team development !

Teamwork

1. Perception (How u see things)

2. Listening and speaking

3. Tuckman’s model

4. Providing and receiving feedback

Training Outline

Agenda

1) Perception2) Listening &Speaking3) Tuckman`s model4) Providing & Receiving feedback

Is team work important ?

Show time

Perception Stereotyping Primacy

› First impressions

Recency› Most recent information dominates

perceptions

Halo/Horn› One trait forms a general impression

Projection› Believing other people are similar to you

Self-Fulfilling Prophecy Cycle

Person (A)forms

expectations

Expectationsaffect person (A)

behavior

Person (B)behavior matches

expectations

• Person (A)’s• behavior affects• Person (B)

Listening

“The deepest hunger of the human heart is to be understood.”

Stephen. Covey

Levels of Listening Listening Behavior Effective Techniques

Levels of Listening

Ignoring

Pretending

Selective

Active

Empathic

Listening Behavior1.Focus

Be quiet Maintain a listening posture Make encouraging gestures & sounds

2.Reflect Restate content Reflect feelings in words & actions

3. Summarize State your understanding of the situation

Effective Techniques

› Take notes if you begin to day-dream

› Identify words that trigger your anger & control your reaction

› Don’t go into a communication process with your mind already made up

Effective Techniques

Don’t prepare your response while someone is still talking

If you realize you’re not listening, move forward in your seat, or if standing, move towards the speaker

Speaking Speaking Behavior Effective techniques

Speaking BehaviorOrganize

Determine other person’s needs Decide what results you want

Express Introduce the topic State & support your idea Address other person’s concern “What’s in

it for me?”

Check Check for a reaction

Effective Techniques

› Market your message› Use positive words instead of “not’s”› Differentiate between response & feedback

“Between the actions & reactions lies the gap of freedom.”

› Give balanced feedback at the appropriate time

› Be specific & clear› Ensure understanding

Listening & Speaking

Focus

Reflect

Summarize

Organize

ExpressCheck

Show time

Tuckman’s Model of Team Development

Tuckman’s Model

1- Forming stop, ask , why isthis team herer?

Members:

Eager

Positive

Anxious

Doubtful

Tuckman’s Model

2- Storming

Arguments

Conflicts

Low Morale

Disagreements

Why ?!

Tuckman’s Model

3- Norming

Resolving issues

Updating team processes

Setting up team policy

Developing tools

Increasing Productivity

Tuckman’s Model

4- Performing

Open communication

Friendly relationships

Controlled Environment

Best Output

Tuckman’s Model

I have a Question!

Is it really that simple

How to be an Effective Team Member

Team Playin

g

People

Team Playin

g

Task

Intrapersonal

Interpersonal

People

Team Playin

g

Task

Output Time

Intrapersonal

Interpersonal

People

Team Playin

g

Task

Output Time

Characteristics of an Effective Team Member

Intrapersonal Traits

Characteristics of an Effective Team Member

1. Punctuality

Respect the value of people’s time!

Respect the value of people’s time!

Characteristics of an Effective Team Member

2. Flexibility

Give in, Compromise, and Accept options!

Characteristics of an Effective Team Member

Balance your life priorities!

3. Commitment

4. Problem / Conflict Solving

Characteristics of an Effective Team Member

Be Solution Oriented!

Characteristics of an Effective Team Member

Be dependable & up to it!

5. Reliability

Intrapersonal

Interpersonal

People

Team Playin

g

Task

Output Time

1. Achieve High Results

1. Performance vs. Objectives

2. Output Quality vs. Quantity

3. Task time / Deadlines

Intrapersonal

Interpersonal

People

Team Playin

g

Task

Output Time

2. Maintain Good

Communication

Employers’ Views

The survey was carried out by James Madison University – USA.

The values given in the left is the 2005 survey. The values given in the right in brackets is the

2000 survey.

Positive Principles for Effective Communication

In Forming Stage

Be friendly, and smile at people

In Forming Stage

Avoid forming first impressions!

In Forming Stage

In Forming Stage

Memorize people’s names very well

In Storming Stage

Don’t criticize, blame, or complain

In Storming Stage

In Storming Stage

Avoid getting into arguments

Maintain a pleasant attitude

In Storming Stage

In Norming & Performing Stages

In Norming & Performing Stages

Show respect for other people’s opinions

Accept people as they are

In Norming & Performing Stages

Recognize and admit your mistakes quickly

In Norming & Performing Stages

In Norming & Performing Stages

Learn how to use your mobile please!!

In Norming & Performing Stages

Be thankful, even for small things

3. Deal With Feedback

• Providing Feedback&

• Receiving Feedback

Providing Feedback

Learn how to give feedback!

Before Providing Feedback…

Ask yourself:1. Why am I giving this feedback in the

first place? Is it because I’m honestly trying to help or just because I’m a jerk?!

2. Is the criticism necessary and appropriate? Does it have a great impact on the “grander scheme of things”, or am I just being nitpicky. Will discussing on this issue be worth the time and effort?

Providing Feedback

1. Only give feedback to people you have credit with

Providing Feedback

2. Choose the right time for giving

feedback!

Providing Feedback

3. Make your feedback constructive &

helpful

Providing Feedback

4. Mention some positives (The

Sandwich!)

Providing Feedback

4. Mention some positives (The

Sandwich!)

Providing Feedback

5. Provide to feedback seekers only!

Providing Feedback

6. Criticize the performance not the

performer

Providing Feedback

7. Provide feedback to behaviors that

can be changed

Providing Feedback

8. Be specific

Providing Feedback

1. Only give to people you have credit with

2. Choose the right time for giving feedback!

3. Make your feedback constructive & supportive

4. Mention some positives (The Sandwich!)

5. Provide to feedback seekers only!

6. Criticize the performance not the performer

7. Provide feedback to behaviors that can be changed

8. Be specific

Receiving Feedback

Deal with the Feedback on 4 stages!

1. Listen & Understand

2. Validate

3. Decide

4. Take Action!