1. Working effectively in a team

2. NONE OF US IS AS SMART AS ALL OF US

3. 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

4. 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,

5. 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

6. 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

7. 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….

8. 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.

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

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

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

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

13. 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

14. 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

15. “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

16. “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?”

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

18. 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.