Training package on transversal competences TRAINING MODULE: TEAMWORK This project received funding from the European Union's Erasmus + program under registration number 590520-EPP-1-2017-1-ES-SPO-SCP. This document reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein. LEARNING OBJECTIVES In the end of this module, participants will be able to describe: •Definition of Teamwork, Team Building and the difference between both; •The roles in one organization and the importance of Teamwork and Team Building training; •The vital organs of a Team and the characteristics of a High Performance Team; •Characteristics of effective teams; •Effective team processes; •A vision of their ideal team; •Four stages of team development; •How individual differences and roles contribute to build up a strong team; •Individual orientation and teamwork; •Relation between the leader and the team; •Constructive communication; •Conflict resolution; •Understand multiple layers of a conflict; •Identify personal styles of responding to conflict; • Principles and behaviors to guide team performance; •Appreciate team skills and dynamics; •Identify and to develop personal skills to become a more effective team member; •Improve team communication; •Building and Maintaining Teams; •Team Building components, types, strategies, activities, skills and benefits; •Skills to implement effective changes in the workplace; •Teamwork and team Building strategies and activities to improve them. This module will help you to: Appreciate team skills and dynamics; Identify and develop personal skills to become a more effective team member; Establish effective team processes; Improve team communication skills that help you to implement effective changes in the workplace; Avoid and cope with conflicts; Able to develop skills to implement effective changes in the workplace, as well as strategies and activities. HOW IMPORTANT IS TEAMWORK? Teamwork = successful business The owner of the Charlotte Hornets basketball team, George Shinn said “There is no such thing as a self-made man (or woman). You will reach your goals only with the help of others.” Only individual forces combine, can you achieve greater results, which were never possible on your own. Teamwork synonyms - similar meaning – 479 collaboration n. #cooperation, coaction cooperation n. #coaction, work together harmony n. #collaboration, partnership synergy n. #cooperation, collaboration coaction n. #cooperation, work together coordination n. #coaction, work together team n., adj. 20unity n. #collaboration, partnership partnership n. #collaboration, team working together exp., n. #cooperation, collaboration team work exp., idi. #together, collaborate collusion n. #act together, help collective work exp. #together, synergy solidarity n. #work, team (…) FROM THE FIELD… 1. “Individual commitment to a group effort: That is what makes a team work, a company work, a society work, a civilization work.” -- Vince Lombardi 2. “None of us is as smart as all of us.” -- Ken Blanchard 3. “Alone, we can do so little; together we can do so much.” -- Helen Keller 4. “Teamwork is the ability to work together toward a common vision, the ability to direct individual accomplishments toward organizational objectives. It is the fuel that allows common people to attain uncommon results.” -- Andrew Carnegie 5. “Talent wins games, but teamwork and intelligence win championships.” -- Michael Jordan 6. “Teamwork is so important that it is virtually impossible for you to reach the heights of your capabilities or make the money that you want without becoming very good at it.” -- Brian Tracy 7. “In teamwork, silence isn’t golden, it’s deadly.” -- Mark Sanborn 8. “If you can laugh together, you can work together” -- Robert Orben 9: “The speed of the boss is the speed of the team.” -- Lee Iacocca 10. “The strength of the team is each individual member. The strength of each member is the team” -- Phil Jackson WHY DO COMPANIES USE TEAMS?! Teamwork plays a crucial role in any organization. When employees with common interests, goals, ambitions, and attitudes come together, a team is formed. This team then strives to put in the best effort to solve problems. Each member of the team must put in equal efforts and achieve the goals set by the organization. Every team member must be focused on a collective goal. TO GET A JOB IN A COMPETITIVE WORLD YOU NEED TO UNDERSTAND: - What a team and building means; - How effective it can it can contribute to your team; - When a group works well together, it achieves the best results; - Employers, therefore, want to hire people with team building skills; To build and manage a successful team is a qualification for many different types of jobs. DEFINITIONS - TEAMS “A team is a group of people who go out of their way to make each other look good.” Robert Farrell “A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they are mutually accountable.” Katzenbach and Smith DEFINING TEAMWORK AND TEAM BUILDING Teamwork Business Dictionary - “the process of working collaboratively with a group of people in order to achieve a goal.” Team Building The same dictionary terms Team Building as the “ability to identify and motivate individual employees to form a team that stays together, works together, and achieves together.” TEAMWORK AND TEAM BUILDING - FORM VERSUS FUNCTION Team Building involves the formation of groups to achieve goals. Teamwork Is the union of team members individual skills to achieve a common goal. Team building usually precedes teamwork. It involves choosing. Team leaders try to form groups who can complement each, either strengths or weaknesses. TEAMWORK Teamwork is the result of a team effectively working together. It relies on a range of vital factors for success: good communication skills, mutual respect, complementary skill sets covering all required competencies, leadership and decision-making procedures. At their best, work teams function like well-oiled machines, with each member knowing exactly what is his/her responsibility and contributions to the outcome. THE VITAL ORGANS OF A TEAM Defined goals Clear goals – commitment with the goals Defined roles and responsibilities Strong internal communication Mutual respect Accepting people with diverse opinions Holding discussions before arriving at a consensus Be prepared to participate in decision making processes respect everyone the freedom and autonomy to fulfill their functions Strong leadership skills – effective decision making Having the required skills and ability to come up with innovative ideas Being accountable and responsible for their actions Positive atmosphere “Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organizational objectives. It is the fuel that allows common people to attain uncommon results.” Andrew Carnegie OBJECTIVES OF TEAMWORK – Purpose of a Team Problem Solving - Teamwork aims to achieve thorough problem solving. Encourage Cooperation - Working in a team requires people to work towards a common goal. Teamwork’s objective is to help employees learn skills like patience, trusting each other, listening and trying to find common ground. Improve Team Productivity - There can be many tasks which are too complex or time-consuming to be undertaken by a single employee. About 75% of employers rate teamwork and collaboration plays one important role. Employees understand the value of teamwork. This is why 97% of employees and executives believe lack of alignment within a team impacts the outcome. For employers the critical question is: How to Build a High-Performing Team? And you? Are you prepared to integrate one High-Performance team? Together Everyone Achieves More Loading Video... You must be a good team player. You can help build a strong team by showing the team what it means to work well in a group. Together Everyone Achieves More Ability to Follow Instructions Proactivity Perseverance Initiative Enthusiasm Punctuality Dependability Honesty/integrity Resourcefulness Cooperative Reliability Traits to successful team participation Honesty/Integrity Adaptability Responding to Constructive Criticism Selflessness Collaboration Cooperation The Managers and Teamwork Even the best managers sometimes struggle with inconsistent performance from their team. Managers always try to: - understand the natural stages of a team - understand team’s strengths and needs - diagnose and address team problems - create a blueprint for team success You must be aware of what Manager’s look for… to have success in your job! CHARACTERISTICS OF EFFECTIVE TEAMS 1. Clear vision or purpose – A vision is a clear, concise statement of purpose that engenders involvement and commitment; provides a pulling force that can impel a team toward a new realization of its possibilities, and appeals to people’s motivations. 2. Shared commitment – If each member is motivated to work for the vision, each works to his/her full potential to see that the group achieves success. 3. Clear roles and responsibilities – Each team member knows what to do and knows the roles of other members and how they all interact to form the whole. 4. Trust – With clear commitment and roles, each person can rely on the others; Enables you to face challenges and support others. 5. Mutual accountability – The collective responsibility of the team toward generating results and achieving success; performance of the team improves with mutual support and cohesion. 6. Celebrate individual and team success— Team success is valued in theory and in practice. 7. Concern for group tasks and process– Team members are skilled at raising both specific task issues and issues that explore how the team itself is functioning. 8. Address challenges with creativity– The team strives to maintain a sense of openness and to solve problems creatively. 9. Inclusive decision making– Effective teams allow an appropriate level of group participation in decision. 