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Moving Teams to High Performance © The Employee Engagement Group All Rights Reserved.

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Presentation on theme: "Moving Teams to High Performance © The Employee Engagement Group All Rights Reserved."— Presentation transcript:

1 Moving Teams to High Performance © The Employee Engagement Group All Rights Reserved

2 Agenda TimeTopic 00:00Introductions 00:00Topic title 00:00Topic title 00:00Topic title 00:00Topic title 00:00Topic title 00:00End of Session © The Employee Engagement Group All Rights Reserved

3 Workshop Objectives At the end of this training… [objective #1] © The Employee Engagement Group All Rights Reserved

4 Getting to High Performance © The Employee Engagement Group All Rights Reserved

5 Accessible/visible Nimble Balanced Focused Decisive Respected Common goals Leadership Interaction Involvement Individual self esteem Decision-making power Conflict resolution Problem solving Flexible Motivation Productive Open Communications Clarity of roles Trust Clear Mission Empowered Getting to High Performance Morale Recognition Purpose Relationships © The Employee Engagement Group All Rights Reserved

6 Stages of Team Development Feeling moderately eager Anxiety Where do I fit? What is expected of me? Testing the situation and people Forming Discrepancy between hopes and reality Feeling frustrated incompetent and confused : anger around goals, tasks and action plans Reacting negatively toward leaders and other members Competing for power and/or attention Storming Resolving discrepancies Developing trust, support and respect Developing self-esteem and confidence Being more open and giving more feedback Sharing responsibility and control Using team language Norming Feeling excited about participating in team activities Feeling team strength Showing high confidence in accomplishing tasks Sharing leadership Performing at high levels Performing Team Development Model – Bruce Tuckman © The Employee Engagement Group All Rights Reserved

7 Forming Storming Norming Performing Assignment On a blank piece of paper, create a cross-hatch and label as shown Assignment On a blank piece of paper, create a cross-hatch and label as shown © The Employee Engagement Group All Rights Reserved

8 Forming Storming Norming Performing © The Employee Engagement Group All Rights Reserved

9 Forming Storming Norming Performing Assignment On a blank piece of paper, create a cross-hatch and label as shown After each section we cover (forming, storming, norming, and performing) write specific ideas that will help you move through the process Avoid general comments like “Build relationships” Be specific – “Build relationships through team building activities during the first 5 minutes of the weekly team meeting” Assignment On a blank piece of paper, create a cross-hatch and label as shown After each section we cover (forming, storming, norming, and performing) write specific ideas that will help you move through the process Avoid general comments like “Build relationships” Be specific – “Build relationships through team building activities during the first 5 minutes of the weekly team meeting” © The Employee Engagement Group All Rights Reserved

10 Stages of Team Development Feeling moderately eager Anxiety Where do I fit? What is expected of me? Testing the situation and people Forming Discrepancy between hopes and reality Feeling frustrated incompetent and confused : anger around goals, tasks and action plans Reacting negatively toward leaders and other members Competing for power and/or attention Storming Resolving discrepancies Developing trust, support and respect Developing self-esteem and confidence Being more open and giving more feedback Sharing responsibility and control Using team language Norming Feeling excited about participating in team activities Feeling team strength Showing high confidence in accomplishing tasks Sharing leadership Performing at high levels Performing © The Employee Engagement Group All Rights Reserved

11 Forming Storming Norming Performing Team Development is a Cycle Team members Team leadership Goals/objectives Project © The Employee Engagement Group All Rights Reserved

12 Team Development Feeling moderately eager Anxiety Where do I fit? What is expected of me? Testing the situation and people Forming Discrepancy between hopes and reality Feeling frustrated, incompetent, and confused: anger around goals, tasks and action plans Reacting negatively toward leaders and other members Competing for power and/or attention Storming Resolving discrepancies Developing trust, support and respect Developing self-esteem and confidence Being more open and giving more feedback Sharing responsibility and control Using team language Norming Feeling excited about participating in team activities Feeling team strength Showing high confidence in accomplishing tasks Sharing leadership Performing at high levels Performing © The Employee Engagement Group All Rights Reserved

13 Accelerating Team Development Forming Storming Norming Performing Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team © The Employee Engagement Group All Rights Reserved

14 Accelerating Team Development Forming Storming Norming Performing Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Acknowledge the situation Explain the team development stages to your team Discuss the steps for going through the Forming stage and how important it is to establish a strong foundation Provide key examples of what you, as the leader, will be doing Describe the situation with the confidence that the team will be successful Remind the team that this is a natural part of successful team development Acknowledge the situation Explain the team development stages to your team Discuss the steps for going through the Forming stage and how important it is to establish a strong foundation Provide key examples of what you, as the leader, will be doing Describe the situation with the confidence that the team will be successful Remind the team that this is a natural part of successful team development © The Employee Engagement Group All Rights Reserved

