Building Effective Teams

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In today's work environment, the ongoing challenges of creating the magical bond between team members can be elusive. Moreover, it has become increasingly challenging, since we have been moving from the emphasis on social skills to technical and managerial skills. And as a result, the body of traditions and knowledge concerning the magic of teams have been lost. This team building presentation provides you with the much needed practical guidance on how to identify dysfunctional teams and put in place a process to build effective and collaborative teams in your organization. LEARNING OBJECTIVES 1. Recognize the characteristics of high performing teams 2. Understand the five dysfunctions of a team 3. Describe the stages of building an effective team 4. Identify the qualities of good team leaders 5. Define the role of the team leader 6. Identify ways to sustain and improve team performance CONTENTS 1. Introduction and Overview 2. The Five Dysfunctions of Teams 3. Stages of Team Development 4. Choosing a Good Team Leader 5. Role of the Team Leader 6. Sustaining & Improving Team Performance To download this presentation, please visit: http://www.oeconsulting.com.sg

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© Operational Excellence Consulting. All rights reserved. 2 Objectives 1.  Recognize the characteristics of high performing teams 2.  Understand the five dysfunctions of a team 3.  Describe the stages of building an effective team 4.  Identify the qualities of good team leaders 5.  Define the role of the team leader 6.  Identify ways to sustain and improve team performance Copyrights of all the pictures used in this presentation are held by their respective owners. NOTE: This is a PARTIAL PREVIEW. To download the complete presentation please visit: http://www.oeconsulting.com.sg

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© Operational Excellence Consulting. All rights reserved. 3 Contents •  Introduction and Overview •  The Five Dysfunctions of Teams •  Stages of Team Development •  Choosing a Good Team Leader •  Role of the Team Leader •  Sustaining Improving Team Performance

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© Operational Excellence Consulting. All rights reserved. 6 Qualities of an Effective Team •  A productive team has an atmosphere of trust and is completely accountable for its results •  Each of its team members invests in the team through his or her actions and attitudes •  The team members are respectful caring and cooperative •  These teams are the mechanism by which organizations can unlock world class results

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© Operational Excellence Consulting. All rights reserved. 7 Why Do We Need Team Building •  The need to quickly respond to changes •  Demands for continuous improvement •  More effective use of resources •  Decision-making and problem-solving is better handled by teams

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© Operational Excellence Consulting. All rights reserved. 8 Why is Team Building Important •  To discover new solutions to enhance team effectiveness and cohesiveness •  Helps bring out the best in individuals in the form of team work •  Improves understanding and helps people respect other people’s views even if they don’t agree with them •  Helps in exchange of views and ideas which leads to exciting results

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© Operational Excellence Consulting. All rights reserved. 9 Symptoms that Signal a Need for Team Building •  Decreased productivity •  Conflicts or hostility among staff members •  Confusion about assignments missed signals and unclear relationships •  Decisions misunderstood or not carried through properly •  Apathy and lack of involvement

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© Operational Excellence Consulting. All rights reserved. 10 Patrick Lencionis Model of the Five Dysfunctions of a Team Inattention to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust Source: Patrick Lencioni

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© Operational Excellence Consulting. All rights reserved. 11 Lencioni’s Five Dysfunctions of a Team DESCRIPTION §  The pursuit of individual goals and personal status erodes the focus on collective success. §  The need to avoid interpersonal discomfort prevents team members from holding one another accountable. §  The lack of clarity or buy-in prevents team members from making decisions they will stick to. §  The desire to preserve artificial harmony stifles the occurrence of productive ideological conflict. §  The fear of being vulnerable with team members prevents the building of trust within the team. Inattention to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust Source: Patrick Lencioni

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© Operational Excellence Consulting. All rights reserved. 14 Members of teams with an absence of trust… •  Conceal their weakness and mistakes from one another •  Hesitate to ask for help or provide constructive feedback •  Hesitate to offer help outside their own area of responsibility •  Fail to recognize and tap into one another’s skills and experiences •  Hold grudges •  Dread meetings and find reasons to avoid spending time together

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© Operational Excellence Consulting. All rights reserved. 15 Members of trusting teams… •  Admit weaknesses and mistakes •  Ask for help •  Take risk in offering feedback and assistance •  Appreciate and tap into one another’s skills and experiences •  Focus time and energy on important issues not politics •  Offer and accept apologies without hesitation •  Look forward to meetings and other opportunities to work as a group

