Building the Team

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Building the TeamBuilding the Team

Team v GroupTeam v Group

Castle College, NottinghamCastle College, Nottingham 22

‘ “ ‘ “ The joy of working harmoniously The joy of working harmoniously with small groups of people who are with small groups of people who are dedicated to something bigger than dedicated to something bigger than themselves, and are completely loyal themselves, and are completely loyal to each other, counts in my to each other, counts in my experience as one of the most experience as one of the most rewarding things in life,” a senior rewarding things in life,” a senior manager told me. Most of us would manager told me. Most of us would agree with him.’agree with him.’

- John Adair (1987), Effective Teambuilding, Pan- John Adair (1987), Effective Teambuilding, Pan


Lecture ObjectivesLecture ObjectivesTeam vs GroupTeam vs GroupWhat is a team?What is a team?Comparing, BenefitsComparing, BenefitsCulture, ClimateCulture, Climate


Team vs GroupTeam vs GroupConcise Oxford Dictionary:Concise Oxford Dictionary:

‘A Group is a number of persons or ‘A Group is a number of persons or things located close together, or things located close together, or considered or classed together’considered or classed together’

Does this define a team?Does this define a team?


Activity – What is a Team?Activity – What is a Team?Which ones in the list are teams?Which ones in the list are teams?

The runners in a marathon raceThe runners in a marathon raceA group of volunteers staffing a charity shopA group of volunteers staffing a charity shopThe members of two families attending a The members of two families attending a weddingweddingEight nurses working on a hospital children’s Eight nurses working on a hospital children’s ward, not always on the same shiftward, not always on the same shiftAll the stewards and stewardesses of an All the stewards and stewardesses of an airlineairlineA group of children sharing a ride on a A group of children sharing a ride on a fairground roundaboutfairground roundabout

In groups, write a definition for a teamIn groups, write a definition for a teamp.4 - read


Self-managed work teamsSelf-managed work teams‘‘Self-Managing Work Teams offer a radical Self-Managing Work Teams offer a radical alternative – one which allows individuals to alternative – one which allows individuals to grow beyond their wildest expectations, and grow beyond their wildest expectations, and at the same time allows unprecedented at the same time allows unprecedented levels of output and quality improvement.levels of output and quality improvement.This is more than just a restructuring, more This is more than just a restructuring, more than simple quality improvement, more than than simple quality improvement, more than creating a learning organisation – it is a creating a learning organisation – it is a completely different way of life’completely different way of life’- Graham Wilson (1995), Self Managed Team Working- Graham Wilson (1995), Self Managed Team Working


Comparing TeamsComparing TeamsFactors used to compare teamsFactors used to compare teams

Type of work*Type of work*Size of the team*Size of the team*Type of organisationType of organisation(e.g. government v private)(e.g. government v private)Team’s background and history*Team’s background and history*Technology*Technology*Organisational cultureOrganisational culture(Team Culture)(Team Culture)Formal or Informal working relationshipsFormal or Informal working relationships


Benefits of teamsBenefits of teamsActivity – what do you think are the Activity – what do you think are the benefits of being in a team?benefits of being in a team?BenefitsBenefits– Companionship, Companionship, – sense of purpose, sense of purpose, – support, support, – sense of belonging, sense of belonging, – assistance with problemsassistance with problems


What do teams need?What do teams need?Activity – what do you think teams Activity – what do you think teams need?need?

Teams need:Teams need:– Clear objectives and terms of referenceClear objectives and terms of reference– Support from management, and Support from management, and

adequate resourcesadequate resources– A base – a ‘territory’ of its ownA base – a ‘territory’ of its own


Personal QualitiesPersonal Qualities

Dependability / ReliabilityDependability / ReliabilityLoyaltyLoyaltyIntegrityIntegrityFairnessFairnessDeterminationDetermination


Interpersonal SkillsInterpersonal SkillsAbility to InspireAbility to InspireOpennessOpennessEmpathyEmpathyFirmnessFirmnessFlexibilityFlexibilityHumourHumourInterest in people*Interest in people*Emotional IntelligenceEmotional IntelligenceDeveloping a culture of trustDeveloping a culture of trust


