The Whole Orchestra Research and Development Work Teams

Contents How teams work Learning styles with Teamwork Strategies for creating a culture for teamwork Strategies for managing functional teams Conducting effective team meetings Team Performance The Principles of Coaching Teams The Emotional intelligence of teams

Developing Group Identity # 1 Factor of Success How Teams Work Early information came from the Hawthorne Studies in which groups of employees were observed under a variety of conditions Can be traced back to the late 1920’s and early 1930’s Hawthorn Studies #1 factor of success was developing a group identity Work improved as feelings of support and unity were established making team structures Developing Group Identity # 1 Factor of Success Team Dynamics

How Teams Work The 5 “P’s” in team Setting Expectations Purpose Place Power Plan People Clear Goals Decision Making Work Division Conflict Resolution Get Consensus Written Copy

How Teams Work Stages of teambuilding Value and Challenges of teams Forming Storming Norming Performing Value Challenges Participant Improvements Groupthink Clarity Time management Optimism Slacking Understanding Communication Wider range of ideas Leadership Better response to change Overconfidence

Integrate Learning Styles with Teamwork Felder and Silverman's Index of Learning Styles Traditional VS. New Leaders Sensory Intuitive Visual Verbal Active Reflective Sequential Sensory - Sensory learners prefer concrete, practical, and procedural information. They look for the facts. Intuitive - Intuitive learners prefer conceptual, innovative, and theoretical information. They look for the meaning. Visual - Visual learners prefer graphs, pictures, and diagrams. They look for visual representations of information. Verbal - Verbal learners prefer to hear or read information. They look for explanations with words. Active - Active learners prefer to manipulate objects, do physical experiments, and learn by trying. They enjoy working in groups to figure out problems. Reflective - Reflective learners prefer to think things through, to evaluate options, and learn by analysis. They enjoy figuring out a problem on their own. Sequential - Sequential learners prefer to have information presented linearly and in an orderly manner. They put together the details in order to understand the big picture emerges.

Integrate Learning Styles with Teamwork Teach team skills How to give feedback Timely Manner Be Positive Give Solutions In Private Be Specific Give Examples Regular Intervals

Integrate Learning Styles with Teamwork How to see expertise of team members Utilizing Learning styles to keep members connected Different Learning Styles Balance is key Pair Teams Based on Strengths and Weaknesses Develop Individual Learning Styles Use Those Styles to Compliment Others

Creating a Culture for Teamwork traditional to self-directed teams Why teams make sense for business Builds Relationships Improved Quality of Work Life Lower Absenteeism and Turnover Increased Innovation Increased Production Organizational and Adaptation Flexibility Saves Company Money Clear Goals and Guidelines Clear Vision, Mission, Values Consequences Comprehensive Training Support Authority Bonding

Creating a Culture for Teamwork Clear Goals Training Open Communication Clear Vision, Mission, and Guidelines Bonded Support Management empowerment Clear Consequences

Creating a Culture for Teamwork Employee moral Team Motivation Offer Ownership Team Building Open Communication Outside Events Feedback Fun Rewards Positive Feedback Positive Outcomes Goals Challenges

Strategies for Managing Functional Teams Build trust Achieve commitment Address Issues Share Information Communication Following through Finding Value Building Up Taking Blame Expectations in Place Right Person, Right Role Empowerment and Ownership Trust Recognition Fun

Strategies for Managing Functional Teams Appropriate work for a team Are employees ready for a team Projects Functional Committees Service Development Quality Safety Enthusiasm Engagement Knowledge Direction Commitment Communication

Strategies for Managing Functional Teams Vision Values Mission Vision- A fully self functioning team, who holds each team member at great value and creates an environment that exceeds customer service expectations. Values- honesty, respect, integrity, excellence. Mission- To enable self directed teams in all aspects of the company.

Conducting Effective Team Meetings How Teams Develop Embrace Accountability Initiate Meaningful Dialogue Performance Standards Establish Intelligent Criteria. Keep in Mind that Team Members are Individuals Respecting and Responding to Differences

Conducting Effective Team Meetings Focus On Results Handle Common Team Meeting Problems Clear Goal/ Reasonable Approach Be Enthusiastic About Each Person's Contributions Personal Strengths Good Communication Good Leadership Communicate Intervene Give Plenty of Praise Responsibilities Objectives Re-Engage People

Conducting Effective Team Meetings Managements role Problem Solving Review Data Plan and Set Goals Solve Problems Build Partnerships Share Information Coordinate Recognize and Celebrate Teams Define the Problem Identify and Define Root Causes Generate Alternative Solutions Evaluate Alternatives

Measure Team Performance Team performance problems How to Work Across Boundaries Absenteeism False Participation Missed Deadlines Poor Quality Complaining Conflicts Destructive Humor

