Working effectively in a team

NONE OF US IS AS SMART AS ALL OF US

Objectives of this presentation Conflict is normal (& good!) just needs to be managed Identify your conflict handling style Steps for problem solving approach Strategies for better communication

Ingredients for a successful team 1. Clarity in team goals - and a plan 2. Clearly defined roles and rules 3. Balanced participation 4. Awareness of the group process 5. Conflict management 6. Clear communication Balanced participation - share time amongst group members Otherwise, some people withdraw - they feel ignored, some people dominate and others resent it and surprise - generally everyone has something to contribute given a chance. Clear communication - open honest - sdee o/h. involves listening not just talking, not interrupting postive team behaviours - conflict well managed,

Goals, Roles and Rules Has your team defined its goals? Who is going to do what? How will you find a balance and monitor that? What are your ground rules? All want to pass, all want to get a good mark, All want to learn valuable things about completing a project in IT Roles - who will do what. Define your skills, try to finda genuine balance in the amount of work. You may need to revisit this. When will meetings be, how will this be decided, can people miss any…. Etc

4-Step Group Formation Model Forming Storming Norming Performing Show overheaeds: Forming - starting out, dipping toe in the water, uncertain, testing each other, personal identity issues - how do I fit in? do I belong in this group, do I have anything to contribute? Will people like me? Feeling overwhelmed by the task, sense of not getting goingetc Storming - can be most difficult. Task seems more difficult than imagined, impatient and blame each other for no progress, inexperienced in decision making, arguments about what is required and approach to take people taking sides, unrealistic goals, increased tension, members beginning to understand each other Normimg - accepting teams ground rules, cooperative atmosphere, helping each other , able to accept and express criticism in a constructive way. Confiding in each other, working out differences Performing - efficient problem solving, understanding and acceptance of members strengths and weaknesses, settled into roles commitment and attachment to team

Conflict - definition To come into collision, to be in opposition or at variance; disagree a controversy, a quarrel, discord of feelings or actions as in a conflict of ideas Imagine if noone ever disagreed….

Conflict is normal Some conflict is inevitable - it is normal human behaviour Conflict can be functional or dysfunctional It should be functional not dysfunctional We hope to provide you with some ideas and strategies to help you manage conflict that does arise, and let you know what to do if you find you just can’t manage it yourself.

Dysfunctional conflict: threatens group survival diverts energy destroys morale and trust Functional conflict improves decision making stimulates creativity releases tension increases energy

We need to manage conflict, not eliminate it. What sorts of conflicts can happen when people come together to work as a team?

High Importance R E L A T I O N S H P Low GOALS High Importance Importance

Conflict Handling Styles Shark -competing Fox -compromising Turtle -avoiding Teddybear -accomodating Owl -collaborating

CUDSA model 1. Confront the conflict 2. Understand the other’s position 3. Define the problem(s) 4. Search for and evaluate Alternative solutions 5. Agree upon, implement and evaluate the Best solution

Some communication strategies Choose an appropriate time and place Maintain eye contact Define the problem using “I” statements Don’t use labels/insults Give positive as well as negative feedback Ask questions to clarify

“I” versus “you”statements You’ve done a terrible job on this I feel worried that this is not up to the required standard and we’re going to get a bad mark

“I” versus “you”statements You are late to every meeting – its impossible to work with you “I’m finding it really frustrating when you are late and we have to repeat everything we have already said. Can we talk about this?”

Common IE conflicts! Late to or missing meetings Not finishing allocated task or not to expected standard Aggressive/domineering manner Uncooperative attitude

IE conflict resolution processes Try the methods outlined here within group Talk to supervisor, who can act as facilitator to resolve problem Notify coordinators, who can attempt conciliation and/or take formal action to resolve problem.