Presentation on theme: "Building A Cohesive Chapter Leadership Team Learning Outcomes Understand the Natural Stages in Team Development. Understand Your Leadership Role in the."— Presentation transcript:
Building A Cohesive Chapter Leadership Team
Learning Outcomes Understand the Natural Stages in Team Development. Understand Your Leadership Role in the Stages. Discover Tools to Accelerate Your Progress. Knowing what to do as a leader is different from knowing how to do it.
What is a Team? “A team is 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.” Katzenbach and Smith, The Wisdom of Teams
Four Stages of Team Development Source: Dr. Bruce Tuckman
Team Stages Survey What stage is your team in? Take the Team Stages Survey and find out!
FormingStormingNormingPerforming Will I be accepted? Will I be respected? How can I help the group? How can we do better? Politeness Confusion Orientation Bid for Power Conflict Control Organizing Cooperation Consensus Data Flow Enthusiasm Commitment Creative Problem Solving Indicators Associated with Each Stage
6 C’s Various emotions occur at each stage of team development, starting with confusion and ending in commitment. These include: Confusion Conflict Control Cooperation Consensus Commitment In order to achieve success, it is important for the team to stay motivated and move though these emotions quickly.
Stage 1 – Forming or Reforming Define a vision and a mission. Set a strategic direction and goals. Establish a team code of conduct. Develop an appreciation for the diversity of your team. Clarify roles and responsibilities. During this stage members try to “figure out” norms and how they fit in.
Stage 1 – The Leader’s Role Guide the on-boarding process. Be prepared to answer lots of questions. Provide direction to the team members. Define the decision-making process and make sure everyone understands the process. Talk about how you’ll resolve conflicts if they occur.
Stage 1 – Tools Strategic planning Board orientation and training Code of conduct Defined roles and responsibilities Assessments Parliamentary procedure Local and National By-laws Budget and Accounting Practices
Code of Conduct The code of conduct can be created in a brainstorming activity at the initial meeting. The following rules can serve as a great start for setting the code of conduct: Listen and don’t interrupt. Respect all opinions. Communicate openly. Talk about what each of these “look” like in action.
Roles and Responsibilities “No orchestra can play music together without careful planning and cooperation. Understanding the various roles and relationships within the team structure and how all the players can work together effectively is vital if you’re going to make beautiful music together.” Peter Scholtes, The Team Handbook, Second Edition
Stage 2 - Storming The storming stage is characterized by: Competition and strained relationships Various degrees of conflict dealing with issues of power, leadership, and decision-making This is the most critical stage for the team and is a period of high emotions and tension among team members. During this stage members begin asserting their own ideas and opinions about the processes of the team.
Stage 2 – The Leader’s Role Be open to criticism. Remember, it’s only feedback. Remove roadblocks. Watch for and resolve undercurrents. Realize that some individuals will feel good that issues are being addressed, some will be uncomfortable with conflict. Keep the team focused on their goals.
Stage 2 – Tools Conflict resolution tools such as Thomas-Killmann Model. This is a popular conflict resolution model based on importance of the task versus the importance of relationships. Decision making tools Problem solving tools Quarterly review of plan
Causes of Conflict Conflict may be over: Behavior Aims – Missions, objectives, goals, strategies, values Method - Ways of achieving aims
5 Responses to Conflict Competing Accommodating Avoiding Collaborating Compromise What is your natural response? What is your learned response?
Constructive Conflict In Constructive Conflict: Communication is open, ongoing, and elicits and provides true thoughts and feelings. Parties respect each others interests and there is a high level of trust. Focus is on win-win. Productivity increases.
5 Steps to Conflict Resolution Take responsibility. Determine the real problem. Is it a behavior or style difference? A difference over aims? Or a difference of methods? Ask questions and listen. Listen for facts and feelings. Set goals and create a plan. Follow-up.
Handling Tough Communication Issues Make it positive, make it private. Be gentle but direct. Be prepared for sidetracks. Set up a process for follow-up.
Sidetracks The Stall The Self-Inflicted Wound The Guilt Trip The Attack
Two Minute Challenge The five steps in the two-minute challenge are: 1.Observe 2.Respond 3.Remind 4.Solve 5.Agree
Stage 3 - Norming The storming stage is characterized by: Cohesiveness among members. Members realize their commonalities and learn to appreciate their differences. Functional relationships are developed resulting in the evolution of trust among members. This is the point at which the team really begins to come together as a coordinated unit. During this stage the team starts to leverage individual strengths.
Stage 3 – The Leader’s Role Give positive and constructive feedback. Support consensus decision-making efforts. Reward good team behavior. Step back and allow the team to take responsibility for achieving goals. Start to identify potential new board members.
Stage 3 – Tools Meeting evaluations Member self-assessments Process improvement tools such as the Stop-Start- Continue Exercise Fun social events
Stage 4 – Performing The performing stage is characterized by: The emergence of a mature, organized, and well- functioning team. Team members working effortlessly together. Primary challenge is to continue to improve relationships and performance. When this stage is achieved, the team possesses a shared vision, and is able to stand on its own feet with no interference or participation from the leader. During this stage the team becomes more than the sum of the individuals.
What are the Attributes of a High Performing Team? Listen proactively and respond empathetically. Maintain and enhance self-esteem. Check for understanding. Encourage everyone’s involvement. Adapted from “ZAPP! The Lightning of Empowerment”, William Bhyum
Stage 4 – The Leader’s Role Encourage open communication. Inspire the team to overachieve. Celebrate successes. Give recognition. Bring a sense of closure to the team. Let the new leader start to lead.