TEAM BUILDING

By
Dr. Shimaa Ali
Dr. Ahmed Abdalrahman Hassan
Dr. Afaf Soliman
Dr. Eman Remadan

Lecturers of nursing administration

Nursing Administration Department

Faculty of nursing
Cairo University
2024
 Team Building
Objectives :
Up on completion of this lesson, the student will be able to:-
1. Define the following concepts; team; team work and team building.
2. Differentiate between different types of team.
3. Differentiate between group and team.
4. Enumerate the importance of teamwork .
5. List the characteristics of effective team.
6. Illustrate the essential skills for team members.
7. Mention the team activities.
8. Discuss the different stages of team building.
9. Identify the guidelines for conducting meetings
10. Identify the guidelines for leading group meetings
11. Illustrate how to create an environment conducive to team building

Outlines:
1. Introduction
2. Definition of team
3. Definition of team work
4. Definition of team building.
5. Types of group
6. The difference between group and team
7. Importance of teamwork
8. The characteristics of effective team.
9. Essential skills for team members.
10. The team activities.
11. Stages of team building.
12. Guidelines for conducting meetings
13. Guidelines for leading group meetings
14. Creating an environment conducive to team building
 Team Building
Introduction:
Nowadays the practice of teamwork has gained a popularity in a health
care market. When nurses function and act as a part of a health team, the job itself is
easier and more efficient and patient care will be enhanced. In nursing, when teamwork
is emphasized and valued, every member works together to meet their patients’ needs
and improved patients` outcomes.

Definition of Team
It is a unit of two or more people who interact and coordinate their work to
accomplish a specific goal.

Definition of teamwork:-
Teamwork means that people will try to cooperate, using their individual
skills , providing constructive feedback and despite any personal conflict in order to
achieve goals and objectives.

Definition of team building:-

Process of establishing and developing a greater sense of collaboration and trust
between members.

Group Size and Composition

Groups with five to ten members tend to be optimal for most complex organizational
tasks
- Homogeneous groups tend to function more harmoniously
- Heterogeneous groups may experience considerable conflict

Types of Groups
- Both formal and informal groups exist in organizations.
1. Formal Groups
- Are clusters of individuals designated temporarily or permanently by an
organization to perform specified organizational tasks
 - Designed from:
o Individuals from a single work group
o Individuals from different job levels
o Individuals from different work groups and different job levels in the
organization
- Formal groups may be structured laterally, vertically, or diagonally.
- A group of nurses selected by their colleagues to plan an orientation program
for new staff constitute a task group.

2. Informal Groups
–Evolve naturally from social interactions
– Are not defined by an organizational structure

3. Real (command) groups

– Accomplish tasks in organizations
– Recognized as legitimate organizational entity
1. Task groups
– Composed of several persons who work together
– May or may not have a designated leader
– Charged with accomplishing specific time-limited

2. Committees or task forces

–Are formed to deal with specific issues involving several service
areas
A team:
▪ Is a group that works to achieve a goal
▪ Has command or line authority to perform tasks
▪ Bases membership on the skills needed to accomplish task

Difference between group and team:

A team is internally organized, with specific goals and usually with specific roles for
different members of the team. A group is just a collection of people with something
in common, such as being in the same place or having a shared interest.
 Groups Teams

1. Individual accountability 1. Individual and mutual accountability

2. Come together to share information and 2. Frequently come together for discussion,
perspectives decision making, problem solving, and
planning

3. Focus on individual goals 3. Focus on team goals

4. Produce individual work products 4. Produce collective work products

5. Define individual roles, responsibilities, 5. Define individual roles, responsibilities, and

and tasks tasks to help team do its work: often share and
rotate them.
6. Concern with one own outcome and 6. Concern with outcomes of everyone and
challenges challenges the team faces

Importance of team work:

1. People working together can provide the support that needed to complete the
work
2. Improves interpersonal relationships and job satisfaction.
3. Increases productivity within the organization.
4. Organization problems are easily handled and resolved.
5. Reduces the workload and decreases stress.
6. Promotes safe and efficient patient care.

The characteristics of effective team:

7. The team is a relatively small size (10 to 12 people)
8. Members have a clear and common goal and purpose.
9. The focus is on achieving results
10. There is a certain plan and a common approach for achieving the goal
11. Members have clear roles
12. Members are committed to the goal
13. Members are competent and have complementary skills.
14. They achieve decisions through consensus
15. There is diversity among team members
16. Members have effective interpersonal skills
17. Each member feels empowered to act, speak up and offer ideas
18. Each member has a high standard of excellence
19. An informal climate and easiness exists among members
20. The team has the support of management
21. The team is open to new ideas
22. There is periodic self-assessment
23. There is shared leadership of the team
24. There is recognition of team member accomplishments
25. There are sufficient resources to support the team work

Essential skills for team members:

1) Listening: Each team member must be a good listener to each other's ideas.
2) Questioning: Each team member must question each other that appeared in the form
of interacting, discussing, and posing questions to all members of the team.
3) Persuading: That appears in the form of exchanging, defending, and rethinking
ideas between team members.
4) Respecting: Each team member must respect the opinions of others. You will
observe that in the form of encouraging and supporting the ideas and efforts of others.
5) Helping: Each team member must help each other by offering assistance to each
other.
6) Sharing: Each team member should offering ideas and reporting their findings to
each other.
7) Participating: That appears in contributing the team members to the project .