15 Accelerating Team Development Forming Storming Norming Performing Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team © The Employee Engagement Group All Rights Reserved

16 Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Accelerating Team Development Forming Storming Norming Performing Productivity FormingStormingNormingPerforming © The Employee Engagement Group All Rights Reserved

17 Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Accelerating Team Development Forming Storming Norming Performing Productivity Commitment FormingStormingNormingPerforming © The Employee Engagement Group All Rights Reserved

18 Accelerating Team Development Forming Storming Norming Performing Source: Tuckman Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Company Purpose What is the purpose of your team? Use the team exercise to help define your purpose Company Purpose What is the purpose of your team? Use the team exercise to help define your purpose © The Employee Engagement Group All Rights Reserved

19 Team Purpose Exercise Have your team members discuss these questions to help define the purpose of the team What’s the reason that our group exists? What does our group produce? Why is it important? How does our work affect our external customer(s)? How does our work allow others in the division/organization to function more effectively? ‘ Continued on next slide © The Employee Engagement Group All Rights Reserved

20 Team Purpose Exercise (continued) What differentiates us from other groups in this division/organization? What activities are you each involved in? With what groups/people do you need to work? o Who depends on your work to get their work done? o Which groups’ output do you depend on in order to get your work done? © The Employee Engagement Group All Rights Reserved

21 Accelerating Team Development Forming Storming Norming Performing Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team © The Employee Engagement Group All Rights Reserved

22 Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Accelerating Team Development Forming Storming Norming Performing Five executives of one energy company’s senior management team were asked to list the top ten priorities – Only 2 were consistent for all members – Only 7 were consistent with 2 – 3 members – Thirteen priorities were mentioned by only one team member Teamwork at the Top Erika Herb What are your team’s top goals and priorities? Do your team members agree? How do you know? Five executives of one energy company’s senior management team were asked to list the top ten priorities – Only 2 were consistent for all members – Only 7 were consistent with 2 – 3 members – Thirteen priorities were mentioned by only one team member Teamwork at the Top Erika Herb What are your team’s top goals and priorities? Do your team members agree? How do you know? © The Employee Engagement Group All Rights Reserved

23 Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Accelerating Team Development Forming Storming Norming Performing Focus on goals, priorities, and tasks – Find out from your team what they think are the top 1-2 priority goals for your team for: The next month The next 3 months The next 6 months – 1 year – Discuss and confirm goals and priorities – Make sure there is alignment with business line and regional goals and priorities – Identify timeframes and measures of success – Confirm who is individually and collectively responsible for goals – Brainstorm supporting tasks and strategies to achieve the goals – Discuss what the team should start, stop, and continue doing Focus on goals, priorities, and tasks – Find out from your team what they think are the top 1-2 priority goals for your team for: The next month The next 3 months The next 6 months – 1 year – Discuss and confirm goals and priorities – Make sure there is alignment with business line and regional goals and priorities – Identify timeframes and measures of success – Confirm who is individually and collectively responsible for goals – Brainstorm supporting tasks and strategies to achieve the goals – Discuss what the team should start, stop, and continue doing © The Employee Engagement Group All Rights Reserved

24 Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Accelerating Team Development Forming Storming Norming Performing Virtuoso Teams for Excellent Results – Chose members on skills and focus on specialties – Emphasize the individual and elicit the best from each player – Focus on ideas – Work together and intensively – Provide direct feedback – Ensure that creativity trumps efficiency Virtuoso Teams HBR, August, 2005 Virtuoso Teams for Excellent Results – Chose members on skills and focus on specialties – Emphasize the individual and elicit the best from each player – Focus on ideas – Work together and intensively – Provide direct feedback – Ensure that creativity trumps efficiency Virtuoso Teams HBR, August, 2005 © The Employee Engagement Group All Rights Reserved

25 Accelerating Team Development Forming Storming Norming Performing Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Now that you are a new team, what team norms do you need to establish? © The Employee Engagement Group All Rights Reserved

26 Accelerating Team Development Forming Storming Norming Performing Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Now that you are a new team, what team norms do you need to establish? – Communications – Meeting management – Conflict management – Performance management – Problem-solving – Decision-making – Project management – Rewards/recognition Now that you are a new team, what team norms do you need to establish? – Communications – Meeting management – Conflict management – Performance management – Problem-solving – Decision-making – Project management – Rewards/recognition © The Employee Engagement Group All Rights Reserved

