Managing and developing effective teams Sue Duraikan

Objectives To be able to identify the qualities of an effective team To be able to set objectives for your team To understand the stages of team development and how to manage each one effectively To be able to motivate, monitor progress and give feedback more effectively to team members To know when and how to involve your team in decision making To understand how to build trust in your team

What makes an effective team? Shared goals and values Shared standards and procedures Clarity on roles and responsibilities Relationships and rituals

The team leader’s challenge Achieve the task Motivate the individual Develop the team

A team is… A group of people working towards a common goal

Team goals Common purpose Medium-long term project goals Short term task goals Development goals

SMART goals Specific Measurable/Matter/ Monitored/Mutual Achievable Relevant Time-limited

‘A goal without a plan is just a wish.’ Antoine de Saint Exupery

Team values ‘When you have values, all your decisions are easy.’ Roy Disney BGL Group (Insurance) Be creative Be united Be happy Be genuine Be encouraging Be someone who makes a difference Addenbrookes Hospital Safe Kind Excellent

Motivators Achievement Material rewards Status Advancement Power/influence Independence Challenge/variety Recognition Interest Involvement Creativity Expertise Meaning Relationships Environment Security An easy life

Why give feedback? Staff need it so they… Are motivated Keep on track Know what’s acceptable … or not! Learn how to do things differently/better You need to give it in order to… Maintain individual and team morale Clarify and reinforce standards Improve performance Show you’re in touch Avoid recrimination Nip problems in the bud

What is effective feedback? Regular Timely Specific Positive/negative but always constructive Honest Private/public Face-to-face/in writing

Negative feedback Clarify what you expected Explain how it looks to you Discuss Agree an action plan Review

The team leader’s challenge Achieve the task Motivate the individual Develop the team

4 stages of team development Forming Storming Norming Performing

Stage 1: Forming Direct the team Communicate goals clearly Model open 2 way communication Help team get to know each other informally

Stage 2: Storming Be positive and proactive Encourage open communication Listen, don’t be defensive Protect team members under fire Aim for and document agreement

Stage 3: Norming Reinforce desired performance/behaviour Encourage and reward co-operation Deal with problems quickly Celebrate success

Stage 4: Performing Delegate as much as you can Recognise and reward achievement Build on success: What did we learn? How can we improve? Start focussing on new goals and areas of work

Involving team members in decision making 1. Decide and announce 2. Seek input from key individuals and announce 3. Seek input from team and announce 4. Form a relevant sub-group and decide 5. Majority decision 6. Consensus 7. Delegate with constraints

Factors affecting decision making How much time have you got? How important is the decision? Who needs to make the decision?( accountability, authority) What information is needed to make the decision? Do you need buy-in from team members? What climate do you want to establish within your team?

Broken squares activity: rules Complete silence! You may not point or signal to other players with your hands. You must each complete only your own square. No one else may show you how to do it or do it for you. You may not take a piece from another player, but you may give your pieces, one at a time, to any other player and other players may give pieces to you. You may not place a piece in another player’s square You will be finished when all players have a completed square in front of them.

Five dysfunctions of a team (acc. Patrick Lencioni) Inattention to resultsAvoidance of accountabilityLack of commitmentFear of conflictAbsence of trust

Building trust Empathy Reliability Integrity Competence Clear, open communication

‘When the trust account is high, communication is easy, instant and effective.’ Stephen R. Covey