10. Regular communication and feedback— Team members give and receive feedback effectively. Do you see yourself in this picture? Where might you have to improve? FUNCTIONS OF TEAM MAINTENANCE Reflections • Are you a team member? • When did your team form? What were the circumstances? • Have you seen these stages take place in your team? • In what stage is your team in now? • What does it need to get the next stage? TEAM FORMATION: FORM, STORM, NORM, PERFORM Forming: a group of people together to accomplish a shared purpose; the initial success will depend on their familiarity with each other's work style, their experience on prior teams, and the clarity of their assigned mission. Storming: disagreement about mission, vision, and ways to approach the problem or assignment are constant at this stage; members are still getting to know each other, learning to work with each other, and growing familiar with the interaction and communication of group members. Norming: the team has consciously or unconsciously formed working relationships that are enabling progress on the team’s objectives; the members have consciously or unconsciously agreed to abide by certain group norms, and they are becoming functional at working together. Performing: relationships, team processes, and the team’s effectiveness in working on its objectives are syncing to bring about a successfully functioning team. Adjourning: the team has completed its mission or purpose and it is time for team members to pursue other goals or projects. HOW TO PROMOTE EFFECTIVE TEAMWORK Effective teamwork is something that every organization strives for. Goal/expectations: they are able to carry out tasks more effectively than an individual can. Teams contain a wide variety of individual, emotional, and social needs. “Ignoring one of these dimensions means failing to achieve the potential of team performance.” EFFECTIVE TEAMS: WHAT MAKES THEM SUCCESSFUL? “A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they are mutually accountable.” The Role of Personal Orientation Pragmatic value orientation – outcomes, clear objectives and measurable indicators. Intellectual value orientation – conceptual and analytic foundations of a plan. Human value orientation – the effect an action will have on people and relationships. Organizational Orientation - “Organizational Culture” = dominant orientation. Philosophical Value Orientations - how your thoughts affect the decisions you make. While most of us use a combination of all three, we each have a preferred orientation or “lens” through which we assess our surroundings and then rely to a varying degree on the other two. THE ROLE OF THE ORGANIZATIONAL VALUES Organizations communicate expectations and values to the people within them and to all stakeholders. Sometimes shared beliefs reflect the values of the founders, top executives, a dominant coalition, or opinion leaders. At other times, many stakeholders have come to adopt and share the same beliefs or values. A person can find it difficult, uncomfortable, stressful, or merely confusing to be involved with an organization whose preference for one of the three values is different from his/her own preference. Although working hard, a person in a situation in which his/her value preference differs from that of the culture of the organization may find him/herself not being rewarded or recognized for his/her contributions. Think about your team member experience. Who are the different pieces and what roles do they play (or played)? PRINCIPLES OF CONSTRUCTIVE DIALOGUE • If you usually speak, practice listening; if you usually listen, practice speaking • Strive for understanding • Show respect for different views and ideas • Agree that the purpose is learning • Use appropriate communication skills • Focus on relationship • Work through the hard discussions • Be willing to be changed by the situation Key issue to have success on a Team… COLLABORATIVE COMMUNICATION Importance of communication - We are all human, coming from many different cultural and individual backgrounds. Disagreements and conflict are bound to occur between staff members. The source of the conflict may be miscommunication, differences of opinion, cross-cultural diversity, or other variables. However, many bad feelings, relationship problems, destructive conflict, and inefficiencies result simply from the WAY that people communicate with each other. Language is a powerful tool. It can increase friction and anger. Other ways of communicating tend to cause people to work WITH us, not AGAINST us. Try to improve this ability and capacity!!! Negative language: • Tells what cannot be done • Puts people on the spot • Has a subtle tone of blame, intimidation • Uses words like can't, won’t, unable to • Focuses on why cannot achieve objectives Positive language: • Tells recipient what can be done • Suggests alternatives and choices • Sounds helpful and encouraging; not bureaucratic • Stresses positive actions and positive consequences THE ULTIMATE EMPOWERMENT TOOL: EFFECTIVE QUESTIONS The difference between a less effective or even detrimental question and one that is effective to our objectives lies in the question’s focus. Ineffective questions: What’s the problem on this project? What’s your problem? Effective questions: How do you feel about the project so far? What do you attribute that success to? What else? What kind of support do you need to ensure success? Effective questions for looking at decisions: What options do you see for getting past that obstacle? Effective questions for working through issues: In what way could I be most helpful to you right now? Effective questions for performance enhancement: What would you like to have improved even more than you did? "The real voyage of discovery is not in seeking new lands but is seeing with new eyes.