TEAM BUILDING WORKSHOP

National Leadership AcademyDelta Sigma Theta Sorority, Inc.

TEAM BUILDING WORKSHOP

National Leadership AcademyDelta Sigma Theta Sorority, Inc.

TEAM BUILDING WORKSHOP

National Leadership AcademyDelta Sigma Theta Sorority, Inc.

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AGENDA

• Introductions• Meditation• Workshop Purpose• Definitions• Characteristics of Effective Teams• Key Factors of Team Development• Skills Assessment• Learning Activity 1• Team Building Roles• Team Subverting Roles• Learning Activity 2• Communication/Listening/Consensus• Debriefings• Wrap-up and Workshop Evaluation

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Goal

• The goal of this workshop is to provide groups with applicable and necessary skills needed to participate as an active member of a team.

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Objectives• Understand the meaning of team and team

building.• Understand each stage of team development

and its impact on individual behavioral types. • Understand how teamwork as a strategy can be

utilized to improve communication and enhance trust.

• Improve the quality of group planning, decision-making, problem-solving and communication strategies.

• Build trust with team members. • Execute an action plan to ensure high-

performing team behavior.

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Why Do Team Building Activities?

• Produce the best results relative to available resources, skills and knowledge.

• Maximize the contributions of group members.

• Assist group members in working together toward a common goal.

• Create an environment that promotes collaboration between group members.

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What is a Team?

• A team is a small group (work group) of people who have complementary skills and are committed to a common purpose, performance goal, and approach for which they are mutually accountable.(Katzenbach and Smith, 1993)

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What is Team Building?

• Team building is the process of enabling a group of people with the necessary skills to reach a common goal while evolving into a cohesive unit. (Kendra Johnson, October 2006)

• Team building is an effort in which a team studies its own process of working together and acts to create a climate that encourages and values the contributions of team members.

(Arnold Bateman, June 1990)

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Types of Teams

• Task Force

• Problem Solving Team

• Product Design Team

• Committee

• Work Group

• Work Team

• Quality Circle

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Characteristics of Effective Teams

• Clear unity of purpose• Group consciousness about its

operations• Clear and demanding performance

goals• Informal, comfortable, relaxed

atmosphere• Discussions involving all team members

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Characteristics of Effective Teams

• Freedom to express feelings and ideas

• Healthy disagreement

• General agreement on decisions

• Individual responsibility

• Comfortable, open, frank criticism

• Shifts in leadership

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Stages of Group Development

• Formation:– Start-up tasks– Developing the mission– Creating team traditions– Accepting new team identity

• Familiarity– Getting to know each other– Appreciating each other– Opening self to risks

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Stages of Group Development

• Power– Show their colors– Disagree (in healthy manner)– Rebel against leader

• Performance– Work together effectively– Solve problems– Make decisions

• Synergy– High degree of unity– Commitment to mission– Energy and enthusiasm

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Key Factors Necessary for Team Development

• Open and clear communication

• Trust among group members

• Commitment from all group members

• Individual and group accountability

• Purpose

• Involvement

• Process orientation

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Open and Clear Communication

• Communication occurs amongst the group members.

• Group members should be direct with their input.

• Group members should discuss errors without personal attacks.

• Group members can reach consensus.

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Trust Among Group Members

• Express true feelings

• Put everything out

• Listen without judging

• Exhibit integrity and honesty

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Commitment from All Group Members

• Individual buy-in needed from each member.

• Group members must view their commitment as important or useful to achieving the goal.

• Group members need to think of themselves as one team.

• Individuals give and take to move process.

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Individual and Group Accountability

• Decisions are made as a result of input from all group members not from input from a few.

• Have clear decision-making processes

• Identify expectations

Source: Weiss & Molinari, 2005, p. 171.

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Purpose

• What is the team’s vision?– Destination– Ideal future– Goals and philosophies

• What is the team’s mission?– What’s done? To whom? How? Why?– Reason for being– Future accomplishments

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Involvement

• Partnership

• Ownership– How involved are you in the team’s

mission?

