Presented By – Mr. Suyesh S.

Patil

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Why Teams?
Completing a Challengeable project is time
consuming and intellectually challenging. When
several people use their skills and knowledge
together, the result should be a better project.
People working together can sustain the
enthusiasm and lend support needed to
complete the project.

#12/07/21 #2
How do Teams Work Best?
Teams succeed when members have:
commitment to common objectives;
defined roles and responsibilities;
effective decision systems, communication and
work procedures; and,
good personal relationships.

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Of course the corollary is true and groups or
teams fail when they:
Think differently

Have poor leadership

Have communications difficulties

Have competition between members

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 Game Time

TEAM MEETING

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 Forming
Storming
Norming

Performing

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Stage 1: FORMING
Team Building Task
Define team Define problem
Determine and strategy
individual roles Identify
Develop trust
information
and
needed
communication
Develop norms

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Team Roles - Leader
Encourage and maintain open
communication.
Help the team develop and follow team
norms.
Help the team focus on the task.
Deal constructively with conflict.

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Team Roles - Recorder
Keep a record of team meetings.

Maintain a record of team assignments

Maintain a record of the team's work.

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Team Roles – PR Person
Contact resource people outside of the
team.

Correspond with the team's mentor

Work to maintain good communication

What do we do when we have problems?

What are my responsibilities to the team?

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 Game Time

TEAM MEETING

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Stage 2: STORMING
During the Storming stage team
members:
realize that the task is more difficult than
they imagined;
have fluctuations in attitude about
chances of success;
may be resistant to the task; and,
have poor collaboration.

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Storming Diagnosis
Do we have common goals and objectives?
Do we agree on roles and responsibilities?
Do our task, communication, and decision
systems work?
Do we have adequate interpersonal skills?

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Negotiating Conflict
Separate “problem issues from people
issues.”

Be soft on people and hard on problem.

Look for underlying needs, goals of each

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Addressing the Problem
State your views in clear non-judgmental
language.
Clarify the core issues.
Listen carefully to each person’s point of
view.
Check understanding by restating the core
issues.

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Stage 3: Norming
During this stage members accept:
their team;
team rules and procedures;
their roles in the team; and,
the individuality of fellow members.

Team members realize that they are not going to

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Behaviors
Competitive relationships become more
cooperative.
There is a willingness to confront issues
and solve problems.
Teams develop the ability to express
criticism constructively.
There is a sense of team spirit.

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 Giving Constructive Feedback

Use “I” messages.

Restrict your feedback to things you know for

Help people hear and accept your compliments

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Receiving Feedback
Listen carefully.
Ask questions for clarity.
Acknowledge the feedback.
Acknowledge the valid points.
Take time to sort out what you heard.

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Stage 4: PERFORMING
Team members have:
gained insight into personal and team
processes;
a better understanding of each other’s
strengths and weaknesses;
gained the ability to prevent or work
through group conflict and resolve
differences; and,
developed a close attachment to the team.

#12/07/21 #26
Recipe for Successful Team
Commitment to shared goals and
objectives

Clearly define roles and

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Recipe for Successful Team
Effective systems and processes
Clear communication
Beneficial team behaviors; well-defined
decision procedures and ground rules
Balanced participation
Awareness of the group process
Good interpersonal relationships

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