“ Marcel Proust Effective questions yield responses that support people in continually moving toward their objectives. Effective questions combine forward focus with the power of questions to create the ultimate empowerment tool. By adding the asking element, people get the added benefit of discovering the answers for themselves. This generates automatic buy-in and commitment to the solutions they find. “Tell me and I'll forget, show me and I may remember, involve me and I'll understand.” Chinese Proverb MANAGING CONFLICT Every relationship has conflict. It is a normal and potentially creative tension. Yet, interpersonal conflict or conflicts over key decisions can present serious challenges to team effectiveness and organizational functioning. Remember a recent conflict in which you were involved. Register on a sheet: 1. What was the conflict about? 2. How did you react? What did you do? 3. How was the conflict resolved (if it was)? 4. If not, what were the obstacles? 5. How might 1. the process been different by using another style of approach? Each person, organization, and culture has its own balance and blend of styles to cope with a conflict. Note that with three of the following strategies, there are winners and losers. The last is a “win-win” situation. Let’s look at some constructive ways to address conflict Styles of conflict response • Avoidance – Pretending that the conflict does not exist and allowing it to exist under he surface. Recognized by sensing avoidance, delaying tactics, underlying tensions, and passive aggressive behavior to deal with contests. Everyone loses. • Power –Trying to win by using one’s own strengths to prevail over the objections of opponents. Focuses on the positions of the parties. Recognized by observing threats, intimidation, or coercive force to win power contests. Someone loses. • Rights –Trying to win by appealing to legal or moral authority, precedent, or other external judge. Focuses on the positions of the parties. Recognized by the presence of appeals to external authority to judge or arbitrate disagreements. Someone loses. • Interests –Trying to satisfy one’s interests by reconciling them with the interests of the opponent. Focuses on the underlying interests of the parties rather than on the positions. Recognized by mediation efforts that resolve disputes by reconciling interests. No one loses. Model Conflict Management Process TEAM BUILDING – OBJECTIVES AND PURPOSE A team is a group of people who come together to achieve a common goal. The main task is to select these people and combine them into forming high performing teams. Team building activities improve teamwork and encourage teams to work as a unit. Increase Employee Retention Shared Purpose Boost Morale Improve Employee Engagement Build a team rapport TEAM BUILDING - COMPONENTS OF EFFECTIVE TEAM Cohesive Interaction: mutual accountability and complementary skills Composition: a team should consist of members that are able to contribute to the role of the team Clarity of Goals: the team has shared goals Culture: his is set of norms that guides the team in areas where there a no clear policies or guideline Communication: is a vital component of any effective team TYPES OF TEAM BUILDING SKILLS Do you have team building skills developed? Let’s see… Delegation Communication Accountability + scheduling + managing expectations + time management + project management written and verbal + clarity + specificity + interpersonal + active listening+ body language Problem solving Brainstorming + achieving consensos + conflict resolution + mediation + negotiation + problem sensitivity + analytical skills + flexibility Motivation positive attitude + developing relationships + encouragement + persuasive + recognizing group achievements Leadership aligning goals + decision making + standard operating procedure + talento + management + consistency + integrity MORE TEAM BUILDING SKILLS Positive and Negative Reinforcement Human Resources/Trust Customer Service Assessing Group Progress Coaching Identifying the Strengths and Weaknesses of Team Members Training Creativity/Innovatio n/Imagination Passionate About Diversity Creating Mission Statements Creating Milestones Coordinating/Co operation Evaluating Clear communication Goal Oriented Resilience Empathy Interviewing Integration Versatility Concision Confidence Process Management Ongoing Improvement 10 KEYS TO SUCCESSFUL TEAMWORK - Goals, Mission, Accountability, Outcomes - High Quality Decisions/Path to Success - Respectful Communication/Listening skills - Continuous Improvement/ Organizational Culture - Promote involvement and empowerment of team members - Creativity and Innovation - Trust/Reasonable Risks - Solves Teamwork Problems and Conflicts - Participative Leadership - Training, Coaching, and Leadership - Group Commitment/Contribution to the team TIPS FOR SUCCESSFUL TEAMWORK 1. Clear Expectations for the Team – Can you accomplish? 