27 Accelerating Team Development Forming Storming Norming Performing Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Examples of Team Norms © The Employee Engagement Group All Rights Reserved

28 Accelerating Team Development Forming Storming Norming Performing Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Examples of Team Norms “We will be accountable for meetings: we will participate, be on time, bring what we are responsible for, find out what we missed if absent.” “Decisions of the team will be made in our team meetings and not questioned outside the meeting.” “We will not use the ‘Reply to All’ button on our unless the information is essential to all team members. “We will communicate by phone first and follow up with a short confirming the discussion” Examples of Team Norms “We will be accountable for meetings: we will participate, be on time, bring what we are responsible for, find out what we missed if absent.” “Decisions of the team will be made in our team meetings and not questioned outside the meeting.” “We will not use the ‘Reply to All’ button on our unless the information is essential to all team members. “We will communicate by phone first and follow up with a short confirming the discussion” © The Employee Engagement Group All Rights Reserved

29 Accelerating Team Development Forming Storming Norming Performing Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team © The Employee Engagement Group All Rights Reserved

30 Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Accelerating Team Development Forming Storming Norming Performing Building relationships and rapport – Conduct and participate in team-building exercises – Work on strategic projects together – Knowledge sharing – Identify what results in mistrust Building relationships and rapport – Conduct and participate in team-building exercises – Work on strategic projects together – Knowledge sharing – Identify what results in mistrust Fostering Executive Team Strength Corporate Executive Board © The Employee Engagement Group All Rights Reserved

31 Accelerating Team Development Forming Storming Norming Performing Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team © The Employee Engagement Group All Rights Reserved

32 Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Accelerating Team Development Forming Storming Norming Performing What types of social activities have you done with your team? What types of social activities have you done with your team? © The Employee Engagement Group All Rights Reserved

33 Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Accelerating Team Development Forming Storming Norming Performing What types of social activities have you done with your team? – Saturday BBQ (with the families) – Group lunch – Sporting event or show tickets – Quarterly awards dinner What types of social activities have you done with your team? – Saturday BBQ (with the families) – Group lunch – Sporting event or show tickets – Quarterly awards dinner © The Employee Engagement Group All Rights Reserved

34 Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team Accelerating Team Development Forming Storming Norming Performing Tips and techniques for spending time together – All participate in activities – Social aspect - use time to get to know each other – Invite spouse and family members – Create a schedule Tips and techniques for spending time together – All participate in activities – Social aspect - use time to get to know each other – Invite spouse and family members – Create a schedule © The Employee Engagement Group All Rights Reserved

35 Accelerating Team Development Forming Storming Norming Performing Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team © The Employee Engagement Group All Rights Reserved

36 Forming Storming Norming Performing What specific actions can you take during Forming? Acknowledge the situation Map out the journey of the team’s life, what are the predictable highs and lows Establish the common purpose of the team Focus on goals, priorities and tasks Make it clear how people contribute to the purpose and goals – role, skills and experience Establish team norms Build relationships and rapport Spend time together as a team © The Employee Engagement Group All Rights Reserved

37 Accelerating Team Development Forming Storming Norming Performing Discrepancy between hopes and reality Feeling frustrated incompetent and confused : anger around goals, tasks and action plans Reacting negatively toward leaders and other members Competing for power and/or attention © The Employee Engagement Group All Rights Reserved

38 Accelerating Team Development Forming Storming Norming Performing Storming is natural and essential for change Allow expression of differences (and frustrations) Handle disagreement ‘there and then’ and encourage team members to do likewise Reinforce positive conflict resolution efforts Revisit roles, goals, tasks and expectations Balance individual needs with the overall team needs © The Employee Engagement Group All Rights Reserved

39 Accelerating Team Development Forming Storming Norming Performing Storming is natural and essential for change Allow expression of differences (and frustrations) Handle disagreement ‘there and then’ and encourage team members to do likewise Reinforce positive conflict resolution efforts Revisit roles, goals, tasks and expectations Balance individual needs with the overall team needs Storming is natural and essential for change! © The Employee Engagement Group All Rights Reserved

40 Accelerating Team Development Forming Storming Norming Performing Storming is natural and essential for change Allow expression of differences (and frustrations) Handle disagreement ‘there and then’ and encourage team members to do likewise Reinforce positive conflict resolution efforts Revisit roles, goals, tasks and expectations Balance individual needs with the overall team needs Ways to improve expressions of differences – Group norms (from the Forming stage) Communications Meeting management Conflict management Problem solving Ways to improve expressions of differences – Group norms (from the Forming stage) Communications Meeting management Conflict management Problem solving © The Employee Engagement Group All Rights Reserved

