During the Forming stage, team members come together, and the agenda and goals of the team are explained.
In the Storming stage, the team suggests ideas and processes to attain objectives.
The Norming stage involves the setting of ground rules and values that the team will follow through the project.
At the Performing stage, the team works as an independent unit, performing their individual roles as part of a larger whole.
Problem-solving in teams can be made easy by using any one or a combination of these six elements:
Neutrality (use objective thinking, stick to facts)
Feeling (share feelings in a trustful, confidential setting)
Negative Judgment (identify difficulties and problems)
Positive Judgment (identify benefits)
Creative Thinking (think of new ideas and approaches)
The Big Picture (see the overall project/task with respect to outcome, team members and processes)
FISH! is a set of practices aimed to improve performance, customer satisfaction, and job satisfaction of employees.
FISH! uses four practices of:
Make Their Day
Choose Your Attitude
Using them, an organisation changes the work culture in how employees perform their work,
act towards one another, serve customers and perceive their own worth.
Build trust in a team by focusing on these qualities:
Honesty and Transparency
Openness - Willingness to share information & skills with others
Consistency - Maintaining the same behaviour, output and outlook
Respect - Treating others fairly.
To demonstrate these qualities, the team leader should practice them and encourage team members to do the same.
Developed in 1978 by Jack and Lorraine Gibb, TORI principles of team building still hold true.
TORI stands for Trust, Openness, Realisation and Interdependence.
Trust - Confidence in each other.
Openness - Uninhibited sharing.
Realisation - To do what you want to do.
Interdependence - Knowing our dependence on others while realising their dependence on us.
These factors if present in a team help them to cooperate and coordinate effortlessly.
Team building activities that build strong teams are:
Have clear goals for individuals and the team.
Analyse the way work is being performed to find opportunities for improvement.
Evaluate the work relationship of team members.
Adjust goals to promote harmony and productivity.
Conduct team meetings using these tools and tips:
50-minute meeting - The 50 minutes meeting provides the perfect duration for focused attention and precise communication.
Time and Place - Use a convenient and quiet location for the meeting, and consider remote attendees.
Set the agenda for the meeting and inform all team members of it.
Schedule meetings regularly to promote team communication.
Manage virtual teams by setting ground rules regarding what work is to be done and when it is to be delivered.
How the work is done should be of little concern until it is of high quality and completed on time.
Keep communication open, ask for updates on progress, and offer help and advice whenever needed.
Emotional Intelligence (EQ) allows management of emotions.
Developing EQ in a team involves building self-awareness, self-regulation, self-motivation and self-management.
By understanding emotions and their impact on us and others, control over them can be achieved.
EQ facilitates using emotions to think constructively.
Leading a team requires a certain set of skills.
To engage team members, the team leader should:
Find out what is important for others at work and beyond.
Give priority to attending to team members' needs.