Activity – Ideal teamActivity – Ideal team

1.1. Working on your own list 8 factors that Working on your own list 8 factors that would be found in your ideal team in would be found in your ideal team in priority order – most important first, or priority order – most important first, or use numbers use numbers (5 min)(5 min)

2.2. Working in pairs repeat the exercise and Working in pairs repeat the exercise and come up with an agreed top 5 list come up with an agreed top 5 list (10 min)(10 min)

3.3. Working as a whole group repeat the Working as a whole group repeat the exercise and come up with an agreed top exercise and come up with an agreed top 5 list (20 min)5 list (20 min)

Talkback - Notes


What is Culture?What is Culture?The conventional behaviour of people The conventional behaviour of people in an organisation that encompasses in an organisation that encompasses beliefs, customs, knowledge and beliefs, customs, knowledge and practicespracticesThe set of spoken or unspoken rules The set of spoken or unspoken rules and values that form over time and and values that form over time and guide organisational behaviourguide organisational behaviourIndividual leaders cannot easily Individual leaders cannot easily create or change culturecreate or change culture


Organisational CultureOrganisational Culture‘‘In organisations, there are deep-set beliefs In organisations, there are deep-set beliefs about the way work should be organised, about the way work should be organised, the way authority should be exercised, the way authority should be exercised, people rewarded, people controlled… What people rewarded, people controlled… What combination of obedience and initiative is combination of obedience and initiative is looked for in subordinates? Do work hours looked for in subordinates? Do work hours matter, or dress, or personal eccentricities?matter, or dress, or personal eccentricities?… Do committees control, or individuals? Are … Do committees control, or individuals? Are there rules and procedures or only results? there rules and procedures or only results? These are all parts of the culture of an These are all parts of the culture of an organisation’organisation’- Charles Handy (1990), Understanding Organisations, 4- Charles Handy (1990), Understanding Organisations, 4thth edition, Penguin (pp 181-182)edition, Penguin (pp 181-182)


What is climate?What is climate?People’s perceptions, expectations People’s perceptions, expectations and feelings about their working and feelings about their working environmentenvironmentThe atmosphere of the work place The atmosphere of the work place which influences and is influenced by which influences and is influenced by individual and group patterns of individual and group patterns of behaviourbehaviourThe personality and behaviour of The personality and behaviour of leaders creates a climate that leaders creates a climate that influences everyone in the influences everyone in the organisationorganisation


Culture and ChangeCulture and ChangePeople depend on culture as it gives People depend on culture as it gives them stability, security, them stability, security, understanding and the ability to understanding and the ability to respond to given situationsrespond to given situationsFor what reasons do people fear For what reasons do people fear change?change?What is the role of the leader in What is the role of the leader in change?change?


Activity – Building TrustActivity – Building TrustIn small groups decide if the factors listed In small groups decide if the factors listed are conducive to building or destroying are conducive to building or destroying trust.trust.RapportRapport SarcasmSarcasm RespectRespectEye contactEye contact UncertaintyUncertainty

AcceptanceAcceptance BelongingBelongingOne-way communicationOne-way communication ListeningListeningShared humourShared humour CriticismCriticismConfidentialityConfidentiality InnuendoInnuendo ConsistencyConsistency

Crossed wiredCrossed wired Constructive Constructive feedbackfeedback AccusationAccusation OpennessOpenness

Fault findingFault finding UnderstandingUnderstanding


Building TrustBuilding TrustWell developed communication and Well developed communication and interpersonal skillsinterpersonal skillsConsistencyConsistencyHonesty / integrityHonesty / integrityLoyalty to your teamLoyalty to your teamRespect for othersRespect for othersTreating everyone fairly Treating everyone fairly ConfidentialityConfidentialitySetting a good exampleSetting a good exampleSetting & maintaining performance standardsSetting & maintaining performance standards


Right mix of Team RolesRight mix of Team RolesTeam

MaintenanceRoles

Team Blocking

Roles

Team Building

Roles


Role of the Team LeaderRole of the Team Leader

Achievethe Task

Build the Team

Support & Develop Individuals


In conclusionIn conclusionBuilding TeamsBuilding TeamsComparing, benefits, structure, Comparing, benefits, structure, leadingleadingCulture, ClimateCulture, Climate

Questions?Questions?

Building the Team

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