Ltb Presentation

8/22/2019 Ltb Presentation

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GROUPA group is defined as two or more individuals, interacting

independently towards accomplishment of common objec

Group formation stars with a psychological bond between

The social cohesion approach suggest that group formatio

of bond and interpersonal attraction.

GROUP FORMATION


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GROUP DYNAMICSGROUP STAGES

FORMING

STORMING

NORMING

PERFORMING

ADJOURNING


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Group/Team Development based onTuckman's Stages of GroupFORMING

People act politely, superficially. No one mentions the elephant in

corner, the nagging question: Will they accept me as a member of group?

STORMING

Once people feel like legitimate members, they ask, How much influedo I have in this group? A battle for control ensues.

NORMING

Knowing how much (or how little) influence they have, members tirwrangling, develop their own rules (norms) and get downwork. Everyone acts alike.

PERFORMING

Everyones acting alike proves inefficient. As members accept eothers different talents, the group works better.ADJOURNING

Group members will start wrapping their activities . After completion o

will move to their respective areas . Group will exist no more.
http://www.chimaeraconsulting.com/tuckman.htmhttp://www.chimaeraconsulting.com/tuckman.htmhttp://www.chimaeraconsulting.com/tuckman.htm


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Forming

Testing

Emphasis on defining the tasks of the

group

Look to leader for guidance and direction

Avoid controversy

Serious topics and feelings are avoided


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Form stageo

First stage behavior of group memberscan be described as :Dependent on directionMembers are polite Introduction and sharing of informationStereotyping individuals based on first

impressions

Conversations are about safe acceptabletopics

Avoid disclosure, feedback, and interpretinnon -verbal's.


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Storming

Discomfort in this stage causes some

members to remain silent while

others attempt to dominate

In order to move on to the next stage

members must move from a testing

and proving mentality to a problem-

solving mentality.


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Storm stageo Second stage behavior of the

group can be characterized as:

Counter-dependent: each groupmember strongly feels the need totake care of himself/herself duringthis stage

Bid for power Competitive

Rationalization Close-minded Conflict/hostility Cliques are formed Unexpressed individual needs

Creativity suppressed

Try to reach resolution by vote,

compromise, or arbitration


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Norming Development of group cohesion

Establishment of individual roles in the

group

Members willing to accept ideas and

opinions of other members based on

facts presented

Members share ideas and feelings

Members solicit and give feedback

Members feel good about being part of

an effective group Members may fear the inevitable future

breakup of the group


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NormingThird stage behavior of the group

can be characterized as: Independent and constructive

Real listening takes place

Attempts to gain and maintain

control lessen

Progress toward objectives

Creativity begins Roles identified

The leader may become

somewhat less identifiable or

necessary to the group


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PERFORMING Most productive phase

Members are highly task oriented andhighly people oriented

Group identity is complete

Group morale is high

Emphasis on achievement

Functional stage

Not reached by all groups

Interdependence

Roles and authorities adjust to changing

needs


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PERFORMING STAGE

Fourth stage behavior of the groupcan be characterized as: Independent

High group morale and esprit

Intense group loyalty

Individual creativity is encouraged

Disagreement is ok No cliques

Group adopts an identification

symbol


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ADJOURNING

May create apprehension

Members give up inclusion in

group

Need strategies that facilitate task

termination and disengagement


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ADJOURNING STAGE

Fifth stage behavior of the group

can be characterized as: Less task ability

Regression to less productive

behavior

Separation, grieving behaviors Re-definition

Termination or mini-death


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Stages of team development andassociated management challengesFORMING

(Orientation)

STORMING

(Internal problem

solving)

NORMING

(Growth and

productivity)

PERFORMING

(Evaluation

and control)

1. Establish structure, rules, communication networks

2. Clarify relations and interdependencies among members3. Identify leader roles, clarify responsibility and authority

4. Develop plans for goals accomplishment.

1. Identify and resolve interpersonal conflict.

2. Further clarify rules, goals, and structural relationships

3. Develop participate climate among group members

1. Direct group activity toward goal accomplishment.

2. Develop data-flow & feedback systems for task performanc

3. Promote more cohesion among group members

1. Leader role emphasis on facilitation, feedback, and

2. Renewal, revision, and strengthening of roles and g

interdependencies.

3. Show of strong motivation toward goal accomplish


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Nine Team Roles

Plant

Resource investigator

Creative , imaginative, unorth

solves difficult problems

Extrovert , enthusiastic, com

Explores opportunities , deve

contacts. Coordinator

Shaper

Mature confident , a good ch

clarifies goals, promotes de, delegates well

Challenging , dynamic, thriv

pressure, has the drive and

overcome obstacles.


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Monitor, evaluator

Team Worker

Sober, strategic and discerning , soptions and judges accurately

Cooperative, mild, perceptive anddiplomatic , listens and builds avefriction , calms the waters.

Implementer

Completer

Disciplined , reliable , conservativefficient, , turns ideas into practicaactions.

Painstaking , conscientious, anxio

searches out errors and omission

Nine Team Roles


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Leadership styles

Solo leader

Plays unlimited role

Strives for conformity

Collects acolytes

Directs subordinates Projects objectives

Team Leader

Chooses to lim

Builds on diver

Seeks talent

Develops colle Creates missio


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What an effective team leadercan do

Realize the need for individuality

Teamwork is an ongoing

negotiation

Facilitates different views into

consensus Challenges team to meet

individual needs

Provide work alone or with team


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The L.E.A.D. Model

Lead with a clear purpose

Empower to participate

Aim for consensus

Direct the process


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Aim for consensus Consensus?

o Help people move toward generalagreement

Bring as many ideas, opinions, andconflicts to the table

Help find the approach that best meetsthe needs of the organization & teammembers

Responsibility of leader to act ondecision or to empower the team todirect the process

Use various techniques to help the teamcomplete their work

Be aware of methods and practices that

help team members work well together


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