Enhancing Team Performance and Collaboration: A Comprehensive Guide to Building Successful Teams
By
Pramod Thapa
Thomas Rausch
Jayakrishna Bobba
Overview of Team Building and Teamwork
Building Teams and Making Them Work
Four-Step Approach to Team Building
Character Traits and Teamwork
Teams Are Not Bossed—They are Coached
Handling Conflict in Teams
Structural Inhibitors of Teamwork
Rewarding Team and Individual
Performance
Recognizing Teamwork and Team Players
Leading Multicultural Teams
1. What is a Team
2. Rationale for Teams
3. Learning to Work Together
4. Team Excellence and Performance
T- Talent
E- Enthusiasm
A- Accountability
M- Management
W- Work-able
O- Openness
R- Respect
K- Keenness
Satisfy the human social need
Two or more are better than one
Performs better performance
Multiplies the potential of individual members
Personal identity of team members
Relationship among team members
Identity within the organization
Mutual Support
Challenge
Singleness of purpose
Trust
Participation
Makeup and size of Teams
Choosing Team members
Responsibilities of Team Leaders
Other Team members
Creating a Team’s Charter
Developing Collegial Relationships
Promoting Diversity in Teams
Assess
Plan
Execute
Evaluate
Keypunch Game- a Team Work
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Clearly defined charter
Team development and team building
Mentoring
What should be the resolution strategies?
Plan and work to establish culture
Clear idea about decisions of a team or
individual
Encourage healthy, productive, competition
Good leadership
Direct Approach, Bargaining, Enforcement,
Retreat, and De-emphasis
Force-Field Analysis
Unit Structure
◦
Product and process orientation is better.
Accountability
◦
Change accountability to customers, not managers
Unit Goals
◦
Goals must be team goals
Responsibility
◦
Employees held responsible to team success
Compensation and Recognition
◦
Give credit and benefits to team
Planning and Control
◦
Teams and managers work together
Reward both the individual and team
Total Compensation
◦
Reward at three levels
Base individual compensation
Individual incentive compensation
Team-based incentive compensation
Decide what performance to measure
◦
Growth of marketing business
Determine how to measure performance
◦
Number of new clients
Indentify rewards to be offered
◦
Monetary per new client
Integrate related process
◦
Be sure reward system fits with existing system
Intrinsic & Extrinsic motivation
Extrinsic motivation: money, vacation time, movie
tickets
Intrinsic motivation: Helping each other, learning new
skills.
To identify intrinsic motivators: ASK!
◦
Different for each employee
◦
Build rapport
Incentives must be sought after by individual
and team.
MBTI “typing.”
◦
Thinkers v. Feelers.
All employees want recognition after a job
well done.
Culture related challenges:
◦
Communication
◦
Attitudes
◦
Authority
◦
Decision making
Adaptation
◦
Accommodating cultural differences
◦
Record problems/develop solutions
Structural intervention
◦
Moving team members
Managerial guidance
◦
Manager sets ground rules for interaction
Exit
◦
Unhappy team members allow to leave
◦
Last resort
Would the performance of the teams change
if we only rewarded the individual who
touched the most numbers? How would this
effect the group?
Was there a cultural barrier to teamwork? If
so, how?
Did you feel motivated to complete the task
as best as possible? If so, why? If not, what
could we offer to motivate more effectively?
This comprehensive guide explores the fundamental aspects of team building and teamwork, offering insights on creating effective teams, enhancing performance, and fostering a collaborative environment. Covering topics such as team dynamics, leadership, conflict resolution, and diversity, it provides valuable strategies for improving team success and achieving organizational goals.
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Presentation Transcript
By Pramod Thapa Thomas Rausch Jayakrishna Bobba
Overview of Team Building and Teamwork Building Teams and Making Them Work Four-Step Approach to Team Building Character Traits and Teamwork Teams Are Not Bossed They are Coached Handling Conflict in Teams Structural Inhibitors of Teamwork Rewarding Team and Individual Performance Recognizing Teamwork and Team Players Leading Multicultural Teams
1. What is a Team 2. Rationale for Teams 3. Learning to Work Together 4. Team Excellence and Performance
T- Talent E- Enthusiasm A- Accountability M- Management W- Work-able O- Openness R- Respect K- Keenness
Satisfy the human social need Two or more are better than one Performs better performance Multiplies the potential of individual members
Personal identity of team members Relationship among team members Identity within the organization
Mutual Support Challenge Singleness of purpose Trust Participation
Makeup and size of Teams Choosing Team members Responsibilities of Team Leaders Other Team members Creating a Team s Charter Developing Collegial Relationships Promoting Diversity in Teams
Assess Plan Execute Evaluate
What are the factors that affect both the groups? Honesty Selflessness Dependability Enthusiasm Responsibility Cooperativeness Initiative Patience Resourcefulness Punctuality Tolerance Perseverance
Clearly defined charter Team development and team building Mentoring
What should be the resolution strategies? Plan and work to establish culture Clear idea about decisions of a team or individual Encourage healthy, productive, competition Good leadership Direct Approach, Bargaining, Enforcement, Retreat, and De-emphasis
Unit Structure Product and process orientation is better. Accountability Change accountability to customers, not managers Unit Goals Goals must be team goals Responsibility Employees held responsible to team success
Compensation and Recognition Give credit and benefits to team Planning and Control Teams and managers work together
Reward both the individual and team Total Compensation Reward at three levels Base individual compensation Individual incentive compensation Team-based incentive compensation
Decide what performance to measure Growth of marketing business Determine how to measure performance Number of new clients Indentify rewards to be offered Monetary per new client Integrate related process Be sure reward system fits with existing system
Intrinsic & Extrinsic motivation Extrinsic motivation: money, vacation time, movie tickets Intrinsic motivation: Helping each other, learning new skills. To identify intrinsic motivators: ASK! Different for each employee Build rapport
Incentives must be sought after by individual and team. MBTI typing. Thinkers v. Feelers. All employees want recognition after a job well done.
Culture related challenges: Communication Attitudes Authority Decision making
Adaptation Accommodating cultural differences Record problems/develop solutions Structural intervention Moving team members Managerial guidance Manager sets ground rules for interaction Exit Unhappy team members allow to leave Last resort