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Process Orientation

• Tools

• Activities

• Processes

• Structures

Necessary for dealing with the day-to-day operation of the team

Learning Activity 1Skills Assessment

Complete pages 9 &10

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Team Building Roles

• Supporter

• Harmonizer

• Mediator

• Gatekeeper

• Summarizer

• Group observer

• Compromiser

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Team Subverting Roles

• Shutting Off• Analyzing or Labeling• Dominating• Yes-Butting• Nay-saying• Others?

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Modes of Communication

• Aggressiveness: All about you. No consideration for the rights and dignity of others. Aggressive comments put down, embarrass, and humiliate.

• Assertiveness: Primarily about you, but may include others. Your needs and wants are expressed in a manner that’s accepted by others. Assertive comments convey unpleasant information in a non-threatening, non-abrasive manner.

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Modes of Communication

• Responsiveness: Primarily about others. Secondarily about you. Responsiveness recognizes that others bring strength, resources, and differing perceptions to a situation and are enlisted in solving problems.

• Non-Assertiveness: Totally others. It’s not about you. Abdicate your responsibility and surrender your rights. Non-assertiveness almost invites others to take advantage of the no-assertive person.

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Listening

• Receiving information from speakers, team members, or self in a non-judgmental and empathetic manner

• Acknowledging the speaker in a manner that invites communication to continue

• Providing limited, encouraging input to the speaker.

• Taking an active rather than a passive role.

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Listening Styles

• Faker

• Dependent listener

• Interrupter

• Self-conscious

• Intellectual listener

Listening, the Forgotten Skill. Madelyn Burley-Allen

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Consensus

• A collective opinion arrived at by a group of individuals working together under conditions that permit communication to be sufficiently open--and the group climate to be sufficiently supportive--for everyone in the group to feel that he has had his fair chance to influence the decision. Elaine McEwan

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Arriving at Consensus

• Encourage all team members to provide input.

• Emphasize the positive factors to be considered.

• Explore the negatives. How serious are they?

• Continue to highlight the areas of agreement.

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Stages of Consensus

• Presentation of proposal

• Clarifying questions

• Discussion

• General feelings on the proposal

• Call for major objection or strong concern

Learning Activity 2Small Group Activity

Lost on the Moon

Participant’s manualPage 17

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My T.E.A.M. Action Plan

Name:_______________________________________       Date:__________

Team Players (Committee members, etc.) _______________________________ __________________________________________________________ __________________________________________________________ __________________________________________________________ ___________________________

My Strategy (What will I do to build my team?): __________________________________________________________________________________________________________________________________________________________________________________________________________________ ______________________________________________________________________Actions That Worked (Which of my strategies worked well): ________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________Areas Requiring Improvement (What strategies will I reconsider?): ______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

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Summary/Review

• The group becomes a team• Characteristics of effective teams• Key factors for team development• Team building roles• Team subverting roles• Communication• Listening• Reaching consensus• My T.E.A.M. Action Plan

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Go T.E.A.M.

Give me a “T!”T is for Trust.

I want to be open with you. I want to take a risk with you because I trust you. You can take the risk of being

open with me.

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Go T.E.A.M.

Give Me an “E!”E is for Enthusiasm.

Demonstrate interest and belief

in the project. Show participants how important the project

is to you.

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Go T.E.A.M.

Give Me an “A!”A is for Action

Act on what you believe to be important. Be powerful and

valuable team members by taking action.

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Go T.E.A.M.

Give Me an “M!”M is for Motivation.

Motivate your team members to use their determination, energy, know-

how, and expertise to make a personal commitment to be more productive and valuable.

Thank you for attending our workshop

Please complete the evaluation form and return to the facilitator.

TeambuildingWorkshop

National Leadership Academy Delta Sigma Theta Sorority, Inc.