Leading Effective Teams Jessica Swenson Program Manager, Facilitator, Consultant Fully Prepared to Lead Office of Human Resources |Office of Talent Management Learning and Talent Development jeswenson2@wisc.edu | 608.890.4715 | talent.wisc.edu

Make a list of all you can do to make sure that you achieve the worst result imaginable with respect to leading effective teams. 1. “Make a list of all you can do to make sure that you achieve the worst result imaginable with respect to your top strategy or objective.” 2. “Go down this list item by item and ask yourselves, ‘Is there anything that we are currently doing that in any way, shape, or form resembles this item?’ Be brutally honest to make a second list of all your counterproductive activities/programs/procedures.” 3. “Go through the items on your second list and decide what first steps will help you stop what you know creates undesirable results?”

Teams vs. Groups Groups Teams Goal is to produce outcomes that are the sum of the contribution of individual members. I have done my part and am not responsible for the success or failure of the rest of those involved. My contribution is recognized individually. Goal is to produce outcomes that reflect those of the team. If one person fails, we all fail. All efforts reflect the whole of the team – we succeed and fail together. No one person is to blame or get all credit. In the end, it may be difficult to identify individual contributions. College group assignment analogy. Everyone breaks up the work, goes off on their own, then brings their piece back to create a whole. Can feel choppy, may not produce the best result, but work gets done. One person slacks off. They get the same grade as everyone else. Others are resentful of that. Teams would take that work and meet/ communicate regularly, there would be a concern about cohesion and a collective feeling of ownership and accomplishment.

Stages of Team Development – Team Behaviors Form Get acquainted – “Getting to know you” Orientation to task Storm Build understanding of expectations and roles Test the water - conflict Norm Common understanding, consensus Morale and confidence increases Perform Effective problem-solving Able to “predict” team member behavior Bruce Tuckman, 1963

https://www.linkedin.com/pulse/forming-storming-norming-performing-four-stages-team-kristi-gifford

Stages of Team Development – Leader’s Role Form Direct Storm Support Norm Participate Perform Delegate Bruce Tuckman, 1963

Group Discussion Which of Tuckman’s Stages of Team Development best describes a team on which you’re currently a member? In your opinion, what does your team need to progress to the next stage? If already performing, what must be sustained to continue at that level? As a leader, what will you do to ensure the success of the team?

THANK YOU For Your Time Any Final Questions? Jessica Swenson Program Manager, Facilitator, Consultant Fully Prepared to Lead Office of Human Resources |Office of Talent Management Learning and Talent Development jeswenson2@wisc.edu | 608.890.4715 | talent.wisc.edu