Team activities:
1. Define the problem and decide on goals.
2. Gather information about the problem.
3. Seek opinions about the problem from appropriate team members.
4. Discuss and expand the problem, each contributing his/her own unique professional
perspective.
5. Develop potential solutions or management plans.
6. Offer potential solutions or management plans.
7. Offer opinions about each potential solution.
8. Evaluate potential solutions and choose the best one or integrate several into one.
9. Summarize the plan and agree on distribution of tasks across team members.
 Homans’s framework (Stages) of team building:

Forming

Storming
Norming
Performing

Adjourning

STAGE I FORMING
▪ Defines the problem.
▪ Agrees on goals and formulates strategies for execute the tasks.
▪ Determines the challenges and identifies information needed.
▪ Individuals take on certain roles.
▪ Develops trust and communication.
▪ People express differences and check each other and decide whether to be
part of group.
▪ Feelings: anxiety and confusion
▪ Little work accomplished because conflicts emerge
▪ Leadership, values and feasibility of tasks challenged

STAGE II STORMING (Can we work together?)

▪ Realize that the task is more difficult than they imagined.
▪ Have fluctuations in attitude about chances of success .
▪ Competition among group members.
▪ May be resistant to the task.
▪ Have poor collaboration.
▪ Intra-group conflict over leadership, structure, power, and authority.
▪ Power plays may occur, i.e., who’s in charge and what actions taken toward
goal .
▪ Feelings: Instability and polarization .
▪ Team must bring conflict out in open, encourage good communication skills
and affirm that disagreement is healthy and resolvable.
 ▪ Tasks: Develop skills; redefine goals, roles and tasks; and start to learn to
work together.

STAGE III NORMING (How will we work together?)

▪ Development of group cohesion.
▪ Establishment of individual roles in the group.
▪ Members willing to accept ideas and opinions of other members based on facts
presented.
▪ Members share ideas and feelings.
▪ Members start to give feedback.
▪ Members feel good about being part of an effective group.
▪ Members may fear the inevitable future breakup of the group.
▪ Rules created: Members learn to productively work together and team pride
develops.
▪ Norms established for how people treat each other, how meetings are
conducted, who will do what work and how it will be accomplished .
▪ Tasks: Deepen skills and understanding; increase productivity; share opinions
and skills; evaluate critically and constructively.

STAGE IV PERFORMING (How can we work smarter?)

Team members have:
▪ Gained insight into personal and team processes.
▪ A better understanding of each other’s strengths and weaknesses.
▪ Gained the ability to prevent or work through group conflict and resolve
differences.
▪ Developed a close attachment to the team.
▪ Most productive phase.
▪ Members are highly task oriented and highly people oriented.
▪ Group identity is complete.
▪ Group morale is high.
▪ Emphasis on achievement.
▪ Group becomes functional team and they can diagnose, solve problems and
make decisions.
▪ Much work can occur because team may create new tasks.
 ▪ Team members work together or delegates work; shares leadership and
responsibility.
▪ Tasks: Achieve tasks; deal with group issues; build skills and knowledge and
use time effectively.

STAGE V Adjourning (Should we continue?)

▪ Group celebrates achievements.
▪ Most groups reform when goals achieved; create new goals or members and
leaders turn over.
▪ Disengagement from relationships.
▪ Members able to say personal goodbyes.
▪ Members give up inclusion in group.

Guidelines for Conducting Meetings

Preparation
–Preparation includes clearly defining the purpose of the meeting.
–The leader should prepare an agenda
Participation
- Meeting should include the fewest number of stakeholders who can actively and
effectively participate in decision making

Place and time

o Meetings should be held in places where interruptions can be
controlled and at a time when there is a natural time limit to the
meeting
o Meetings should be limited to 50 to 90 minutes
o Meetings should start and finish on time

Group Members Should

o Be prepared for the meeting
o Ask for clarification as needed
o Offer suggestions and ideas as appropriate
o Encourage others to contribute ideas and opinions
o Offer constructive criticism as appropriate
o Help the discussion stay on track
 o Assist with implementation as agreed

Guidelines for Leading Group Meetings

o Begin and end on time.
o Create a warm, accepting, and nonthreatening climate.
o Arrange seating to minimize differences in power, maximize involvement, and
allow visualization of all meeting activities. (A U-shape is optimal.)
o Use interesting and varied visuals and other aids.
o Clarify all terms and concepts. Avoid jargon.
o Foster cooperation in the group.
o Establish goals and key objectives.
o Keep the group focused.
o Focus the discussion on one topic at a time
o Facilitate thoughtful problem solving.
o Allocate time for all problem-solving steps.
o Promote involvement.
o Facilitate integration of material and ideas.
o Encourage exploration of implications of ideas.
o Facilitate evaluation of the quality of the discussion.
o Elicit the expression of dissenting opinions.
o Summarize discussion.
o Finalize the plan of action for implementing decisions.
o Arrange for follow-up.

Creating an environment conducive to team building

1. Leadership style: avoid authoritarianism; encourage creativity and
participation.
2. Provide appropriate resources.
3. Get support from administration.
4. Highlight progress and positive effects of project, so that team members feel
sense of accomplishment.
5. Involve administration and others early.