TEAM BUILDING

Characteristics Of Effective And Ineffective Teams

EffectiveInformationFlows freely up, down, sidewaysFull sharingOpen and honest

People RelationshipsTrustingRespectfulCollaborativeSupportive

ConflictRegarded as natural, even helpfulOn issues, not people

IneffectiveFlows mainly down, weak horizontalHoarded, withheldUsed to build powerIncomplete, mixed messages

Suspicious and partisanPragmatic, based on need or likingCompetitiveWithholding

Frowned on and avoidedDestructiveInvolved personal traits and motives

Characteristics Of Effective And Ineffective Teams

EffectiveAtmosphereOpenNon-threateningNon-competitiveParticipative

DecisionsBy consensusEfficient use of resourcesFull commitment

CreativityMore optionsSolution-oriented

IneffectiveCompartmentalisedIntimidatingGuardedFragmented, closed groups

By majority vote or forcingEmphasis on powerConfusion and dissonance

Controlled by power subgroupsEmphasis on activity and inputs

Characteristics Of Effective And Ineffective Teams

EffectivePower BaseShared by allOn competenceContribution to team

MotivationCommitment to goals set by teamBelonging needs satisfiedMore chance for achievement through group

RewardsBased on contribution to groupPeer recognition

IneffectiveHoardedOn politicking, alliancesPragmatic sharingContribution to power source

Going along with imposed goalsCoercion and pressurePersonal goals ignored Individual achievement valued without concern for the group

Basis for rewards unclearBased on subjective, often arbitrary appraisals

Establish Team Ground RulesEstablish Team Ground RulesConsider some of the following for your team’s ground rules: Realise that our team’s diversity is one of our strengths and we need to

nurture it Make communication open and honest; minimise interruption Respect team members as individuals Recognise that people may approach problems differently; listen and consider

other points of view. Make provisions for a forum to discuss and resolve diversity issues, when

needed Remember that off-colour and demeaning jokes are totally unacceptable and

that diverse team members are not to be insulted Encourage new ideas

Team Development ModelTeam Development Model

Drive

Strive

Thrive

ArriveRevive

Team Development ModelTeam Development Model

Drive“Driving” - Focusing on mission, goals, priorities and guidelines

Strive

“Striving” - Moving ahead with full understanding and agreement on roles and responsibilities

Thrive

“Thriving” - Rapid growth involving peer feedback,conflict management and decision making

Arrive

“Arriving” - Peak performance, where all thefactors are in sync

Revive“Reviving” - Regaining peak performance whenslippage in team performance occurs or when teammembership changes

How does a team develop?How does a team develop?

The four stages of team development

FormingInitial awarenessInitial awareness

StormingSorting-out processSorting-out process

PerformingMaturityMaturity

NormingSelf-organisationSelf-organisation

Adapted from B.W. Tuckman (1985) “Development

Sequence in Small Groups”, Psychological Bulletin,

63, 284-499

The End