1. The Whole Orchestra Research and Development
Work Teams

2. 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

3. 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

4. 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

5. 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

6. 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.

7. 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

8. 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

9. 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

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

11. 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

12. 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

13. 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

14. 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.

15. 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

16. 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

17. 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

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

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

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

21. 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

22. 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

23. Principles of Coaching Teams
How to Give Team Recognition

24. 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

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

26. 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

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28. Work Cited Page 2
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29. Work Cited Page 3 Examine How Teams work
History of Teambuilding –Slide #1
Team Research and Team Training
The five “P’s” in Team – Slide #2
The 5 P's of Team Design and Development For Managers.
Five stages of teambuilding – Slide #3
Integrate learning styles with teamwork
Different Learning Styles – Slide #4
“Traditional Leaders” and “New Leaders” – Slide #5
Utilize Learning styles to keep team members connected – Slide #6