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© Operational Excellence Consulting. All rights reserved. 16 The role of the leader... •  Demonstrate vulnerability first •  Create an environment that does not punish vulnerability •  Vulnerability must be genuine not staged

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© Operational Excellence Consulting. All rights reserved. 19 Stage 1: Forming •  The team is new to each other or finds itself in an unfamiliar situation •  High level of ambiguity about their purpose •  Uncertainty about approach/methods •  People may be wary of each other •  Interactions are quite formal •  People look to the leader for guidance and direction

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© Operational Excellence Consulting. All rights reserved. 20 Outcome of Stage 1: Team becomes acquainted and organized Suggested activities the leader can take: •  Get to know your team •  Arrange a social gathering for your team •  Get to know your fellow team members and help them to get to know you •  Hold an organizational meeting to share information about capabilities and expectations •  Have each member describe himself/herself •  Have each member describe expectation for the project •  Get to know the stakeholders

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© Operational Excellence Consulting. All rights reserved. 21 Outcome of Stage 1: Team becomes acquainted and organized Suggested activities the leader can take: •  Facilitate the team to develop an overall picture of its goals and constraints project plan group roles rules and structure •  Share information about the goals and resources •  Provide guidance to the team to develop a general plan for the project •  Establish what needs to be accomplished at each step project deliverables and timelines and help each team member to understand their roles and expectations

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© Operational Excellence Consulting. All rights reserved. 22 Outcome of Stage 1: Team becomes acquainted and organized Suggested activities the leader can take: •  Provide much needed structure by holding regular meetings and assisting in task/role clarification •  Encourage participation by all team members •  Facilitate learning about another’s area of expertise and preferred working modes

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© Operational Excellence Consulting. All rights reserved. 23 End of Stage 1: Team Characteristics •  Members seek direction from the leader •  Communication is directed toward the leader •  Members are both excited and anxious about being part of a new team •  Interpersonal relations tend to be polite guarded and impersonal

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© Operational Excellence Consulting. All rights reserved. 25 What Makes an Effective Team Leader •  Effective team leaders are not born with the gift of leading but they acquire the skill as they grow up •  Effective team leaders are also capable of assuming the leadership qualities needed for specific situations •  Different qualities when blend in a single person creates an effective leader •  Team leader should always know his objectives and should know what he is doing and should never forget his objectives •  It is the duty of a team leader to ensure that all his members are doing the work effectively and efficiently

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© Operational Excellence Consulting. All rights reserved. 26 Practical Tips for Managing Your Team to Peak Performance •  Focus on results and productivity and not the time clock •  Align people with the stuff they are good at •  Align people with the projects they are passionate about •  Put your best performers on your biggest opportunities •  Find the balance between aggressive and realistic goals

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© Operational Excellence Consulting. All rights reserved. 27 Challenges of the Team Leader’s Role •  Getting full attendance at meetings •  Be clear regarding expectations •  Create realistic meeting agendas •  Contribute without dominating •  Remain neutral •  Capturing ideas accurately •  Knowing what to record and what not to record

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© Operational Excellence Consulting. All rights reserved. 28 Sustaining High Team Performance •  Goals are totally clear and understood •  Members are empowered •  Build trust and openness •  Opportunities to socialize and interact with each other •  Optimal resource utilization to achieve goals •  Recognize and show appreciation •  High team morale

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© Operational Excellence Consulting. All rights reserved. 29 How to Develop a More Effective Team •  Become knowledgeable about team development and dynamics •  Learn how to assess your team both as a group and individually •  Be open to your strengths and weaknesses •  Develop a leadership style that supports and trains staff - they are your biggest resource •  Teach your staff necessary skills e.g. problem solving time management etc

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© Operational Excellence Consulting. All rights reserved. 32 About Operational Excellence Consulting •  Operational Excellence Consulting is a management training and consulting firm that assists organizations in improving business performance and effectiveness. •  The firm’s mission is to create business value for organizations through innovative operational excellence management training and consulting solutions. •  OEC takes a unique “beyond the tools” approach to enable clients develop internal capabilities and cultural transformation to achieve sustainable world-class excellence and competitive advantage. For more information please visit www.oeconsulting.com.sg