2. The Context for the Team – do you understand what is participating in the team? 3. Team Commitment – You must be prepared to make decisions? 4. Competence of the Team – Do you proactively try to find resources, strategies, and support needed to accomplish its mission? 5. Charter of the Team – Do you accomplish the mission, vision, strategies and goals? 6. Team Control – Do you clearly understand your boundaries? 7. Team Collaboration – Are you capable of…? 8. Team Communication – Have you good communication skills? 9. Creative Innovation –Are you able to do that? 10. Team Consequences – Do you feel responsible and accountable for team achievements? 11. Coordination of the Team – Do you contribute for a coordinated team? 12. Team Culture Change – Are you able to contribute to a collaborative, empowering, enabling the organizational culture of one organization? STRATEGIES TO IMPROVE TEAMWORK AND TEAM BUILDING Towards Effective Team Building in the Workplace 20 Strategies Startups Can Implement Today To Improve Teamwork Teamwork Training: How to Get Your Employees to Work Better Together 7 Simple Strategies for Effective Team Building Three Strategies For Making Your Team Work Team Building Strategies Teamwork and Team Building Activities TEAMWORK AND TEAM BUILDING VÍDEOS Explore more about Teamwork and Team Building by seeing the following videos Wisdom of Wolves Team Motivation Pulling Together Teamwork The Power of Teamwork Good Teamwork and bad Teamwork The i in Team Teamwork funny Teamwork PowerPoint Teamwork Workplace Team Building Employability Skills – Teamwork Panyee FC What Is Teamwork Loading Video... RECAP Working Together Gets the goods What is the definition of a team and characteristics of effective teams? How teams developed and determined the stage and appropriate action needed for a team’s development? State some examples of positive interaction… Develop a one action plan for enhancing teamwork and team building. What will be your role in a team building process and on a teamwork? EVALUATION 1. What was the highlight of the Module? What did you learn? 2. What will you take back with you from this Module? 3. What would be your focus hereafter? 4. What are your three concerns while being a part of a team? 5. What feedback would you give to your team mates on their contribution to the teamwork? 6. What strategies will you implement to improve the performance of your team? 7. What skills are you going to train to become a better team member? “No matter how brilliant your mind or strategy, if you’re playing a solo game, you’ll always lose out to a team.” Reid Hoffman Additional Readings: Teamwork and Team Building INTERNATIONAL HANDBOOK OF ORGANIZATIONAL TEAMWORK AND COOPERATIVE WORKING 17 Inspirational Quotes to Instantly Foster Teamwork When Unity Is Lost The Basic Principles Of TEAMWORK Teamwork Teamwork – Step by Step Guide for Effective Team Building What Everyone Should Know About Teamwork Why Teamwork is Important in the Workplace Make the Dream Work: 5 Reasons Why Teamwork is Crucial to Workplace Success Effect of Teamwork on Employee Performance LG handbook teamwork online - Friends of the Earth Effective Teamwork - A Best Practice Guide for the Construction Industry What Is the Difference Between Team Building & Teamwork? The Psychology of Teamwork: The 7 Habits of Highly Effective Teams The Effectiveness of Teamwork Training on Teamwork Behaviors and Team Performance: A Systematic Review and Meta-Analysis of Controlled Interventions Successful teamwork: A case study Team Building Module Facilitator’s Guide REFERENCES AND READINGS Argote, L. & McGrath, J.D. (1993). Group Processes in Organizations: Continuity and Change, International Review of Industrial and Organizational Psychology, vol. 8, C.L. Cooper & I.T. Robertson (eds), John Wiley &Sons, New York. Argote, L. (1999). Organizational Learning: Creating, Retaining and Transferring Knowledge. Boston: Kluwer Academic Brewer, M.B.(1999).The psychology of prejudice: ingroup love or outgroup hate?, Journal of Social Issues, 55, 429–444. Brower, M.J. (1995). Empowering Teams: What, Why and How, Empowerment in Organizations, vol. 3, no. 1, pp. 13-25. Burt, R. S. (1982). Toward a Structural Theory of Action. New York: Academic Press. Buss, D. M. (1990). 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