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GROUP & TEAM Group Dynamics Team building Analysis of team meetings Reflective learning & team process
Team Development
New Constants
Competitive compulsions
Internatio nalization
Collabora tion
Group
Any number of people who Share goals Often communicate with another and are Few enough so that each individual may communicate with all others, person to person.
Group Dynamics
Term group dynamics refers to the interactions between people who are talking together in a group setting. Group dynamics can be studied in Business settings Volunteer settings Classroom settings, and Social settings. .
Group Roles
Group roles are largely determined by a combination of a persons personality and his or her experience with group settings.
Two most common roles affecting a groups effectiveness
Getting Acquainted
People have created activities called Ice Breakers or Get-Acquainted Activities.
Team
A team is a small number of employees
with complementary competencies who are committed to common performance goals & working relationships for which they hold themselves mutually accountable.
TEAM is a group that has a job to do, whether as paid participants or as volunteers. A team encompasses the word group unless we specially use group for a particular reason.
Team Building
Team building refers to a wide range of activities, presented to businesses, schools, sports teams, religious or nonprofit organizations designed for improving team performance.
Team Building
An ideal team has a number of distinct characteristics, and they fall into Three areas:
their feedback and communication behaviours, their behaviour and conduct courtesies, and their ways of approaching tasks and problems.
Feedback and communication behaviours describe how the members talk with one another, clarify their expectations, react to each others ideas and offer their perceptions and opinions.
A group that achieves cohesiveness; A teams strength is found in the A group with a common relationships among the team objective, whose members are members A group whose members are very clear about working toward inter dependent. one purpose. Whereas other groups may recognize the strengths of each member, team members rely on the strengths of each member to accomplish the objective.
Team Empowerment
Refers to the - degree to which its members perceive the group. Empowerment is an essential ingredient of a successful crossfunctional team. And its importance extends to just about every type and manner of team .
Teams Vs Individuals
What we know from research & practice
People are more motivated to perform better with others, especially on motor tasks, when comfortable, well-trained, & good work habits
Time Efficiency
Idea Production
Team Development
Teams & groups are living organisms with certain predictable stages of development. One characterization of the progression of team development can be depicted by a series of steps on a graph. One axis represents success with tasks that are more & more complicated, and the other represents the amount of time & effort that the group has invested in becoming a team.
Tuckman Model
Tuckmans Five-Stage Theory of Group Development
Transforming
the team is at such an effective level of functioning that it can redefine its shared purpose and respond quickly to change.
The leadership within the team is shared, trust is high, and communication is open. The point of knowing about the stages of a team is two-fold: 1. it can be helpful simply to know that there are stages, and that it is normal to go through these stages; 2. one can identify the stage of development for a given group or team, and can assist the progress through that stage by managing the interactions or dynamics between & among the members.
Forming
Storming
Norming
Performing
Why are we fighting over whos in charge and who does what?
Stage 1
Assessing resources & setting direction
Stage 2
Positioning, influence, conflict, complementarity
Stage 3
Stage 4
Cohesiveness
Leadership
Expressing Standards.
2011,
22
In a study of 569 managers, they reported that they limited their efforts or input in over 56% of the teams in which they participated. The major causes for giving up were cited as: I wasn't I didn't have needed Presence of someone with expertise (73%) other I wasn't Presentation of compelling argument (62%) information prepared or Lack of confidence in ability to contribute (61%) for there an were whyargument waste other "high Unimportant or meaningless decision (52%) mypower"people groupthink Pressures to conform to team decision (46%) time? you want . at its Dysfunctional decision making climate (39%) me to best! risk what?!
3S -Team Reflection
STAY: What did we do that worked well for us and we should continue? STOP: What did we do that got in our way and we should discontinue? START: What didnt we do that would make us more effective and we should start?
Category
Description
Interventions
One person spoke more than others Members directed most communication to most frequent talker Topic change was initiated by primary talker Primary talker initiated moving to decision
Encourage leader to be gatekeeper Distribute leadership to others Leader attend late and empower others to begin work Discuss interaction and implications of styles
So add other categories of what to observe and one can continue elaborating on the chart
The Learning Organization: Reflective learning on all three levels: Individual, team, organization