Teaming Up To Excel

K. Senthil.
Sparks Development Group
email : sparks.india@gmail.com

.to Spark !!!

Excellent organizations are those that are filled with achievement-oriented individuals who have learned to work as a TEAM !

.to Spark !!!

All of us can become achievers in our chosen field because .. all of us are born as achievers !! But the problem is that. many of us have forgotten that we have the potentials to become an achiever !!!

and to work as a TEAM !!!!

Individuals Are Conditioned Not To Work As A Team ! Teamwork Is .. Not Permitted, Not Encouraged, Most Often Is Punished and Teaming up creates worries, fearsin others !!

Till you join an organization And someone sermons about becoming a Team Player or Till you attend a Training Programme !!

Through a learning system we were indoctrinated that the way to succeed in the classroom (or "the real world") was to do it ourselves in an ongoing competition against others". ..except in the playground or in cultural events where the system favored teaming up.

Many of us subconsciously think that teaming is for play and not really meant for work situations.

TEAM
a small number of people with complementary skills who are committed to a common purpose, performance goals and approach for which they hold themselves mutually accountable.

TEAMs Are Constituted.

Towards Excellent Accomplishment of Mission

Team Work Means

Together Excelling Allotted

in an Agreed Accepted Mission

Teams When Effective

Solve more complex problems Make better decisions Release more creativity Do more to build individual skills and commitment than individuals working alone

The Golden Saying !

"Two men working as a team will produce more than three men working alone"
C.P. McCormick

Team Building is a Continuous Process a Process Involving Lot of Learning, Unlearning and Relearning.

Developing Excellently Performing Teams takes time, often requires change in all systems and will not be an overnight remedy for Organizations.

Effective Team Leaders recognize individual styles within the team, and then play to the strengths of the individual.

Effective Team Leaders match their leadership styles with their teams stage of development.

The Golden Saying ! Team Work is not a question of people feeling good about each other and the company. A completely diverse group must agree on a goal, put the notion of individual accountability aside and figures out how to work with each other. Most of all, they must learn that if the team fails, it's every one's fault".
Douglas K. Smith, 'Wisdom of Teams'

High PERFORMing Teams Purpose Empowerment Relationships and communication Flexibility Optimal productivity Recognition and appreciation Morale
Blanchard

In Excellent Teams Members

Have clear understanding of team goal Know what they have to do Realise that team goals are as important as individual goals Are able to recognize when a personal agenda is interfering with the teams direction

In Excellent Teams
Every member takes some responsibility for leadership There is active participation by everyone. Decisions are made by consensus and have the acceptance and support of members

In Excellent Teams
The climate is comfortable and informal Members feel empowered Individual competitiveness is considered inappropriate Members feel appreciated and supported by others

In Excellent Teams
Communication is spontaneous and information is shared among all members Members listen when others speak Diversity of opinions and ideas are encouraged Different opinions are respected

In Excellent Teams
Respect, open-mindedness, and collaboration are high Members seek win / win solutions and build on each others ideas Trust replaces fear People feel comfortable taking risks Direct eye contact & spontaneous expression are present

In Excellent Teams Conflicts and differences of opinion are considered opportunities to explore new ideas The emphasis is on finding common ground

In Excellent Teams Members constantly try to improve performance by examining procedures, processes, and practices, and experimenting with change

In Excellent Teams

Members enjoy working together and they have fun

Team In Action !!

What To Observe In Team Dynamics ?

1. 2. 3. 4. 5. 6. 7. 8. Communication and participation Decision making Conflicts and their resolution Leadership Goals and roles Team norms Problem solving Climate

TEAM BUILDING
1. 2. 3. 4. 5. 6. Set smart purpose List needed competencies Select team members Share team purpose Evolve appropriate strategy Assign work roles

TEAM BUILDING

(Cont)

6. Diagnose members level 7. Adapt influencing style 8. Contract and empower 9. Facilitate team development 10.Accomplish mission - Excellently 11.Improve from experience

WORKING AS A TEAM
Focus on the Purpose, Goal, Target Identify/Accept the leader Meet regularly Respect others: Agree to disagree Listen to one another Be open to constructive criticism

WORKING AS A TEAM
(Contd)

Be honest and trustworthy Know respective abilities and limitations Understand respective roles and responsibilities Work within the boundary Understand interdependence Go little extra length to assist other members, when needed

Team Development Stages 1. Orientation

1. 2. 3. 4. 5.

Eagerness with high expectation Some anxiety: Where do I fit? What is expected of me? Testing the situation and central figures Dependence on authority and hierarchy Need to find a place and establish oneself. Team Leader's Style Need To Be

Directing Style
Highly Directive & Low in Supportive Behaviour

Team Development Stages

2. Dissatisfaction

1. 2. 3. 4. 5. 6. 7.

Experiencing discrepancy : Hopes Vs Reality Feeling dissatisfied with dependence on authority Feeling frustrated : Anger around goals, tasks and action plans Feeling incompetent and confused Reacting negatively toward leaders and other members Competing for power and/or attention Experiencing polarities ; Dependence/ counter dependence

Team Development Stages 2. Dissatisfaction

(Contd)

Not a Bad Stage But A Very Natural Stage In A Teams Growth Seedbed Of Creativity And Valuing Differences

Team Leader's Style Need To Be High directive and high supportive

Blanchard

Coaching Style

Team Development Stages

3. Resolution

1. 2. 3. 4. 5. 6. 7. 8.

Decreasing dissatisfaction Resolving discrepancies : Expectations & Reality Resolving polarities and animosities Developing harmony, trust, support and respect Developing self-esteem and confidence Being more open and giving more feedback Sharing responsibility and control Using team language

Team Development Stages 3. Resolution

(Contd)

Team Leader's Style Need To Be Supporting Style Low Directive and High Supportive

Blanchard

Team Development Stages

4. Production

1. Excitement about participation in team activities 2. Working collaboratively & interdependently 3. Feeling team strength 4. Showing high confidence in accomplishing tasks 5. Sharing leadership 6. Feeling positive about task successes 7. PERFORM ing at excellent levels

Team Development Stages 4. Production (Contd)

Team Leader's Style Need To Be

Delegating Style
Low Directive and Low Supportive

Blanchard

The Golden Saying !

You will never, never, never have an empowered, self-directing team, unless you are willing to share control
Blanchard

Sparking Truths
We Cannot Become What We Want To Be By Remaining What We Are!! One Cannot Become A Butterfly By Remaining A Caterpillar!
Scott Simmerman

The Golden Secret

People Who Feel Good About Themselves. Produce Good Results.

Blanchard

C The Golden Key

Helping People To Feel Good About Themselves Is The Key To Get Good Work Done.
Blanchard

The Golden Action Point

Help People Reach Their Full Potential Catch Them Doing Something Good And Appreciate Them
Blanchard

FUN

MOTIVATING

LOVING

FAMILY
APPRECIATING INVOLVING YIELDING