CLASS OUTLINEMONDAY 16 MARCH 09

• COLLECT CASE STUDY -• DO CASE STUDY -

• TEAMWORK

• CASE STUDY HOME WORK

TEAM WORK

• TEAMWORK AND TEAMS

• WE’RE A PACK ANIMAL. FROM EARLIEST TIMES WE HAVE USED THE STRENGTH OF THE GROUP TO OVERCOME THE WEAKNESS OF THE INDIVIDUAL. AND THAT APPLIES AS MUCH AS TO BUSINESS AS TO SPORT – Tracy Edwards

BRAINSTORM

• What is team work?

• What are the benefits of teamwork?

• What are the team cultures of performing vs. non performing team

Team CulturesPoor Performing Team

Feelings – • Threatened• In personal danger• Low self esteem• Poor team image• Low team identity

Behaviors• Excessive Politeness or Open Conflict• Excessive competition between

members• Underlying or expressed hostility• Withdrawn members Vs Dominating

members• Lack of cooperation• Infighting• Personality clashes

• Game playing• Put off decisions• Achieving little – a lot of pretence• Blaming & Scapegoating• Focus on problems

Results• Stress• Lack of enjoyment• Poor participation• Clichés formation• Stereotyping• Hidden Agendas• Poor or no team spirit• Poor results• Dominant leadership

High Performing Team

Feelings – • Secure/ Unthreatened• Strong team identify• Sense of Fun• Enthusiasm• Mutual Trust• Energetic

Behaviors• Energies/Abilities are task directed• Open & honest communication• Openly agree to disagree with no

underlying or personal hostility• Active listening – what is this?• Respect for individual differences• Win – Win • Focus on Solutions• Anticipate others needs• Self discipline

Results – • Task achievement• Camaraderie• Enjoyment• Team Spirit• Change introduced smoothly• Creativity• Mutual acceptance• ‘Hands Off’ leadership• Emphatic relationships• Smooth Coordination of effort• Commitment to goals and to the team

• LEADING A GROUP OF INDIVIDUALS IN ONE THING – BUILDING AND LEADING A HIGHLY MOTIVATED HIGH PERFORMING WORK TEAM IS A CHALLENGE

• TYPES OF TEAMS• QUALITY CIRCLES – cutting defects, reduce rework in factories- stem of TQM –

employees involved in problem solving and decision making –work processes, methods using technique to identify, analyse & solve problems –

• CLEAR SHARED GOALS• FOCUSSED AND SYSTEMATIC• SUPPORTIVE SYSTEMS AND ENVIRONMENT• TRAINED AND WILLING MEMBERS• SKILLED LEADER• FREQUENT FEEDBACK• MUTUAL RESPECT• FUN, COOPERATION• SENSE OF ACHIEVEMENT• REWARDS• CROSS FUNCTIONAL TEAMS- Cutting out middle management – produce more with

less – across a wider spectrum of skills /functions / departments – IRD – • PROCESS ISSUES• RISK TAKING• EXPIREMENTATION• CONTINUOUS IMPROVEMENT• INTERPERSONAL SKILLS• SELF MANAGED TEAMS – Empowered to make and take decisions- leadership rotates

– parameters set by experienced leader who sets the team.• VIRTUAL TEAMS – Use technology platform – work and implement decisions • PROJECT TEAMS –

CHARECTARISTICS OF EFFECTIVE TEAM

• TEAM PURPOSE CLEAR• KEY RESULT AREAS/KEY PERFORMANCE INDICATORS SPECIFIED AND

MEASURABLE – Usually 5 – 9• E.g.:• MEASURES OF SUCCESS – SMARTT• S – Specific• M – Measurable• A- Achievable/Ambitious• R- Related to overall objectives or goals• T – Time framed• T – Track able or easily monitored• PARTICIPATION• COMMUNICTION – KEY• SUCCESS STORIES• LISTENING• QUESTIONING• DISCUSSION

CLASS OUTLINEMONDAY 23 MARCH 09

• RESTAURANT SESSIONS

• TEAMWORK – CONTINUED

• TEAM BUILDING EXERCISE

• TEAM BUILDING

• CASE STUDY HOME WORK

Team Building

• Establish a common goal• Train the team• Provide the team with constant Communication

– Build Trust• Be enthusiastic at all times• Execute the agreed plan• Recognise, reward and motivate the team• Evaluate process regularly - Feedback• Leadership Style• Respect & Recognition

• TEAM MEMBERS – PERSONALITY TYPES – WHAT IS PERSONALITY?

