The document provides strategies and insights for building effective teams, focusing on team development stages, types of teams, building trust, and establishing a strong team dynamic.

Stages of Team Development:

1. Forming:

   • Members are anxious, unclear on goals, and need to get to know each other.
   • Leaders should plan introductions, use icebreakers, and establish ground rules.

2. Storming:

   • Conflict arises as members bring different ideas. Some may become impatient or disengaged.
   • Leaders should model appropriate behaviors, manage conflicts, and enforce ground rules.

3. Norming:

   • Members recognize similarities, become more social, and realize they are a team.
   • Leaders should encourage positive expression of differences and help maintain focus on objectives.

4. Performing:

   • Members understand their roles, are self-motivated, and seek more input in processes.
   • Leaders should ensure ideas are considered and avoid unnecessary intervention.

5. Adjourning:

   • Members wind down and set goals for future work.
   • Leaders should celebrate contributions and encourage continued productivity.

Types of Teams:

• Natural Work Groups: Regularly work together under a supervisor.
• Business Teams: Cross-functional teams focused on specific products/services.
• Management Teams: Group of managers reporting to a senior manager.
• Virtual and Remote Teams: Connect mostly via digital means, rarely meet in person.
• Self-Managed Teams: No single leader, members share authority and responsibility.
• Product/Service Design Teams: Temporary teams for specific projects or tasks, also known as task forces or committees.

Building Trust:

• Essentials: Honesty, openness, consistency, and treating people with dignity and fairness.
• Tips:
  • Do what you say you will do.
  • Treat everyone fairly.
  • Be consistent.
  • Support employees.
  • Build relationships by learning about team members.
  • Encourage and model diversity.
  • Engage in social activities.
  • Create a "we" atmosphere.

Sample Team Contract:

• Code of Conduct:

  • Be proactive and positive.
  • Keep team members informed.
  • Focus on team goals.
  • Be respectful, fair, and honest.
  • Encourage opinions and discussions.
  • Embrace conflict and change positively.
  • Be open to new ideas.
  • Celebrate achievements.

• Ground Rules:

  • Meetings start and end on time.
  • Have and stick to an agenda.
  • Prepare for meetings.
  • Set conduct expectations for electronic devices.

Degrees of Support:

• Fully Agree: Complete support.
• Mostly Agree: Support with minor reservations.
• Partly Agree: Needs more work.
• Do Not Agree: Won't stop progress.
• Completely Disagree: Do not support.

The TORI Model: Developed by Jack and Lorraine Gibb, the model includes:

• Trust: Interpersonal confidence.
• Openness: Free flow of information.
• Realization: Self-determination.
• Interdependence: Shared responsibility and co-leadership.

Tips for Becoming a Better Team Player:

• Engage team members with icebreakers.
• Regularly check in with team members.
• Use degrees of support for discussions.
• Benchmark and share results.

Tips for Becoming a Better Listener:

• Decide to listen actively.
• Avoid interrupting.
• Maintain eye contact.
• Take notes.
• Ask questions.
• Demonstrate good listening skills, which can be infectious.

Conclusion: Effective team building involves understanding team dynamics, fostering trust and open communication, and leading with clear guidelines and support. By following these principles, leaders can create cohesive and high-performing teams.

 

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