Measure Team Performance Team Values and ethics Tools to determine effectiveness Self Evaluation Peer Evaluation Assessments Customer Feedback Identifier Methods Measurement Methods SWOT Analysis

Measure Team Performance Team member effectiveness Team Evaluation Anonymous team evaluation form Survey End Product Customer Feedback

Principles of Coaching Teams Methods to develop Team Players Methods To Develop Team Leaders Demonstrates Reliability Communicates constructively Listens actively Shares openly and willingly Be Visible Keep your emotions in check Inspire teams Sharpen your decision- making skills

Principles of Coaching Teams Coaching from a distance Coaching by example Develop a communication schedule and keep it Use Recording and written Records Use the tools at your disposal Delegate and Trust them Understanding Self Personal excellence and Knowledge Ability to enhance any job role More options in Life Skype, All meetings, yahoo, google etc

Principles of Coaching Teams How to Give Team Recognition

Emotional Intelligence of Teams Team Identity Motivation Asking why the team is unique Give an example that demonstrates each identifying characteristics Asking a teammate agreement on teams identifying characteristics By applying teammates abilities to the fullest New Approach or new Idea Being engaged in decision making Values and Beliefs

Emotional Intelligence of Teams Emotional Awareness Communication Models Self Awareness Self Regulation Motivation Social Competence Social Skills Empathy Linear Interactional Transactional

Emotional Intelligence of Teams Tolerance for teamwork Necessity of a positive attitude First seek to understand others Be aware of what is being said Set and example Make time to understand culture differences Being around positive people makes work enjoyable Supervisors depend upon Positive attitudes Career success with people that have positive attitudes

Work Cited Page 1 Brounstein,M. (2013). Ten Qualities of an Effective Team Player. Retrieved from http://www.dummies.com/how-to/content/ten-qualities-of-an-effective-team-player.html Chapman,A. (2009). Life coaching and Personal Coaching. Retrieved from http://www.cbsnews.com/8301-505125_162-44240337/4-ways-to-coach-remote-teams-from-a-distance/ Dakota State University.(N.D). Attitude. Retrieved from http://www.departments.dsu.edu/student_services/ra_projects/Attitude_Cover_Page.htm Cohen, A. (2008, June 25). Top 5 ways to build team commitment. Retrieved from http://adamhcohen.com/top-5-ways-to-build-team-commitment Developing a team vision statement. (n.d.). Retrieved from http://www.leadership-and-motivation-training.com/developing-a-team-vision-statement.html. Harrison,K. (2013). Why Employee Recognition is so Important. Retrieved from http://www.cuttingedgepr.com/articles/emprecog_so_important.asp Heskett, J. (2006, September 01). Retrieved from http://hbswk.hbs.edu/item/5507.html Irain,P. (2013). Steps for building team identity. Retrieved from http://www.sevenfiguremastermindteam.com/pirwin01/articles/steps-for-building-team-identity-14519/ McCrimmon, M. (2011). Leadersdirect. Retrieved from http://www.leadersdirect.com/empowerment Mind Tools Ltd. (2013). Tolerance in the workplace: Respecting Other’s differences. Retrieved from http://www.mindtools.com/pages/article/tolerance-workplace.htm Sprenger,R. (2013). Eight Attributes of a Great Leader. Retrieved from http://www.dummies.com/how-to/content/eight-attributes-of-a-great-leader.html

Work Cited Page 2 Statton, J. (2011, June 03). Michael hyatt international leadership. Retrieved from http://michaelhyatt.com/6-ways- leaders-can-build-trust.html Turmel,W. (2010). 4 ways to Coach Remote teams from a distance. Retrieved from http://www.cbsnews.com/8301-505125_162-44240337/4-ways-to-coach-remote-teams-from-a-distance/ UC Davis Health Systems. (2013). Emotional Intelligence. Retrieved fromhttp://www.ucdmc.ucdavis.edu/hr/hrdepts/asap/emotional_intelligence.html Williams, R. (1995, November). Quality digest. Retrieved from http://www.qualitydigest.com/nov95/html/self-dir.html. Yates,D. (N.D) Communication. Retrieved from http://pirate.shu.edu/~yatesdan/Tutorial.htm

Work Cited Page 3 Examine How Teams work History of Teambuilding –Slide #1 Team Research and Team Training www.innovativeteambuilding.co.uk The five “P’s” in Team – Slide #2 The 5 P's of Team Design and Development For Managers. http://ezinearticles.com/?The-5-Ps-of-Team-Design-and-Development-For-Managers&id=1580129 Five stages of teambuilding – Slide #3 http://www.qualitysolutions.ca/team-building-stages.htm Integrate learning styles with teamwork Different Learning Styles – Slide #4 http://www.mindtools.com/mnemlsty.html “Traditional Leaders” and “New Leaders” – Slide #5 http://www.nytimes.com/2010/05/07/us/07iht-currents.html?_r=0 Utilize Learning styles to keep team members connected – Slide #6