• That which concerns the condition, state, and capacity of persons. That which constitutes distinction of person; individuality. Something said or written which refers to the person,

conduct, of some individual

• DOMINANT DIRECTORS – Take the lead, dominating personality

• INTERACTING SOCIALISERS – sense of fun, enthusiasm,

talkative people, flexible, helping others – lack of detail

• STEADY RELATORS – consistent people, ‘glue’ that binds team,

back seat drivers, good listeners, loyal and helpful

• CONSCIENTIOUS THINKERS– eye for detail, checking on

things, realistic people, systematic & organised, accurate and detailed, time keepers

• Stages of Team Building• FORMING – SET PARAMETERS& METRICS, TRAIN TEAM AND

DEVELOP MISSION STATEMENT –WE DO, WE COULD DO, WE WON’T DO & WE CAN’T DO

• STORMING – DIFFERENCES IN VALUES, STYLES, LOW

PRODUCTIVITY – STRONG LEADERSHIP IS THE KEY – FOCUS ON GOALS AND MISSION – USE SITUATIONAL LEADERSHIP STYLE

• NORMING –NURTURE & DEVELOP TEAM NORMS E.g. – INSIST ON

HIGH QUALITY OR WE PUT CUSTOMER FIRST…..- MEMBERSHIP TRUST GROWS AND FUN BEGINS

• PERFORMING- SYNERGY, HARMONY,HIGH PRODUCTIVITY,

CREATIVITY IS ACHIEVED COLLECTIVELY – BALANCE STRENGTH AND WEAKNESS- ADULTHOOD – CLARITY IN GOALS, BALANCE OF PROCESSESS AND RELATIONSHP ISSUES, TEAM SPIRIT, AUTONOMY – HANDS OFF LEADERSHIP

HOW TO KEEP TEAMS GROWING – AS A LEADER• SUPPORT THE TEAM – Celebrate Success – Evaluate progress - both task and process• TEAM SUCCESS – Celebrate together

• TRAINING – Both new and old members• REVIEW TEAM GOAL – Refocus, Set New Goals• TEAM PROCESS/TASKS – Review and Update as necessary• ROTATE ROLES – Keep morale & Cross train• PARTICIPATION – Consensus decision making• REWARD – Acknowledge and reward• COMMUNICATE – Periodical meetings & information flow• BALANCE – Aim to keep a balance of skills and personalities in the team• SPOKESPERSON – Liaison, Disseminator, Negotiator, Defender of team• TREAT INDIVIDUALLY – Respect as a person and value & trust them

SUPPORTIVE TEAM ROLES Vs NON SUPPORTIVE TEAM ROLES –

IN GROUPS OF FIVE WRITE WHAT ARE SOME OF THE

1. BEHAVIOURS

2. FEELINGS

3. MANNERS

Functional Vs Non -functional roles of team membersFunctional RolesTask Roles• Information & Opinion Seeker• Analyzer• Information & Opinion Giver• Idea Builder • Coordinator• Summarizer• Ideas Person• Systems Organizer• Standard setter• Imitator• Clarifier• Teacher/Coach/Trainer• MediatorProcess Roles• Clown(relieves tension)• Gatekeeper• Encourager, Compromiser

Non Functional RolesTask Roles• Idea squasher• Dominator & Competer• Aggressor• Critic• Enthusiasm Deflater• Dissenter• Stubborn Donkey• Subject Changer• Saboteur• Manipulator• Sympathy Seeker• Complainer• Show OffProcess Roles• Disruptive Clown• Withdrawer• Yea Sayer• Sarcastic remarker• Snigger/Cynic

• Why is communication important in a team?

To communicate • overall enterprise objectives

• rationale for management decisions • changes in enterprise policies

• marketing information and targets• business performance information (including financial)

• technology updates• plans for new equipment• training developments

HOME WORKHALF A PAGE PER TEAM – BULLET POINTS & TYPED

• FIND OUT WHAT ARE SOME OF THE CHARECTARISTICS OF TEAM OF

• GEN X – PEOPLE BORN FROM 1965-1980

• GEN Y- PEOPLE BORN AFTER 1980 +• BABY BOOMERS- PEOPLE BORN BETWEEN 1944-1964

AND HOW CAN YOU LEAD THEM EFFFECTIVELY

EMAIL ANSWERS: sriram.ramanathan@tafensw.edu.au