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Team versus Group

Work groups Work teams

TEAM CONCEPTS AND EFFECTIVE TEAMS

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Share Information Neutral Individual Random and varied

Goal Synergy Accountability Skills

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Collective Performance Positive Individual and mutual Complementary

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What is a Team?
"A team is a small group of people with complementary skills and abilities who are committed to a common goal and approach for which they hold each other accountable." Teams identify and reach consensus on their common goal and approach, rather than looking to a leader to define the goal and approach. Most importantly, teams hold their members accountable. A group can be defined as a small group of people with skills and abilities who are committed to a leader's goal and approach and are willing to be held accountable by the leader. A group supports the leader's goals and the leader-dominated approach to goal attainment. A group drives individual accountability rather than shared accountability.

What is Synergy?
The whole is greater than the sum of the parts If we put two pieces of wood together, they will hold much more than the total weight held by each separately. The essence of synergy is to value differencesto respect them, to build on strengths, to compensate for weaknesses

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Work Group and Work Team

Work Group
A group that interacts primarily to share information and to make decisions to help each group member perform with in his or her area of responsibility

Synergistic Communication
Opening your mind, heart & expressions to
New possibilities New alternatives New options

Work Team
A group whose individual efforts result in performance that is greater than the sum of the individual inputs

Instead of opposition and defense, there need to be a genuine effort to understand The attitude should be
If a person of your intelligence and competence and commitment disagrees with me, then there must be something to your disagreement that I dont understand, and I need to understand it. You have a perspective, a frame of reference I need to look at

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Valuing the Differences

Valuing the differences is the essence of Synergy All people see the world, not as it is, but as they are. The person who is truly effective has the humility and reverence to recognise his own perpetual limitations and to appreciate the rich resources available through interaction with the hearts and minds of other human beings
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What is Supportive Communication?

Supportive communication is
To preserve or enhance a positive relationship between you and another person while
Addressing a problem Giving negative feedback Tackling a difficult issue

One which allows you to communicate information to others that is not complimentary, or to resolve an uncomfortable issue with another person, but in the process strengthen your relationship

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Importance of valuing the differences

If two people have the same opinion one is unnecessary Remember there can always be a second or third alternative I want to communicate with you because you see it differently and I value that difference The Story
Animal School by Dr R H Reeves

Types of Teams
Problem solving Team: Teams formed in a department to solve specific problems such as improving quality, efficiency, productivity etc. They may meet as per requirement to discuss and solve the issue Self managed Team: Members who manage themselves and take collective decisions to reduce the supervisory activities Cross Functional Team: Members of different work areas come together to accomplish the task Virtual Team: Members are physically dispersed and use IT to work together
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Team Effectiveness Model

Context
Adequate resources Leadership and structure Climate of trust Performance evaluation and reward system

Work Design Autonomy

Skill Variety Task Identity Task Significance

SUPPORTIVE COMMUNICATION

Team Effectiveness Process

Common Purpose Specific goals Team efficacy Conflict levels Social loafing
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Composition
Abilities of members Personality Allocating roles Diversity Size of teams Member flexibility Member preferences

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What is an Effective Team? Let us learn from the birds

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What is distinctive about these flights is that the geese always fly in a V pattern If a goose begins to fly out of formation, it is not long before it returns to the V because of the resistance it experiences when not supported by the wing flapping of the other geese The geese fly with loud honking, in order to encourage the lead goose If a goose is shot, becomes ill or falls out of formation, two geese break ranks and follow the wounded or ill goose to the ground. There they remain, nurturing their companion, until it is either well enough to fly or it dies
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Effective Teams
Effective teams have interdependent members
Like geese, the productivity and efficiency of an entire unit is determined the coordinated, inter-active efforts of all its members

Effective teams help members be more efficient working together than alone

Why Migratory Birds Fly Like this?

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Like geese effective teams outperform even the best individuals performance

Effective teams function so well that they create their own magnetism
Like geese, team members desire to affiliate with a team because of the advantage they receive from membership guru-106-OB 17

What is distinctive about these flights is that the geese always fly in a V pattern The flapping wings of the geese in front create an updraft for the geese that follow. This V pattern increases the range of the geese collectively by 71% compared to flying alone On long flights, after the lead goose has flown at the front of the V for a while, it drops back to take a place in the V where the flying is easier. Another goose then takes over the lead position, where the flying is more strenuous
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Effective Teams
Effective teams do not always have the same leader
Like geese, leadership responsibility rotates and is shared as team develop over time

In effective teams members care for and nurture one another

Like geese all are treated as an integral part of the team

Effective teams have members who cheer for and bolster the leader and vice-versa
Like geese, mutual encouragement is given and received by each member
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Effective Teams
Effective teams have high level of trust among members
Members demonstrate integrity and are interested in others success as well as their own

Team Composition
Variability mix of members Abilities of members: in terms of skills- problem solving, decision making, conflict resolution, functional etc Personality of members: Big Five Traits Allocation of roles: Distributing specific tasks to members Diversity of members: Dissimilar experience and hence multiple views, approaches and alternatives Size of teams: Manageable 5 to 7, for accountability and minimising social loafing Member Flexibility: The quality of being adaptable and reduced rigidity Member Preferences: Consider individual preferences and select team members
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Team Effectiveness Model

Context
Adequate resources Leadership and structure Climate of trust Performance evaluation and reward system

Big Five Traits (OCEAN)

Work Design Autonomy
Skill Variety Task Identity Task Significance

Team Effectiveness Process

Common Purpose Specific goals Team efficacy Conflict levels Social loafing
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Composition
Abilities of members Personality Allocating roles Diversity Size of teams Member flexibility Member preferences

Openness - appreciation for art, emotion, adventure, unusual ideas, curiosity, and variety of experience. Conscientiousness - a tendency to show self-discipline, act dutifully, and aim for achievement; planned rather than spontaneous behavior. Extraversion - energy, positive emotions, surgency, and the tendency to seek stimulation and the company of others. Agreeableness - a tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. Neuroticism - a tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, or vulnerability; sometimes called emotional instability.
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Context
Factors that determine or surround the team effectiveness Adequate Resources: in terms equipment, staffing, admin-assistance Leadership and structure: Leader to direct towards goal and structure for functioning efficiency Climate of Trust: Belief on each other, that is belief on the honesty and reliability on each other Performance Evaluation and Reward System: Objective way of evaluating the achievements and results and giving appropriate credit to the members
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Work Design
Art and science of arranging the work Autonomy: Providing some level of autonomy or latitude to employee in their job leads to enthusiasm and less stress Skill Variety: Involving variety of works. Skill variety breaks the monotony and makes the job enjoyable Task Identity: Task identity helps the employee to understand their tasks better and understanding of work completion Task Significance: Task significance helps the employee to become an engaged employee
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Process
Set of essential activities Common Purpose: Understanding the objective by members and buy-in Specific Goals: The clarity of the goal and SMART Team Efficacy: Collective belief on teams capability for achieving success, self confidence to deliver results Conflict Levels: Need for an optimum level of conflict Social Loafing: Tendency for individuals to expend less efforts when working collectively than working individually
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CONCLUSION

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Thank You for Your patient listening

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