
Work Group“Each member is conscious about their own and others existence within the group … members have common aims or ideals that to some extent bind them together … members influence and respond to each other in the process of communicating” - Jaques, 2000.
Characteristics of a Group
Collection of People
Interaction and interdependence
Similar interests
Common goals
Role differentiation
Why do people join groups?
SecurityStatusSelf-esteemAffiliationPowerGoal achievement
Small groups Large groups Primary groups Secondary
groups Coalitions Membership
groups Reference
groups
Command groups
Task groups
Friendship groups
Interest groups
Types of GroupsTypes of Groups
The Five-Stage Model
Adjourning/MourningCompletion, ending or evolution
PerformingAchieving the purpose
NormingAgreeing purpose and conduct
StormingResolving differences
FormingInitial meeting together
Stages of Group DevelopmentStages of Group Development
Cont…Forming stage. Initial entry of members to a
group.Members concern’s include:
• Getting to know each other.• Discovering what is considered
acceptable behavior.• Determining the real group task.• Defining group rules.
Forming…
Cont…Storming stage.
A period of high emotionality and tension among group members.
Members concern’s include:• Formation of coalitions and cliques.• Dealing with outside demands.• Clarifying membership expectations.• Dealing with obstacles to group
goals.• Understanding members’
interpersonal styles.
Cont…Norming stage.
The point at which the group really begins to come together as a coordinated unit.
Members concern’s include:• Holding the group together.
• Dealing with divergent views and criticisms.
• Dealing with a premature sense of accomplishment.
Cont…Performing stage.Performing stage.Marks the emergence of a
mature, organized, and well-functioning group.
Members deal with complex tasks and handle internal disagreements in creative ways.
Primary challenge is to continue to improve relationships and performance.
Cont…Adjourning stage.
Particularly important for
temporary groups.
A well-integrated group is:
• Able to disband when its
work is finished.
• Willing to work together in
the future.
It helps shape the behavior of its members, predict the behavior and guide the performance of the group as a whole.
Group Structure
Groups of 5-7 members exercise the best elements of both small and large groups.
Social Loafing - The tendency for individuals to expend less effort when working collectively than when working individually.
Group Structure
Group Structure
1.Size & CompositionSize is the number of persons in group
which affects group behavior and composition is degree of similarity or difference among group members.
Large groups Small groups
Group Structure
2.RolesRoles deal with what people doRole is a set of position related expected
behavior patterns in a social unit
Task Oriented roles
Relation oriented role
Group Structure3. Norms
Norms are the acceptable standards of behavior shared by group members
Norms influence the behavior of group members that apply to all group members
Performance NormsAppearance NormsSocial Arrangement
NormsResource allocation
norms
Group Structure 4.Status4.StatusStatus is a socially defined
rank given to groups or group members by others
Status symbol Status equity
The processes that go on within a work group e.g.
communication patterns, group decision processes,
leader behaviour, power dynamics, conflict
interactions etc.
Synergy, and
Social
Facilitation
effect.
Group Processes
Complexities of Work Groups
Diversity Communication gapInterpersonal
differences personal skill
competenceConflicts
Work Teams
Work Team Temporary or
ongoing task group whose members work together to identify problems, form consensuses about actions to be taken, and implement the most viable ones.
TYPES OF TEAMSTYPES OF TEAMSWork team: group of individuals who cooperate in completing a set of tasks.
Integrated work team: group that accomplishes many tasks by making specific assignments to members and rotating jobs among them as the tasks require.
Autonomous (or self-managing) work team: given almost complete autonomy in determining how a task will be done.
Entrepreneurial team: group of individuals with diverse expertise and backgrounds.
Quality circles: comprise small groups of employees who work on solving specific problems related to quality and productivity, often with stated targets for improvement.
PUTTING THE TEAM TOGETHERForming a team involves a great deal more than just
throwing several people together and assigning them a goalEffectiveness of a team begins to diminish over 12
members. Ideal size is typically centered around 6 and can drift as
high as 9.When formal groups are established with large numbers,
they inevitably partition into subgroups.When considering the size of a team, a firm must also be
conscious of the necessity of assembling a diversity of skills and functional expertise
NORMS IN THE TEAM CONCEPT Teams cannot work effectively to accomplish their
goals if they do not establish norms by which they will operate.
Group norms are not designed to cover every conceivable situation in which a team might become involved they address only those situations which are significant to the team.
Not all norms apply to every team member
CONFORMITY TO NORMS Individuals conform to team norms for a variety of
reasons.People generally feel more comfortable in groups
whose members share some common personal factors.
Intelligence is also an important factor in group conformity.
Situational factors are also integral part in the team concept. Such factors include the size of the group.
Building a team Successful team building, that creates effective, focused work teams. Requires attention to each of the following.
Clear Expectations
1. Has executive leadership
clearly communicated its
expectations for the team’s
performance?
1. Do team members understand?
2. Why the team was created?
3. Is the organization demonstrating constancy of purpose in supporting the team with resources of people, time and money?
4. Does the work of the team receive sufficient emphasis as a priority in terms of the time, discussion, attention and interest directed its way by executive leaders? [email protected] 47
Contexts
1. Do team members understand why they are participating on the team?
2. Do they understand how the strategy of using teams will help the organization attain its communicated business goals?
3. Can team members define their team’s importance to the accomplishment of corporate goals?
4. Does the team understand where its work fits in the total context of the organization’s goals, principles, vision and values?
Commitment
1. Do team members want to participate on the team?
2. Do team members feel the team mission is important?
3. Are members committed to accomplishing the team mission and expected outcomes?
4. Do team members perceive their service as valuable to the organization and to their own careers?
5. Do team members anticipate recognition for their contributions?
6. Do team members expect their skills to grow and develop on the team?
7. Are team members excited and challenged by the team opportunity?
Competence 1. Does the team feel that it has the appropriate people participating?
2. Does the team feel that its members have the knowledge, skill and capability to address the issues for which the team was formed?
3. If not, does the team have access to the help it needs?
Charter
1. Has the team taken its assigned area of responsibility and designed its own mission, vision and strategies to accomplish the mission.
2. 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?
Control 1. Does the team have enough freedom and empowerment to feel the
ownership necessary to accomplish its charter? 2. At the same time, do team members clearly understand their
boundaries? 3. How far may members go in pursuit of solutions?
Collaboration 1. Does the team understand team and group process? 2. Do members understand the stages of group development? 3. Are team members working together effectively interpersonally? 4. Do all team members understand the roles and responsibilities of team
members?5. Can the team approach problem solving, process improvement, goal
setting and measurement jointly? 6. Do team members cooperate to accomplish the team charter?
Communication 1.Are team members clear about the priority of their tasks? 2. Is there an established method for the teams to give
feedback and receive honest performance feedback? 3.Does the organization provide important business
information regularly? 4.Do the teams understand the complete context for their
existence?
Creative Innovation 1. Is the organization really interested in change? 2.Does it value creative thinking, unique solutions, and new
ideas?3.Does it reward people who take reasonable risks to make
improvements?4.Or does it reward the people who fit in and maintain the
status quo? 5.Does it provide the training, education, access to books and
films, and field trips necessary to stimulate new [email protected] 52
