Teamwork%20

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Teamwork Team Developer

• Dr. Jack McGourty
• Columbia University

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Why Teams?

• Respond to multi-functional challenges
• Enhance communication
• Bring together complementary skills and
  experiences
• Respond to change with swiftness and flexibility
• Provide unique social dimension
• Have more fun!

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Team-Based Organizations

• Common Objectives
• Flexibility
• Speed
• Customer focus
• Continuous improvement
• Innovation
• Balance between process and people

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Stages of Team Development

• Forming
• Challenging
• Accepting
• Collaborating
• Self-Managing

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Forming

• Common behaviors
• attempts to define tasks
• determining acceptable behavior
• floundering as to where to begin
• dependence on leader
• unequal participation
• diving into solutions
• everyone is polite

• Common feelings
• anticipation
• confusion
• anxiety
• impatience
• fear

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Challenging

• Common behaviors
• arguing among members
• defensive competitive
• establishing unrealistic goals
• questioning credibility of leader/members
• choosing sides
• passing the blame
• not so polite

• Common feelings
• resistant
• rebellious
• defensive
• angry
• suspicious
• jealous

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Accepting

• Common behaviors
• attempts to achieve harmony by avoiding conflict
• expressing opinions more openly
• sharing of information
• less resistance to team tasks
• learning the best way to work together

• Common feelings
• we-ness
• cooperative
• enthusiasm
• relief
• tentative

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Collaborating

• Common behaviors
• balanced contributions
• focused on goals results
• solving problems collectively
• able to reach consensus closure
• encouraging criticism conflict
• sharing accountability

• Common feelings
• satisfaction
• energetic
• motivated
• close affiliation
• confident in each others abilities
• invulnerable

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Self-Managing

• Common behaviors
• pushing for higher standards
• following through on commitments
• challenging the way things are normally done
• stressing continuous improvement
• meeting only when necessary

• Common feelings
• increasingly motivated
• sense of self-fulfillment
• excitement about new challenges
• fear of adjournment

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Team Performance Model
How do you accelerate team effectiveness?
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FormingSkills

• Communication
• proactively listens
• conveys interest
• restates to show understanding
• Self-Management
• identifies purpose goals
• defines priorities
• suggests ways to proceed

• Decision-Making
• solicits participation from other members
• discourages rushing to conclusions
• Collaboration
• reinforces contributions of others
• encourages opposing ideas opinions

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ChallengingSkills

• Communication
• articulates ideas clearly
• clarifies to ensure understanding
• Self- Management
• clarifies roles responsibilities
• creates action plans timetables

• Decision Making
• suggests new approaches to solving problems
• accepts change
• Collaboration
• helps reconcile differences of opinions
• accepts criticism openly

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AcceptingSkills

• Communication
• gives compelling reasons for ideas
• wins support from others
• Self-Management
• monitors progress
• places top priority on getting results

• Decision making
• generates new ideas
• solicits information from outside the team
• Collaboration
• involves others in decisions that affect them
• frequently polls others for opinions

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CollaboratingSkills

• Communication
• shares information openly
• encourages communication with people outside the
  team
• Self-Management
• reviews team process frequently
• focuses on building required skills

• Decision Making
• challenges the status quo
• plays devils advocate
• Collaboration
• shares accountability
• works towards win/win solutions

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Self-ManagingSkills

• Communication
• provides continuous feedback to team
• proactively communicates across the organization
• Self-Management
• pushes for higher standards
• stresses continuous improvement

• Decision Making
• focuses on creativity innovation
• anticipates problems develops contingency plans
• Collaboration
• resolves external issues/barriers affecting
  performance

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Ways for Team Members to Foster Team
Effectiveness

• Share all relevant information willingly
• Disagree openly with team members
• Invite questions/comments
• Avoid cheap shots and other distractions

• Expect all team members to participate
• Make decisions by consensus
• Conduct self- and team-critiques
• Others?

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Ways for the Team Leader to Foster Team
Effectiveness

• Create conducive team culture
• Ask for solutions rather than problems
• Facilitate problem-solving and brainstorming
• Support and reward team behaviors

• Address counter-productive team behaviors
• Rotate leadership role of team meetings
• Be a resource to teams and a role model
• Others?

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Critical Success Factors

• Specific challenging goals
• Clarified roles and responsibilities
• Complementary skills
• Dynamic working agreement
• Shared accountability
• Supportive external environment

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Team Developer

• Description and Process

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Team Developer

• Computerized survey for multi-source assessment
  and feedback
• Competency-based basic team skills and other
  engineering-related learning outcomes
• Self/peer ratings as to frequency in which
  learning outcomes are observed
• Provides individual/team/class feedback

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Team Developer Screen
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Survey Process

• Instructor establishes student teams
• Creates survey questions typically 40 plus items
• Best practice is to provide students with an
  understanding of learning outcomes in general,
  and Team Developer Process prior to
  administration
• Administer 2x per semester after 3-4 weeks of
  team interaction and at the end of the project
• Reports distributed after administration
• Work with students on action plans for improvement

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Survey Administration

• Individual student disks
• Short period of time to complete
• Reports distributed confidentially
• Instructor debriefs class
• Multiple administrations per semester recommended

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Feedback Reports

• Students
• individualized report showing comparisons between
  self-ratings and aggregate team member ratings
• improvement between interim final
• Faculty
• aggregate data for teams
• comparison by section/class

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Student Report

• ITEM RATINGS BY DIMENSION
• Self Team
• COMMUNICATION
• Helping to sustain and environment where people
  feel free to speak
• candidly, articulating ideas clearly and
  concisely, listening and
• demonstrating an understanding of others
  perspectives.
• Active Listener 3.8 3.8
• Listens attentively to other team members
  without interrupting 4.0 4.1
• Conveys interest in what others are
  saying 5.0 3.3
• Provides others with constructive
  feedback 4.0 4.1
• Restates what has been said to show
  understanding 3.0 3.7
• Clarifies what others have said to ensure
  understanding 3.0 3.4

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Report Highlights

• Compares self rating to teams average rating for
  individual
• Compares ratings from past performance when
  available
• Summary detail item level results
• Developmental suggestions
• Action planning guide

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Understanding Results

• Read feedback as a snapshot
• Compare self- ratings to team-ratings
• Compare present ratings with past
• Work from summary level to item details

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What is Feedback?

• Information that lets team members know whether
  they are on target in relation to a specific goal
  or behavior

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Using Results for Individual Development

• Seek clarification from others
• Review developmental suggestions
• Explore additional developmental activities
• Develop action plans
• Set realistic goals
• Solicit continuous feedback

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Using Results for Team Development

• Conduct process discussions
• Develop working agreements
• Monitor teams progress

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Providing Feedback

• Focus on issues and behaviors, not person
• Avoid being general
• Give specific examples of behavior and incidents
• Give feedback in a timely manner
• Demonstrate relationship between behavior/team
  objectives
• Provide positive information first
• Define expectations in advance
• Involve recipient in developing solutions

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Receiving Feedback

• Accept feedback as "reality" for provider
• Restate to provider what you think has been said
• Probe for additional information
• Focus on how it can help solve a specific Problem
• Regularly solicit feedback

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Benefits Self/Peer Assessment

• Students motivated to decrease gaps between
  self-assessment and peer evaluation
• Significant increase in skills and behaviors
  precipitated by peer feedback
• Reinforces criticality of competencies
• Prepares for industry assessment practices
• Develops self/peer critical evaluation skills for
  life long learning

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Team Developer

• Questions and Next Steps