Steam up or Team-up!
Sure Fire Team Strategies
Team-work, works! And it is the buzz word in practically every other organization that we come across. Often we meet people who share their utmost concern about the truth that team-work just does not happen by itself. This is despite the fact that they have made several attempts in terms of arranging team get-togethers, celebrations, outbound training and so on. So what is the real problem? Why is it so difficult for people to work together as a team?
People are different!
No two people are ever the same. The way they are brought up, their hereditary characteristics, their education, their attitudes, life experiences are all different. Initially some people may demonstrate a very approachable and flexible behavior as they are in a masking phase of the relationship where they would like to tell you what you like to hear. But the masking stops after the initial so called newness to the person or the organization is all over.
So playing games together in a team-outing, or wining and dining together as part of a celebration, do not guarantee getting along with each other. Once they are back at work, they are back at each other’s throat and that’s the end of team work. So what do we do now?
Psychology has the right answers for building better teams:
The effectiveness of Teams are measurable to get detailed information with respect to team leadership, membership, commitment, trust, mission, meetings, relationships, satisfaction, feedback and development. The team scores will actually help us to plan the team building process on a scientific footing.
The good news is that one can even measure each of the team players in terms of their heredity characteristics and train them in skills of flexing their communication styles in their interpersonal relations. Hence better teams could be built as each member will begin to understand each other better. Indeed they appreciate each other better as they are trained into changing some of the environmental conditioning that has resulted in terms of glue-like mindsets and die-hard habits leading to concrete wall-like attitudes.
Behavior Games and activities designed to replicate work life behavior are of great help in establishing to the team members of their true behaviors. The link is vital and it is here that one can more or less be assured that the learning on the team building interventions will actually be transferred to the workplace. After all in behaviorally driven scientific team building exercises implementation of learning is key deliverable. The good news is that changes are measured in quantifiable terms for future interventions to make the team work, work better.
What is a Team Strategy?
A team is made up of a group of people working together to achieve a common goal. An effective team has certain characteristics that allow the team members to function more efficiently and productively. An effective team develops ways to share leadership roles and ways to share accountability for their work products, shifting the emphasis from the individual to several individuals within the team. A team also develops a specific team purpose and concrete work products that the members produce together.
How does the Team development strategy work?
Effective teams will have open-ended meetings and develop active problem-solving strategies that go beyond discussing, deciding, and delegating what to do; they do real work together. When necessary, individuals in a team will set aside their own work to assist other members of the team. In a well-functioning team, performance is based not on an individual member's ability to influence other members, but rather is assessed directly by measuring the work products of the whole team. Rewards based on the whole team's effort help underscore the importance of team responsibility.
How to use the Team Strategy:
There are several ways in which you can help people become a strong team:
Establish objectives together: Define performance objectives with the team and make sure that all team members understand the objectives and what actions will need to be taken to achieve them.
Develop a participatory style: Encourage people to suggest ways to improve services. Listen to their ideas and acknowledge their points of view. Encourage team members to discuss issues and to find solutions together.
Focus on contributions: Define objectives for having all team members actively contribute to the meeting. Introduce team members to the ways in which they can participate.
Organize meetings: Hold meetings with the whole team if necessary. Discuss administrative and project objectives and encourage the team to discuss their concerns.
Organize the team: Define roles and responsibilities together. If everyone has a clear role, individuals will be less likely to become frustrated and will be more willing to work together. Agree on who will assume leadership roles for different team activities.
Explain the rules: Discuss all norms and standards that have been established for this project by the department or the organization. Explain the rationale for these rules and discuss their implications in day-to-day practice.
Promote team responsibility: Encourage members of the project team to take responsibility for completing specific tasks and to solve problems as a team. Introduce rewards only if the entire team meets objectives.
Establish time commitments: Schedule when and how each team member will devote time to team work. Determine if team work will require other staff to take on extra work, and, if so, discuss this with all staff and obtain their commitment. Monitor actual vs. planned time carefully and clarify all adjustments in schedule.
Here’s a quick checklist of Characteristics of an Effective Team. Please check to see if your team meets your expectations on these seven points.
Team members share leadership roles
Team develops own scope of work
Team schedules work to be done and commits to taking time allotted to do work
Team develops tangible work products
Team members are mutually accountable for work products
Performance is based on achieving team products
Problems are discussed and resolved by the team
If you need any help to measure the effectiveness of your teams or help team members to have a scientific framework with which to build their team bonding abilities, you can please feel free to call for professional help.
