Working effectively in a team
NONE OF US
IS AS SMART
AS ALL OF US
Objectives of this presentation

Conflict is normal (& good!) just needs
to be managed

Identify your conflict handling style

Steps for problem solving approach

Strategies for better communication
Ingredients for a successful
team
1.
 2.
 3.
 4.
 5.
 6.

Clarity in team goals - and a plan
Clearly defined roles and rules
Balanced participation
Awareness of the group process
Conflict management
Clear communication
Goals, Roles and Rules

Has your team defined its goals?

Who is going to do what? How will you
find a balance and monitor that?

What are your ground rules?
4-Step Group Formation Model

Forming

Storming

Norming

Performing
Conflict - definition

To come into collision, to be in
opposition or at variance; disagree

a controversy, a quarrel, discord of
feelings or actions as in
a conflict of ideas
Conflict is normal

Some conflict is inevitable - it is normal
human behaviour

Conflict can be functional or
dysfunctional

Dysfunctional conflict:
– threatens group survival
– diverts energy
– destroys morale and trust

Functional conflict
– improves decision making
– stimulates creativity
– releases tension
– increases energy

We need to manage conflict, not
eliminate it.

What sorts of conflicts can happen
when people come together to work as
a team?
High
Importance
R
E
L
A
T
I
O
N
S
H
I
P
S
Low
Importance
GOALS
High
Importance
Conflict Handling Styles
Shark
 Fox
 Turtle
 Teddybear
 Owl

-competing
-compromising
-avoiding
-accomodating
-collaborating
CUDSA model
1. Confront the conflict
 2. Understand the other’s position
 3. Define the problem(s)
 4. Search for and evaluate Alternative
solutions
 5. Agree upon, implement and evaluate
the Best solution

Some communication
strategies
Choose an appropriate time and place
 Maintain eye contact
 Define the problem using “I”
statements
 Don’t use labels/insults
 Give positive as well as negative
feedback
 Ask questions to clarify

“I” versus “you”statements

You’ve done a terrible job on this

I feel worried that this is not up to the
required standard and we’re going to
get a bad mark
“I” versus “you”statements

You are late to every meeting – its
impossible to work with you

“I’m finding it really frustrating when
you are late and we have to repeat
everything we have already said. Can
we talk about this?”
Common IE conflicts!

Late to or missing meetings

Not finishing allocated task or not to
expected standard

Aggressive/domineering manner

Uncooperative attitude
IE conflict resolution
processes

Try the methods outlined here within group

Talk to supervisor, who can act as facilitator
to resolve problem

Notify coordinators, who can attempt
conciliation and/or take formal action to
resolve problem.