SEMINAR
ON
TEAM EFFECTIVENESS
“There is no ‘I’ in TEAM!”
“And this is the secret of a team SUCCESS”
SUBMITTED TO:Er. ANSHU PARASHAR
SUBMITTED BY:RAHUL (1706218)
DEEPAK(1706220)
Table of contents
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What is Team Effectiveness?
Team Effectiveness using the scaled comparison.
Aspects of excellent team.
Maxims of team management
Boehm’s Principles
What does Team Effectiveness measure?
 Structural Elements
 Positive Interdependent Behaviors
 Four strategies to improve Team Effectiveness
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Clarify your team mission
Set team goals!
Create a plan
Conduct progress reviews.
TEAM EFFECTIVENESS MODEL
WHAT IS TEAM
EFFECTIVENESS?
Team effectiveness refers to the system
of getting people in a company or
institution to work together effectively.
TEAM EFFECTIVENESS USING
THE SCALED COMPARISON
Team Effectiveness is a proven and
practical diagnostic tool for assessing
team effectiveness and improving work
group performance.
Team Effectiveness gives the team a very
precise and reliable consensus as to
what team members see going well and
what needs improvement.
Cont..
• Team Effectiveness helps team members
to very quickly pinpoint the gap between
where they are and where they need to
be.
• With Team Effectiveness, all team
members participate in team improvement
through a sharing of their views about
team performance and needed
improvement.
Cont..
• Unlike other diagnostic tools, Team
Effectiveness works with teams as
small as 5 to 7 members.
ASPECTS OF EXCELLENT
TEAM
Balance and Coverage are two of the most
important aspects of excellent teams:• Whenever team is out of balance, it is
vulnerable.
• Great teams need coverage across key
positions with strong individual players.
MAXIMS OF TEAM
MANAGEMENT
• A well managed project can succeed with
the nominal engineering team.
• A mismanaged project will almost never
succeed, even with an expert team of
engineers.
• A well architected system can be built by a
nominal team of software builders.
• A poorly architected system will flounder
even with an expert team of builders.
BOEHM’S PRINCIPLES
• The principle of top talent : Use better and
fewer people
• The principle of job matching : Fit the tasks
to the skills and motivation of the people
available.
• The principle of career progression : An
organization does best in the long run by
helping its people to self-actualize.
Cont..
• The principle of team balance : Select
people who will complement and
harmonize with one another.
• The principle of phase out : Keeping
a misfit on the team doesn’t benefit
anyone.
FACTORS AFFECTING
TEAM EFFECTIVENESS:• The right mix of skills:- Bringing
together the people having different skills
that complement each other.
• The right motivation:- Team
effectiveness is directly related to the
interest that team is having on the
project.
• The ability to solve conflicts without
compromising the quality of the
project.
WHAT DOES TEAM
EFFECTIVENESS MEASURE?
Team Effectiveness assesses all of the
major components of effective work
groups, employing multiple statements for
each of a number of basic
elements. Some of the elements are :• Structural Elements
• Positive Interdependent Behaviors
• Structural Elements
– Shared Team Vision
– Clear Team Goals
– Clear Team Roles
– Effective Leadership Behavior
• Positive Interdependent Behaviors
– Effective Decision Making
– Encouragement of Innovation
– Effective Conflict Management
– Natural Collaboration
– Effective Meeting Management
STRATEGIES TO IMPROVE
TEAM EFFECTIVENESS
Expectations from superiors and the
demands of a competitive
marketplace force many leaders to
find new ways to do more work with
fewer people.
The task of building better teams and
improving their effectiveness can be
broken down into four simple and
straightforward steps:Cont..
1) Clarify Your Team Mission
2) Set Team Goals!
3) Create A Plan
4) Conduct Progress Reviews.
CLARIFY YOUR TEAM
MISSION
Make sure that your mission is the team's
reason for being - its purpose!
For example:• If your team is responsible for new
products, your mission might be to create
innovative products and services that
make the client's life easier and more
enjoyable -- Or products and service that
save the client money, Etc.
SET TEAM GOALS!
Every team should have definite objectives
or goals.
There are some guidelines for setting up the
team goals.
SETTING UP TEAM GOALS
1) The goals should support the team's
mission or purpose.
2) Goals should be measurable. For
example, instead of saying, we want
to increase sales this month; a
specific goal should be set. A
measurable goal might be, this month
we will increase sales by fifteen
percent over last month's sales totals.
3) Goals should have a date.
CREATE A PLAN
A team plan is simply a written blueprint
for the team's success.
• spell's out the team's mission,
• outlines the teams goals, and
• It lays out a strategy for fulfilling the
team mission and reaching the goals.
• It states the responsibilities of each
person on the team, what they do, and
how they do it.
• It should outline what each person
does, and how he or she is
accountable.
CONDUCT PROGRESS
REVIEWS
These are simply meetings where the team
members come together to discuss the
team's results and future plans.
ITEMS TO BE COVERED IN
TEAM PROGRESS REVIEW
• Check to make sure the team is
effectively accomplishing its mission.
• Review the team's goals and make
necessary adjustments. This is a great
time to keep the team goals out in front of
everyone.
• Set a date for the next Progress Review.
•
Review the team plan and determine if
any updates or changes need to be made
to make the team more effective. Talk
about the things that are working well,
and discuss what areas need to be
improved.
• Clarify responsibilities for each team
member and the actions they need to take
next.
TEAM EFFECTIVENESS MODEL
Teams can continuously improve their
effectiveness by focusing on improving their
functioning in five key areas: Goals, Roles,
Procedures, Relationships and Leadership:
• Goals: What the team aspires to achieve
• Roles: The part each member plays in
achieving the team goals
• Procedures: The methods that help the
team conduct its work together
• Relationships: How the team members
‘get along” with each other
• Leadership: How the leader supports the
team in achieving results.
CLEAR ROLES AND
RESPONSIBILITIES
•
CLEAR
CLEAR
•
PROCEDURES
•
FOR:
PROCEDURES
FOR
•
Solving
Solving Problems
Problems
•
and Making
and Making
•
Decisions
Decisions
•
Communicating
•
Managing
Communicating
Conflict
Managing
Conflict
•
Completing
Tasks
Completing Tasks
•
Planning
Planning
•
Meetings
•
MeetingsManaging
Change
Managing
Change
•
Evaluating
•
Performance
Evaluating
Performance
Organization Structure
Job Description
Accountabilities
CLEAR
Resources
PROCEDURES
Tools
and Equipment
Qualifications
FOR:
Solving Problems
and Making
CLEAR GOALS
Decisions
Vision
Communicating
Mission
Values
Managing
Conflict
Plans
Completing
Tasks
STRONG
LEADERSHIP
Planning
Personal Credibility
Meetings
Clear Expectations
Managing
Change
Clear
Communication
Engagement
and
Evaluating
Involvement
Performance
Develop People and
Team
All members responsible
and accountable
Manage Change
Recognition
POSITIVE
RELATIONSHIPS
Mutual respect and trust
Support
Inclusion
Involvement
Value diversity
Listening
Feedback
Okay with disagreement