CAN’T WE ALL JUST GET

ALONG ???

TEAM BUILDING

Presented by:
 TEAMWORK

Table of Content:
• Team Building Exercise
• What is a Team
• Team Development Life Cycle
• Effective Teams
• Dealing with Difficult Behavior
• Analogy of Geese
• Conclusion
 NOBODY DID IT
There is a story about four people named Everybody, Somebody, Anybody,
and Nobody.
There was an important job to be done and Everybody was asked to do.
Anybody could have done it. Nobody did it.
Somebody got angry about that because it was Everybody’s job.
Everybody thought Anybody could do it but Nobody realized that Everybody
wouldn’t do it.
Consequently, it wound up that Nobody told Anybody,
so Everybody blamed Somebody.

But still NOBODY DID IT !!!

 • WHAT IS A TEAM?

• A team is defined as a group of people, who bring

to the table a set of complementary and
appropriate skills, and who hold themselves
mutually accountable for achieving a clear and
identifiable set of goals.

• Simply stated: A team is a group of people

working together towards a common goal.

• It takes more than ONE person to make a team

• There must be collaborative work toward common

•TEAM DEVELOPMENT LIFE
CYCLE - 5 Stages

STAGE 1 FORMING
STAGE 2 STORMING
STAGE 3 NORMING
STAGE 4 PERFORMING
STAGE 5 ADJOURNING
 •FORMING
Team Development has been categorized into 5 Stages

STAGE 1

• High dependence on leader for guidance and direction.

• Little agreement on team.
• Individual roles and responsibilities are unclear.
• Leader must be prepared to answer lots of questions about the team's
purpose, objectives and external relationships.

• Members test tolerance of system .

Leader
Directs
 STORMING
STAGE 2

• Decisions don't come easily within group.

• Team members vie for position
• Clarity of purpose increases but plenty of
uncertainties persist
• Compromises may be required to enable
progress

LEADERS COACH
 NORMING
STAGE 3

• Agreement and consensus forms among team

• Roles and responsibilities are clear and accepted
• Big decisions are made by group agreement
• Commitment and unity is strong
• The team discusses and develops its processes and working
style
• There is general respect for the leader and some of leadership is
shared

LEADER FACILITATES AND

ENABLES
 PERFORMING
STAGE 4

• The team clearly knows why it is doing what it is doing

• The team has a shared vision
• There is a focus on over-achieving goals
• Disagreements occur but now they are resolved within
the team positively
• The team is able to work towards achieving the goal
• Team members look after each other
• The team does not need to be instructed or assisted

LEADER DELEGATES AND OVERSEES

 ADJOURNING
STAGE 5

• Adjourning, is the break-up of the group, hopefully when their task is

completed successfully, their purpose fulfilled; everyone can move on to new
things, feeling good about what's been achieved.

• From an organizational perspective, recognition of and sensitivity to people's

vulnerabilities during this fifth stage is helpful

• Feelings of insecurity would be natural

LEADER REASSURE,
COMMUNICATE
 EFFECTIVE TEAMS
There are several key characteristics that are
prevalent in EFFECTIVE teams.

• CLEAR AND ACHIEVABLE GOALSEFFECTIVETEAMS

• COMMITMENT TO THE GOALS

• CLEARLY DEFINED ROLES/ RESPONSIBILITIES

• REGARD FOR TEAM MEMBERSS

• SUCCESSFULLY DEALS WITH CONFLICT

 CLEAR GOALS

characteristics found in effective teams

• CLEAR AND ACHIEVABLE GOALS

COMMITMENT TO GOALS
characteristics found in effective teams

• COMMITMENT TO GOALS
RESPECT FOR OTHERS
characteristics found in effective teams

• REGARD/ RESPECT FOR TEAM

MEMBERS
 RESPECT FOR OTHERS
Personality
Types

Analytical Driver
Thinking. Facts, Figures, Data, Action oriented. Likes to delegate,
Not Opinions very focused, needs low
supervision
‘Paralysis of Analysis’ ‘Tends to leave body bags behind’

Amiable
Friendly, Fuzzy, Relationship
Oriented. Good at Coordinating
‘Appears Wishy Washy’
Expressive
Highly enthusiastic, Loves Fun,
Party People. No Details please.
‘Hard to complete task in present’
 DEFINE ROLES

characteristics found in effective

teams

• CLEARLY DEFINED ROLES/RESPONSIBILITIES

 CONFLICT RESOLUTION

characteristics found in effective teams

• SUCCESSFULLY DEALS WITH CONFLICT

CONFLICT IS INEVITABLE !!!

 DIFFICULT BEHAVIOR
HOSTILE AGGRESSIVES
People who try hard to bully and overwhelm by bombarding others with cutting
remarks.

Stand up for yourself

Give them time to run down

Look directly at them and wait .

 DIFFICULT BEHAVIOR
COMPLAINERS
People who gripe without ceasing, but never try to do anything about what they complain
about.

Listen attentively to them, but don’t let them dwell on

complaints

Acknowledge by paraphrasing their concerns

Keep things optimistic

Ask, “What are you willing to do to remedy the situation?”

 DIFFICULT BEHAVIOR

SILENT UNRESPONSIVES
People who answer, when they answer at all, with grunts or a yes/no response

Don’t interrupt silence; give them some time to open up

Ask open-ended questions

Listen attentively if they open up, but do not gush

 DIFFICULT BEHAVIOR

SUPER AGREEABLES
Very personable, funny people who never act the way they say they will or how you thought they

would

Let them know you value them as a person

Ask them to be honest with you

Carefully point out the inconsistencies in their behavior

 DIFFICULT BEHAVIOR
KNOW-IT-ALL EXPERTS
Condescending, pompous people who claim to know all about everyone and everything

Never Ignore them

Know what you are talking about when you converse with them

Question firmly about inaccurate facts or inconsistencies, but do

not confront them in a group situation
 ANALOGY
As each goose flaps its wings, it creates an "uplift" for the birds
that follow.

By flying in a "V" formation, the whole flock adds 71% greater

flying range than if each bird flew alone.
 YES!!!

CAN’T WE ALL JUST GET ALONG ???

The Answer is YES!!!