SREE NIDHI S K
Oscar Murphy International
Life Strategists, Behavioral Trainers, Coaches & Change Agents
Email: sree@oscarmurphy. com
Phone: Mobile: 91 9901983545 Office: 91 80 41718771 / 772
Web: www.oscarmurphy. com
Changing Attitudes Reaching Effectiveness
Sure Fire Team Strategies
Team-work, works! And it is the buzz word in practically every other organization that we come across. Often we meet people who share their utmost concern about the truth that team-work just does not happen by itself. This is despite the fact that they have made several attempts in terms of arranging team get-togethers, celebrations, outbound training and so on. So what is the real problem? Why is it so difficult for people to work together as a team?
People are different!
No two people are ever the same. The way they are brought up, their hereditary characteristics, their education, their attitudes, life experiences are all different. Initially some people may demonstrate a very approachable and flexible behavior as they are in a masking phase of the relationship where they would like to tell you what you like to hear. But the masking stops after the initial so called newness to the person or the organization is all over.
So playing games together in a team-outing, or wining and dining together as part of a celebration, do not guarantee getting along with each other. Once they are back at work, they are back at each other’s throat and that’s the end of team work. So what do we do now?
Psychology has the right answers for building better teams:
The effectiveness of Teams are measurable to get detailed information with respect to team leadership, membership, commitment, trust, mission, meetings, relationships, satisfaction, feedback and development. The team scores will actually help us to plan the team building process on a scientific footing.
The good news is that one can even measure each of the team players in terms of their heredity characteristics and train them in skills of flexing their communication styles in their interpersonal relations. Hence better teams could be built as each member will begin to understand each other better. Indeed they appreciate each other better as they are trained into changing some of the environmental conditioning that has resulted in terms of glue-like mindsets and die-hard habits leading to concrete wall-like attitudes.
Behavior Games and activities designed to replicate work life behavior are of great help in establishing to the team members of their true behaviors. The link is vital and it is here that one can more or less be assured that the learning on the team building interventions will actually be transferred to the workplace. After all in behaviorally driven scientific team building exercises implementation of learning is key deliverable. The good news is that changes are measured in quantifiable terms for future interventions to make the team work, work better.
What is a Team Strategy?
A team is made up of a group of people working together to achieve a common goal. An effective team has certain characteristics that allow the team members to function more efficiently and productively. An effective team develops ways to share leadership roles and ways to share accountability for their work products, shifting the emphasis from the individual to several individuals within the team. A team also develops a specific team purpose and concrete work products that the members produce together.
How does the Team development strategy work?
Effective teams will have open-ended meetings and develop active problem-solving strategies that go beyond discussing, deciding, and delegating what to do; they do real work together. When necessary, individuals in a team will set aside their own work to assist other members of the team. In a well-functioning team, performance is based not on an individual member's ability to influence other members, but rather is assessed directly by measuring the work products of the whole team. Rewards based on the whole team's effort help underscore the importance of team responsibility.
How to use the Team Strategy:
There are several ways in which you can help people become a strong team:
Establish objectives together: Define performance objectives with the team and make sure that all team members understand the objectives and what actions will need to be taken to achieve them.
Develop a participatory style: Encourage people to suggest ways to improve services. Listen to their ideas and acknowledge their points of view. Encourage team members to discuss issues and to find solutions together.
Focus on contributions: Define objectives for having all team members actively contribute to the meeting. Introduce team members to the ways in which they can participate.
Organize meetings: Hold meetings with the whole team if necessary. Discuss administrative and project objectives and encourage the team to discuss their concerns.
Organize the team: Define roles and responsibilities together. If everyone has a clear role, individuals will be less likely to become frustrated and will be more willing to work together. Agree on who will assume leadership roles for different team activities.
Explain the rules: Discuss all norms and standards that have been established for this project by the department or the organization. Explain the rationale for these rules and discuss their implications in day-to-day practice.
Promote team responsibility: Encourage members of the project team to take responsibility for completing specific tasks and to solve problems as a team. Introduce rewards only if the entire team meets objectives.
Establish time commitments: Schedule when and how each team member will devote time to team work. Determine if team work will require other staff to take on extra work, and, if so, discuss this with all staff and obtain their commitment. Monitor actual vs. planned time carefully and clarify all adjustments in schedule.
Here’s a quick checklist of Characteristics of an Effective Team. Please check to see if your team meets your expectations on these seven points.
Team members share leadership roles
Team develops own scope of work
Team schedules work to be done and commits to taking time allotted to do work
Team develops tangible work products
Team members are mutually accountable for work products
Performance is based on achieving team products
Problems are discussed and resolved by the team
If you need any help to measure the effectiveness of your teams or help team members to have a scientific framework with which to build their team bonding abilities, you can please feel free to call for professional help.
SREE NIDHI S K
Oscar Murphy International
Life Strategists, Behavioral Trainers, Coaches & Change Agents
Email: sree@oscarmurphy. com
Phone: Mobile: 91 9901983545 Office: 91 80 41718771 / 772
Web: www.oscarmurphy. com
Changing Attitudes Reaching Effectiveness