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Understanding Team Presented By G.GOUTHAMAN

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1 Understanding Team Presented By G.GOUTHAMAN






7 Coming together is a beginning. Keeping together is progress
Coming together is a beginning. Keeping together is progress. Working together is success! - Henry Ford

8 TEAM A small number of members with shared leadership who perform interdependent jobs with both individual and group accountability, evaluation, and rewards. A team a car in that it consists of multiple parts joined together to accomplish a particular task A team is a group of people who come together temporarily to achieve a purpose.

9 …. it is less me and more we
….it is less me and more we!! It is amazing how much you can accomplish when it doesn’t matter who gets the credit.

10 Six C’s of Team Building
VISION Team vision is the optimal place you want your team to be. It is what you strive for — and will achieve. Six C’s of Team Building Clear Expectation Context Commitment Competence Character Control

11 BENEFITS OF TEAM Reduced costs
Quality of result has improved and service provided Increases employee involvement Reduces absenteeism and improves continuity Reduces conflict Enhances creativity and innovation Creates better adaptability and flexibility in the organization

12 GROUP Two or more members with a clear leader who perform independent jobs with individual accountability, evaluation, and rewards. A collection of people who interact with one another, accept rights and obligations as members and who share a common identity. Example- Group of people waiting at a bus stop.

13 TEAM vs GROUP TEAM GROUP Individuals assembled together or having some unifying relationship Persons associated together in work or activity. Member’s collective performance determines results. Members responsible for their own contributions ‘Synergy’ arises in teams Individualistic approach do not produces synergy. Eg - A football team. Eg – A choir.

14 TEAM vs GROUP Understandings
Members think they are grouped together for administrative purposes only.  Members recognise their independence and understand both personal and team goals are best accomplished with mutual support. Ownership Members tend to focus on themselves because they are not sufficiently involved in planning the unit's objectives. Members feel a sense of ownership for their jobs and unit, because they are committed to value based common goals that they helped establish. Creativity and Contribution Members are told what to do rather than being asked what the best approach would be.  Members contribute to the organisation's success by applying their unique talents, knowledge and creativity to team objectives

15 Group Team Trust Members distrust the motives of colleagues because they do not understand the role of other members. Members work in a climate of trust and are encouraged to openly express ideas, opinions, disagreements and feelings. Questions are welcomed Conflict Resolution Members find themselves in conflict situations they do not know how to resolve.  Their supervisor/leader may put off intervention until serious damage is done, i.e. a crisis situation Members realise conflict is a normal aspect of human interaction but they view such situations as an opportunity for new ideas and creativity. They work to resolve conflict quickly and constructively. Participative Decision Making Members tend to work in an unstructured environment with undetermined standards of performance.  Leaders do not walk the talk and tend to lead from behind a desk. Members work in a structured environment, they know what boundaries exist and who has final authority.  The leader sets agreed high standards of performance and he/she is respected via active, willing participation.

16 Stages of Team Formation
Forming Storming Norming Performing Adjourning

17 Forming Polite Impersonal Watchful Concern for structure Silence
Anxiety Guarded Dependence on Leader

18 Storming Confronting People Sub Grouping Feeling Stuck Rebellion
Conflicts Opting Out

19 Norming Clear Role Emerging Developing Skills Confronting Issues
More/better Listening Cooperation Cohesion Getting Feedback

20 Performing Resourceful Effective Flexible Openness
Close and Supportive Energy Task related Settled Interdependence Action, Results Productivity

21 Adjourning Completion and disengagement.
Separation and ending from tasks and members. Pride and accomplishment may be felt. Some describe stage as "Deforming and Mourning" - recognizing the sense of loss felt by group members.


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