Team Building

PREPARED BY:
PANCHAL DHVANIT D.(130200111076)

What is Teamwork & Team

Building
Teamwork

Concept of people working together as a team

Team player

A team player is someone who is able to get along with their

colleagues and work together in a cohesive group

Team Building

Process of establishing and developing a greater sense of

collaboration and trust between members

Why Should We Be a Team?

When staff use their skills and knowledge together,
the result is a stronger agency that can fulfill its
mission

To provide accurate information that would assist

individuals in achieving a better quality of life.
People working together can sustain the enthusiasm
and lend support needed to complete the work of
each program.

What are the assumptions of a developmental model?

Low

Social

High

High

Task

Low
Adjourning

Joining

Stage 1:
Forming
Assessing
resources &
setting
direction

Stage 2:
Storming
Positioning,
influence,
conflict,
complementarity

Stage 3:
Norming
Identity,
cohesion,
monitor norms

Stage 4:
Performing
Maintain high
performance

1.

What is our understanding of the goals and objectives which this team was
organized to achieve? How can we ensure we are all going in the same
direction?
2. What special skills, information, backgrounds, and expertise do each of us
bring to this team?
3. What structure, format, or style do we prefer for our meetings?
4. What roles do each of us prefer on a team? What are our strong and weak
roles? Which do we over/underuse?
5. What are our preferred styles of working and relating? How can these
differences be used to complement each other, and be sequenced for more
effective problem solving?
6. What stresses each of us? How might our styles change under pressure?
What can we look for as signs of stress? How can we give useful and
acceptable feedback and support at these times?
7. About what are we most likely to disagree? What are our preferred modes of
conflict and conflict resolution? How can we disagree constructively?
8. What can we do to enhance the identity and cohesiveness of this team?
How can we create our own team culture?
9. What norms do we bring from other team experiences? What norms would
we like to explicitly include or avoid?
10. How can we ensure a team culture in which we can freely question and
update restrictive norms?
11. How can we best monitor and discuss our team processes so we can
continue to develop and improve?

What should you consider in

designing team building?
Background
History, norms, culture
Context of current request
Why now (not 6 months earlier/later?)
What happens if TB is not done?
What do you want to be different?
Whats prevented this from happening until now?
Design
Sufficient time (2-3 hours); protected time (retreat)
Homework, preparation
Legitimacy, authorization, support
Materials (handouts, surveys, facilities, A-V, etc.)
Structured exercises & processing
Evaluation
What are the immediate, short and long term indications that TB was
successful? (e.g., Kirkpatrick Model)

The

Dimensions of Style

Sensing/Intuiting
What is the focus of
your attention? Thinking/Feeling
How do you make
decisions?
Judging/Perceiving
How do you structure
your behavior?

What is the focus of your attention?

Sensing-Intuiting

Sensing

Intuiting

Dislike new problems

Like new problems

Use established methods

Dislike repetition

Like using old skills more

Enjoy learning new skills

Work steady and paced

Bursts of energy

Step by step conclusion

Reach conclusions quickly

Patient with routine details

Impatient with routine details

Dont trust inspiration

Patient with complexity

Rare errors of fact

Follow inspirations

Good at precise work

Errors of fact

Dislike time for precision

How do you make decisions?

Thinking-Feeling

Thinking

Feeling

Not show or uncomfortable

with emotions

Aware of people & feelings

Pleasing people

Hurt feelings without

knowing

Like harmony; dislike conflict

Decisions influence by likes &

wishes

Analysis & logical order

Conflict is OK

Need occasional praise

Decide impersonally

Dislike discipline and control

Respond to values & feelings

Fairness & justice important

Can reprimand & discipline

Responds to ideas

Firm-minded

Sympathetic

How do you structure your behavior?

Judging (structure)-Perceiving (change)

Judging

Perceiving

Make plans and follow them

Adapt to changing situations

Things settled and finished

Leave things open

Decide too quickly

Open-ended decisions

Dislike changing priorities

Too many unfinished projects

Not notice new things

Postpone unpleasant jobs

Just the essentials

Want to know everything

Satisfied with decision

Curious and open to ideas

Recipe for Successful Team

Commitment to shared goals and
objectives
Clearly define roles and responsibilities
Use best skills of each
Allows each to develop in all areas