1. People Development & Teamwork
K-lead learning experience (Project)
People Development & Teamwork
Quality improvement project –K-lead (Cohort-3-modul-4)
Prepared by: Mr.Talal Al Houli Mr.Abdullah Hedi Al Ajmi
Mr.Adnan borsly
Mr.Alayan Alanzi

2. K-lead learning experience (Project)
Why teams?
People are a fundamental building block of any TQM organization.
Teamwork
Improves processes and produces results quickly and economically through the free exchange of ideas, information, knowledge and data.
Must be driven by a strategy, have a structure and be implemented thoughtfully and effectively.

3. K-lead learning experience (Project)
Teamwork benefits vs Individuals
I ND I V DUALS
Little sharing of ideas and information
Independence
TEAMWORK
Exchange of basic information and ideas
This develops into
exchange of feelings and
sharing of ideas
The turning point for the team approach-elimination of fear
Trust
A progressive development
that accelerates rapidly
following the
establishment of trust
Free communication
Critical for continuing
improvement and real
problem solving
Interdependence

4. People Development & Teamwork
Roles within teams
Dr Meredith Belbin identified a set of eight roles, which, if all
present in a team, give it the best chance of success. These roles are:
Co-ordinator (clarifies group objectives, sets the agenda, establishes priorities, selects problems)
Shaper (looking for pattern in discussions)
Plant (source of original ideas, suggestions and proposals)
Monitor-Evaluator (stops the team committing itself to a misguided task)
Implementer (turns decisions and strategies into defined and manageable tasks)
Resource Investigator (goes outside the team to bring in ideas, information)
Team Worker (operates against division and disruption in the team)
Finisher (maintains a permanent sense of urgency with relentless follow-through)

5. K-lead learning experience (Project)
Individual’s behavioural performance scale
The interaction between the different personalities of individuals can be a frequent source of friction. However, this can largely be avoided by understanding and valuing people’s differences.
The Myers Briggs Type Indicator (MBTI) is a powerful aid to both team and personal development by providing a well-researched framework for understanding these differences. It is based on identifying an individual’s behavioral preferences on four scales.

6. K-lead learning experience (Project)
Individual’s behavioural performance scale
1) (E) Extroversion–(I) Introversion how we prefer to give/receive energy or focus our attention
2) (S) Sensing – (N) Intuition how we prefer to gather information
3) (T) Thinking – (F) Feeling how we prefer to make decisions
4) (J) Judging – (P) Perceiving how we prefer to handle the outer world

7. K-lead learning experience (Project)
Individual’s behavioural performance scale
Example:
ESTJ represents an extrovert (E) who prefers to gather information by sensing (S), prefers to make decisions by thinking (T) and prefers a judging (J) attitude towards the outside world. The person with opposing preferences on all four scales would be an INFP; an introvert (I), who prefers to gather information by intuition (N), prefers to make decisions by feeling (F), and prefers a perceiving (P) attitude towards the outer world.

8. K-lead learning experience (Project)
The sixteen MBTI are therefore:
Individual’s behavioural performance scale
ISTJ
ISFJ
INFJ
INTJ
ISTP
ISFP
INFP
INTP
ESTP
ESFP
ENFP
ENTP
ESTJ
ESFJ
ENFJ
ENTJ

9. • Norming(co-operation) • Performing
K-lead learning experience (Project)
Team development
Four stages that all teams will go through:
• Forming(awareness).
• Storming(conflict).
• Norming(co-operation)
• Performing

10. K-lead learning experience (Project)
A model for teamwork
For performing, the team leader or facilitator must perform the following functions:
Planning
Initiating
Controlling
Supporting
Informing
Evaluating

11. K-lead learning experience (Project)
A model for teamwork
Team work improvement (success) involves the following features:
• Team selection and leadership
• Team objectives
• Team meetings
• Team assignments
• Team dynamics
• Team results and reviews

12. K-lead learning experience (Project)
Proposed implementation Plan
• Individual performance behavior scales should be set for employee through a structural well defined appraisal schemes. This should be designed by H.R department and attached to employee performance annual appraisal.
• An appraisal set of behavior for each employee on different scales and positions should be highlighted in the main HR computer system for retrievals.
• Team structure based on objectives should be selected according to behavior needed to achive target indicated by using these different behavior schemes.

13. K-lead learning experience (Project)
THANK YOU