41 Accelerating Team Development Forming Storming Norming Performing Storming is natural and essential for change Allow expression of differences (and frustrations) Handle disagreement ‘there and then’ and encourage team members to do likewise Reinforce positive conflict resolution efforts Revisit roles, goals, tasks and expectations Balance individual needs with the overall team needs Handle disagreements immediately: – Teach staff to resolve conflict themselves – Set expectations as you determine roles – Reinforce your expectations – be consistent! – Walk the talk Handle disagreements immediately: – Teach staff to resolve conflict themselves – Set expectations as you determine roles – Reinforce your expectations – be consistent! – Walk the talk © The Employee Engagement Group All Rights Reserved

42 Accelerating Team Development Forming Storming Norming Performing Storming is natural and essential for change Allow expression of differences (and frustrations) Handle disagreement ‘there and then’ and encourage team members to do likewise Reinforce positive conflict resolution efforts Revisit roles, goals, tasks and expectations Balance individual needs with the overall team needs “What get’s reinforced, get’s repeated” Brian Tracy − Rewards/recognition − Performance and developmental feedback – formal and informal “What get’s reinforced, get’s repeated” Brian Tracy − Rewards/recognition − Performance and developmental feedback – formal and informal © The Employee Engagement Group All Rights Reserved

43 Accelerating Team Development Forming Storming Norming Performing Storming is natural and essential for change Allow expression of differences (and frustrations) Handle disagreement ‘there and then’ and encourage team members to do likewise Reinforce positive conflict resolution efforts Revisit roles, goals, tasks and expectations Balance individual needs with the overall team needs Revisit roles, goals, tasks and expectations: – During team meetings and one-on-ones – On a scheduled basis – With yourself Be vigilant following and reinforcing roles, goals, tasks, and expectations Revisit roles, goals, tasks and expectations: – During team meetings and one-on-ones – On a scheduled basis – With yourself Be vigilant following and reinforcing roles, goals, tasks, and expectations © The Employee Engagement Group All Rights Reserved

44 Accelerating Team Development Forming Storming Norming Performing Storming is natural and essential for change Allow expression of differences (and frustrations) Handle disagreement ‘there and then’ and encourage team members to do likewise Reinforce positive conflict resolution efforts Revisit roles, goals, tasks and expectations Balance individual needs with the overall team needs TeamIndividual © The Employee Engagement Group All Rights Reserved

45 Accelerating Team Development Forming Storming Norming Performing Storming is natural and essential for change Allow expression of differences (and frustrations) Handle disagreement ‘there and then’ and encourage team members to do likewise Reinforce positive conflict resolution efforts Revisit roles, goals, tasks and expectations Balance individual needs with the overall team needs © The Employee Engagement Group All Rights Reserved

46 Forming Storming Norming Performing What specific actions can you take during Storming? Storming is natural and essential for change Allow expression of differences (and frustrations) Handle disagreement ‘there and then’ and encourage team members to do likewise Reinforce positive conflict resolution efforts Revisit roles, goals, tasks and expectations Balance individual needs with the overall team needs © The Employee Engagement Group All Rights Reserved

47 Team Development Feeling moderately eager Anxiety Where do I fit? What is expected of me? Testing the situation and people Forming Discrepancy between hopes and reality Feeling frustrated incompetent and confused : anger around goals, tasks and action plans Reacting negatively toward leaders and other members Competing for power and/or attention Storming Resolving discrepancies Developing trust, support and respect Developing self-esteem and confidence Being more open and giving more feedback Sharing responsibility and control Using team language Norming Feeling excited about participating in team activities Feeling team strength Showing high confidence in accomplishing tasks Sharing leadership Performing at high levels Performing © The Employee Engagement Group All Rights Reserved

48 Team Development Feeling moderately eager Anxiety Where do I fit? What is expected of me? Testing the situation and people Forming Discrepancy between hopes and reality Feeling frustrated incompetent and confused : anger around goals, tasks and action plans Reacting negatively toward leaders and other members Competing for power and/or attention Storming Resolving discrepancies Developing trust, support and respect Developing self-esteem and confidence Being more open and giving more feedback Sharing responsibility and control Using team language Norming Feeling excited about participating in team activities Feeling team strength Showing high confidence in accomplishing tasks Sharing leadership Performing at high levels Performing © The Employee Engagement Group All Rights Reserved

49 Forming Storming Find areas that the team agrees on and focus on the positives, what the team does well Develop self-esteem and confidence in individuals and in the team by celebrating success Encourage open feedback Ask people to review and improve processes Norming Performing Accelerating Team Development © The Employee Engagement Group All Rights Reserved

