TEAM BUILDING WORKSHOP

1
TEAM BUILDING WORKSHOP

• National Leadership Academy
• Delta Sigma Theta Sorority, Inc.

2
TEAM BUILDING WORKSHOP

• National Leadership Academy
• Delta Sigma Theta Sorority, Inc.

3
TEAM BUILDING WORKSHOP

• National Leadership Academy
• Delta Sigma Theta Sorority, Inc.

4
AGENDA

• Introductions
• Meditation
• Workshop Purpose
• Definitions
• Characteristics of Effective Teams
• Key Factors of Team Development
• Skills Assessment
• Learning Activity 1
• Team Building Roles
• Team Subverting Roles
• Learning Activity 2
• Communication/Listening/Consensus
• Debriefings
• Wrap-up and Workshop Evaluation

5
Goal

• The goal of this workshop is to provide groups
  with applicable and necessary skills needed to
  participate as an active member of a team.

6
Objectives

• Understand the meaning of team and team building.
• Understand each stage of team development and its
  impact on individual behavioral types.
• Understand how teamwork as a strategy can be
  utilized to improve communication and enhance
  trust.
• Improve the quality of group planning,
  decision-making, problem-solving and
  communication strategies.
• Build trust with team members.
• Execute an action plan to ensure high-performing
  team behavior.

7
Why Do Team Building Activities?

• Produce the best results relative to available
  resources, skills and knowledge.
• Maximize the contributions of group members.
• Assist group members in working together toward a
  common goal.
• Create an environment that promotes collaboration
  between group members.

8
What is a Team?

• A team is a small group (work group) of people
  who have complementary skills and are committed
  to a common purpose, performance goal, and
  approach for which they are mutually accountable.
• (Katzenbach and Smith, 1993)

9
What is Team Building?

• Team building is the process of enabling a group
  of people with the necessary skills to reach a
  common goal while evolving into a cohesive unit.
  (Kendra Johnson, October 2006)
• Team building is an effort in which a team
  studies its own process of working together and
  acts to create a climate that encourages and
  values the contributions of team members.
• (Arnold Bateman, June 1990)

10
Types of Teams

• Task Force
• Problem Solving Team
• Product Design Team
• Committee
• Work Group
• Work Team
• Quality Circle

11
Characteristics of Effective Teams

• Clear unity of purpose
• Group consciousness about its operations
• Clear and demanding performance goals
• Informal, comfortable, relaxed atmosphere
• Discussions involving all team members

12
Characteristics of Effective Teams

• Freedom to express feelings and ideas
• Healthy disagreement
• General agreement on decisions
• Individual responsibility
• Comfortable, open, frank criticism
• Shifts in leadership

13
Stages of Group Development

• Formation
• Start-up tasks
• Developing the mission
• Creating team traditions
• Accepting new team identity
• Familiarity
• Getting to know each other
• Appreciating each other
• Opening self to risks

14
Stages of Group Development

• Power
• Show their colors
• Disagree (in healthy manner)
• Rebel against leader
• Performance
• Work together effectively
• Solve problems
• Make decisions
• Synergy
• High degree of unity
• Commitment to mission
• Energy and enthusiasm

15
Key Factors Necessary for Team Development

• Open and clear communication
• Trust among group members
• Commitment from all group members
• Individual and group accountability
• Purpose
• Involvement
• Process orientation

16
Open and Clear Communication

• Communication occurs amongst the group members.
• Group members should be direct with their input.
• Group members should discuss errors without
  personal attacks.
• Group members can reach consensus.

17
Trust Among Group Members

• Express true feelings
• Put everything out
• Listen without judging
• Exhibit integrity and honesty

18
Commitment from All Group Members

• Individual buy-in needed from each member.
• Group members must view their commitment as
  important or useful to achieving the goal.
• Group members need to think of themselves as one
  team.
• Individuals give and take to move process.

19
Individual and Group Accountability

• Decisions are made as a result of input from all
  group members not from input from a few.
• Have clear decision-making processes
• Identify expectations
• Source Weiss Molinari, 2005, p. 171.

20
Purpose

• What is the teams vision?
• Destination
• Ideal future
• Goals and philosophies
• What is the teams mission?
• Whats done? To whom? How? Why?
• Reason for being
• Future accomplishments

21
Involvement

• Partnership
• Ownership
• How involved are you in the teams mission?

