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Ensure Team Effectiveness
Transcript of Ensure Team Effectiveness
Team building activity
Explain to participants that they will have to form a team based on the instructions that you shout out. For example, some instructions could include "Get into a team with people who have the same number of children as you" or "Get into a team with people who like similar types of music to you."
Shout out instructions. People can shout out or sit down to signal that their team is "complete." Encourage people to work as quickly as possible. Repeat the exercise as many times as you want.
Talk with your team about how this activity encouraged them to communicate. How could they learn to open up and communicate more effectively in work situations in the future?
Team building activity
Cut each playing card into half diagonally, then in half diagonally again, so you have four triangular pieces for each card.
Mix all the pieces together and put equal numbers of cards into as many envelopes as you have teams.
Divide people up into teams of three or four. You need at least three teams. If you're short of people, teams of two will work just as well.
Give each team an envelope of playing card pieces.
Each team has three minutes to sort its pieces, determine which ones it needs to make complete cards, and develop a bargaining strategy.
After three minutes, allow the teams to start bartering for pieces. People can barter on their own or collectively with their team. Give the teams eight minutes to barter.
When the time is up, count each team's completed cards. Whichever team has the most wins the round.
team building activity
Divide into teams of 3 or 4. Give each team member a balloon and ask them to blow this up to around 85%. Ask each group to keep 1 balloon in the air. Then add a second balloon, etc until all are in the air.
Challenge: Ask the teams to re-organise themselves into balloon colours while keeping balloons in the air.
Team building activity
Yes! we are going to do the marshmallow challenge!
The task is simple: in eighteen minutes, teams must build the tallest free-standing structure out of 20 sticks of spaghetti, one meter of tape, one meter of string, and one marshmallow. The marshmallow needs to be on top.
Collaborate & participate
Keep your stakeholders happy
Team members work together to achieve a common goal through a coordinated effort.
A team leader's job description
http://www.businessballs.com/tuckmanformingstormingnormingperforming.htm Retrieved: 01/4/2015
Little agreement on team aims other than received from leader. Individual roles and responsibilities may be unclear.
The team may be distracted by relationships and emotional issues and lose sight of goals. Leadership role may be challenged.
Commitment and unity is strong, with roles and responsibilities are clear and accepted, which are facilitated by a leader.
The team is able to work towards achieving the goal, and also to attend to relationship, style and process issues along the way. Team members look after each other. The team leader provides direction and support.
Everyone can move on to new things, feeling good about what's been achieved.
Effective teams can:
solve problems together, faster
tackle more complex issues
maximise their use of resources
facilitate flexible work options
foster a culture of well-being and purpose
encourage complimentary skills
Bruce Tuckman's ‘Developmental sequence in small groups’, 1965
Team members individually need strong skills in different areas. These include communication, conflict resolution, problem solving, time management and decision-making.
Maslow's heirarchy of needs
McGregor's Theory of X & Y
Vroom's Expectancy theory
Herzberg's two factor theory
Lewin's force field analysis
Locke's goal setting theory
Taylor's money motivation theory
Characteristics of effective teams
Teams with purpose
SMART Goals and objectives
roles and responsibilities
relate to information and procedures.
relate to people and relationships
ensure the team collaborate and network with other teams
Key Result Areas
Key Performance Indicators
link to measurable
team performance planning
Clear plans assist in communicating a team's objectives to its members.
Overall team plans
team performance plans clarify tasks
review performance regularly
Support and guide team members
Training & Developing
GROW your team members
give advice for personal and professional growth
motivate and encourage
developing learning plans
ongoing throughout career
Policies & procedures
Monitor team performance
Provide regular feedback
Address issues early
what to monitor
how to measure
Consider what is important to the achievement of team goals, and what may put this at risk.
Determine key result areas for team deliverables with your team.
Identify measurable targets for key result areas (KRAs)
% satisfied customers
Analyse measured results using qualitative and quantitative data to develop performance reports.
Meet with the team regularly to discuss progress. Empower them to make decisions.
Ensure the team agree on the targets.
Ensure the whole group participates in clarifying roles and expectations.
Participation contributes to team cohesion and achievement of goals.
Use technology to provide collaboration opportunities.
Use newsletters, meetings, briefings and other communication methods to keep everyone on the same track.
In consultation with team members, develop any required Policies and Procedures to ensure everyone can take responsibility for their contribution to the team's goals.
This should relate to organisational goals.
Define specific terms.
Procedures support the policy by giving instructions.
Provide constructive, meaningful feedback.
Feedback can be given as a coaching strategy.
Feedback should assist personal development.
Focus on behaviour, not the person.
Emphasise the positive.
Be clear about what you are trying to say.
Describe, don't evaluate.
It can create issues if the team doesn't get out of the Storming stage of the development cycle.
Apply problem solving techniques.
The team leader should monitor any trends of negativity and raise issues early.
Not all issues are performance related.
don't play the blame game.
recognise there is a cost to not resolving conflicts.
ensure everyone takes responsibility for their role in the conflict.
agree a way forward.
get help where you need it.
Lead the team to achieve objectives.
Watch this video if you need a refresher on writing KPIs
Watch this video if you need a refresher on writing S.M.A.R.T. goals
Watch this video if you need a refresher on completing a SWOT analysis.
involve all members
Apply problem solving techniques
Model desired behaviours
Support your team members' needs.
GROW your team members' confidence levels.
Value and respect their contributions.
build strong working relationships.
Actively monitor team member involvement.
Review your skills matrix for the team regularly.
Ensure all members have opportunity to participate in meetings and discussions.
Assist in goal setting with your team.
Apply problem solving techniques.
Explore new ideas.
Promote innovative solutions.
Encourage good communication.
Reflect on your own leadership style.
Ask for peer reviews.
Don't give empty promises.
Mediate with management
Address any stakeholder concerns early
developed by Tracie Regan April 2015
Assessment 2 PowerPoint presentations can be viewed at
You should now be confident in completing the required assessments for this unit.
In this mins video Andrew Huffer takes you through a powerful process to help your team understand issues from another perspective. This can be applied to team meetings, stakeholder engagement and mediation processes.
Watch this 6 mins video on managing team conflict.