50 Forming Storming Find areas that the team agrees on and focus on the positives, what the team does well Develop self-esteem and confidence in individuals and in the team by celebrating success Encourage open feedback Ask people to review and improve processes Norming Performing Accelerating Team Development © The Employee Engagement Group All Rights Reserved

51 Forming Storming Find areas that the team agrees on and focus on the positives, what the team does well Develop self-esteem and confidence in individuals and in the team by celebrating success Encourage open feedback Ask people to review and improve processes Norming Performing Accelerating Team Development Basic Rules for Celebrations – Available to all – Based on a specific accomplishment – Reasonable – Consistent Basic Rules for Celebrations – Available to all – Based on a specific accomplishment – Reasonable – Consistent © The Employee Engagement Group All Rights Reserved

52 Forming Storming Find areas that the team agrees on and focus on the positives, what the team does well Develop self-esteem and confidence in individuals and in the team by celebrating success Encourage open feedback Ask people to review and improve processes Norming Performing Accelerating Team Development Encourage feedback by – Listening to team members – Asking for members to share feedback and encouraging push-back – Coaching team members on giving and receiving feedback Encourage feedback by – Listening to team members – Asking for members to share feedback and encouraging push-back – Coaching team members on giving and receiving feedback © The Employee Engagement Group All Rights Reserved

53 Forming Storming Find areas that the team agrees on and focus on the positives, what the team does well Develop self-esteem and confidence in individuals and in the team by celebrating success Encourage open feedback Ask people to review and improve processes Norming Performing Accelerating Team Development © The Employee Engagement Group All Rights Reserved

54 Forming Storming Find areas that the team agrees on and focus on the positives, what the team does well Develop self-esteem and confidence in individuals and in the team by celebrating success Encourage open feedback Ask people to review and improve processes Norming Performing Accelerating Team Development © The Employee Engagement Group All Rights Reserved

55 Forming Storming Norming Performing What specific actions can you take during Norming? Find areas that the team agrees on and focus on the positives, what the team does well Develop self-esteem and confidence in individuals and in the team by celebrating success Encourage open feedback Ask people to review and improve processes © The Employee Engagement Group All Rights Reserved

56 Team Development Feeling moderately eager Anxiety Where do I fit? What is expected of me? Testing the situation and people Forming Discrepancy between hopes and reality Feeling frustrated incompetent and confused : anger around goals, tasks and action plans Reacting negatively toward leaders and other members Competing for power and/or attention Storming Resolving discrepancies Developing trust, support and respect Developing self-esteem and confidence Being more open and giving more feedback Sharing responsibility and control Using team language Norming Feeling excited about participating in team activities Feeling team strength Showing high confidence in accomplishing tasks Sharing leadership Performing at high levels Performing © The Employee Engagement Group All Rights Reserved

57 Forming Storming Norming Share decision making, ownership, and accountability Continue to celebrate success and look for new challenges... yet Watch for overconfidence in the team Performing Accelerating Team Development © The Employee Engagement Group All Rights Reserved

58 Forming Storming Norming Share decision making, ownership, and accountability Continue to celebrate success and look for new challenges... yet Watch for overconfidence in the team Performing Accelerating Team Development © The Employee Engagement Group All Rights Reserved

59 Forming Storming Norming Share decision making, ownership, and accountability Continue to celebrate success and look for new challenges... yet Watch for overconfidence in the team Performing Accelerating Team Development © The Employee Engagement Group All Rights Reserved

60 Forming Storming Norming Share decision making, ownership, and accountability Continue to celebrate success and look for new challenges... yet Watch for overconfidence in the team Performing Accelerating Team Development © The Employee Engagement Group All Rights Reserved

61 Forming Storming Norming Share decision making, ownership, and accountability Continue to celebrate success and look for new challenges... yet Watch for overconfidence in the team Performing Accelerating Team Development © The Employee Engagement Group All Rights Reserved

62 Forming Storming Norming Performing What specific actions can you take during Performing? Share decision making, ownership, and accountability Continue to celebrate success and look for new challenges... yet Watch for overconfidence in the team © The Employee Engagement Group All Rights Reserved

63 Assignment Determine the stage your team is in o Forming o Storming o Norming o Performing Identify at least 3 specific actions you can take to move the team through this stage o Some actions may require going back to an earlier stage Create an action plan that you will share with your o Manager o Team © The Employee Engagement Group All Rights Reserved

64 Forming Storming Norming Performing Questions © The Employee Engagement Group All Rights Reserved

65 Thank you © The Employee Engagement Group All Rights Reserved


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