22
Process Orientation

• Tools
• Activities
• Processes
• Structures
• Necessary for dealing with the day-to-day
  operation of the team

23
Learning Activity 1Skills AssessmentComplete
pages 9 10
24
Team Building Roles

• Supporter
• Harmonizer
• Mediator
• Gatekeeper
• Summarizer
• Group observer
• Compromiser

25
Team Subverting Roles

• Shutting Off
• Analyzing or Labeling
• Dominating
• Yes-Butting
• Nay-saying
• Others?

26
Modes of Communication

• Aggressiveness All about you. No consideration
  for the rights and dignity of others. Aggressive
  comments put down, embarrass, and humiliate.
• Assertiveness Primarily about you, but may
  include others. Your needs and wants are
  expressed in a manner thats accepted by others.
  Assertive comments convey unpleasant information
  in a non-threatening, non-abrasive manner.

27
Modes of Communication

• Responsiveness Primarily about others.
  Secondarily about you. Responsiveness recognizes
  that others bring strength, resources, and
  differing perceptions to a situation and are
  enlisted in solving problems.
• Non-Assertiveness Totally others. Its not about
  you. Abdicate your responsibility and surrender
  your rights. Non-assertiveness almost invites
  others to take advantage of the no-assertive
  person.

28
Listening

• Receiving information from speakers, team
  members, or self in a non-judgmental and
  empathetic manner
• Acknowledging the speaker in a manner that
  invites communication to continue
• Providing limited, encouraging input to the
  speaker.
• Taking an active rather than a passive role.

29
Listening Styles

• Faker
• Dependent listener
• Interrupter
• Self-conscious
• Intellectual listener
• Listening, the Forgotten Skill. Madelyn
  Burley-Allen

30
Consensus

• A collective opinion arrived at by a group of
  individuals working together under conditions
  that permit communication to be sufficiently
  open--and the group climate to be sufficiently
  supportive--for everyone in the group to feel
  that he has had his fair chance to influence the
  decision. Elaine McEwan

31
Arriving at Consensus

• Encourage all team members to provide input.
• Emphasize the positive factors to be considered.
• Explore the negatives. How serious are they?
• Continue to highlight the areas of agreement.

32
Stages of Consensus

• Presentation of proposal
• Clarifying questions
• Discussion
• General feelings on the proposal
• Call for major objection or strong concern

33
Learning Activity 2

• Small Group Activity
• Lost on the Moon
• Participants manual
• Page 17

34
My T.E.A.M. Action Plan

• Name_______________________________________      
  Date__________
• Team Players (Committee members, etc.)
• _______________________________ _________________
  __________
• _______________________________ _________________
  __________
• _______________________________ _________________
  __________
• _______________________________ _________________
  __________
• My Strategy (What will I do to build my team?)
• __________________________________________________
  ____________________
• __________________________________________________
  ____________________
• __________________________________________________
  ____________________
• __________________________________________________
  ____________________
• Actions That Worked (Which of my strategies
  worked well)
• __________________________________________________
  ____________________
• __________________________________________________
  ____________________
• __________________________________________________
  ____________________
• __________________________________________________
  ____________________

35
Summary/Review

• The group becomes a team
• Characteristics of effective teams
• Key factors for team development
• Team building roles
• Team subverting roles
• Communication
• Listening
• Reaching consensus
• My T.E.A.M. Action Plan

36
Go T.E.A.M.

• Give me a T!
• T is for Trust.
• I want to be open with you. I want to take a
  risk with you because I trust you. You can take
  the risk of being open with me.

37
Go T.E.A.M.

• Give Me an E!
• E is for Enthusiasm.
• Demonstrate interest and belief
• in the project. Show participants how important
  the project
• is to you.

38
Go T.E.A.M.

• Give Me an A!
• A is for Action
• Act on what you believe to be important. Be
  powerful and valuable team members
  by taking action.

39
Go T.E.A.M.

• Give Me an M!
• M is for Motivation.
• Motivate your team members to use their
  determination, energy, know-how, and expertise to
  make a personal commitment to be more
  productive and valuable.

40
Thank you for attending our workshop

• Please complete the evaluation form and return to
  the facilitator.

41
TeambuildingWorkshop

• National Leadership Academy
• Delta Sigma Theta Sorority, Inc.