CSE9020 Week 7 Effective Team Working Renee Gedge

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CSE9020Week 7Effective Team WorkingRenee
Gedge
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NONE OF US IS AS SMART AS ALL OF US
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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

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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?

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4-Step Group Formation Model

• Forming
• Storming
• Norming
• Performing

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Forming

• Exchanging details
• Getting to know you
• Personal styles predominate
• Shy
• Extrovert
• Aggressive
• no-nonsense

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Storming

• Trashing around
• What are we actually trying to do ?
• Conversations without focus
• Meetings without structure

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Norming

• Agreeing on the rules
• Meetings now achieving results
• Guidelines for work practices drawn up, And
  being followed

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Performing

• THE TEAMis now starting to produce results
• All agree that the things produced areof a
  satisfactory quality
• All agree that the schedule is achievable
• (yes, not all of the Case Study teams will be
  effective. BUT can still produce good product)

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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

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Conflict is normal

• Some conflict is inevitable - it is normal human
  behaviour
• Conflict can be functional or dysfunctional

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• Dysfunctional conflict
• threatens group survival
• diverts energy
• destroys morale and trust

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• Functional conflict
• improves decision making
• stimulates creativity
• releases tension
• increases energy

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

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

• Shark -competing
• Fox -compromising
• Turtle -avoiding
• Teddybear -accomodating
• Owl -collaborating

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CUDSA model

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

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Some communication strategies

• Choose an appropriate time and place
• Maintain eye contact
• Define the problem using I statements
• Dont use labels/insults
• Give positive as well as negative feedback
• Ask questions to clarify

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I versus youstatements

• Youve done a terrible job on this
• I feel worried that this is not up to the
  required standard and were going to get a bad
  mark

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I versus youstatements

• You are late to every meeting its impossible to
  work with you
• Im finding it really frustrating when you are
  late and we have to repeat everything we have
  already said. Can we talk about this?

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Common IE conflicts!

• Late to or missing meetings
• Not finishing allocated task or not to expected
  standard
• Aggressive/domineering manner
• Uncooperative attitude

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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.