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Transcript of Teambuilding
Hana Hamidi You will be divided into two divisions at OPPF Consulting
Each employee will receive a photo that they CANNOT show to anyone else on their team.
The photos are to be placed in sequential order by communicating with one another.
Once you have determined that you are sequentially in order, you will need to physically place yourself in sequential position.
Photos zoom in or zoom out – communicate to determine which
Communication is as much listening as it is talking
Succeed Step 5 - Identify team building interventions capable of over-coming deficiencies in team characteristics Review of Objectives Strengthen commitment to goals
Streamline team operations
Reduce barriers to performance
Increase utilization of team strengths
Enhance team communications Benefits of Team Assessment Step 4a - Enhance understanding of the existing situation through:
Ongoing observation and interaction with group members and relevant others
Ongoing data collection about organizational culture, structure, systems, process, and politics
Follow-up interviews with group members
Analysis of questionnaire subdimensions for further clarification Step 1 –Identify team characteristics considered predictive of team success
Team characteristics associated with Group performance:
Consensus decision making
Clear roles and assignments
Structural support Action Framework for Managers Attempting to Engage in
Team Building in intact Groups Cross functional teams
Functional work teams
Intact work teams
Employee participation teams
Maintenance or support teams
**Critical team building resource: manager/facilitator/leader Types of Teams Faced with complex, unstructured, and interdependent tasks
Communication problems are interfering with group effectiveness
Improve the work environment
Improve interpersonal interactions
Build consensus for team decision-making and goal setting.
Need to accelerate group member socialization When To Use Team Building? http://www.collegehumor.com/video/6794103/dinosaur-office-team-building Team Building Resistance to measurement
Missing starting point
Only using numbers to measure
Process vs. outcome Challenges of Team Assessment Variety in type and structure of assessments:
360 Degree Feedback Types of Team Assessment
If you were an OD consultant, how effective do you believe this team building activity to be? Why? Exercise Feedback OPPF Consulting is a firm located in Chicago, IL comprised of three major service lines: Human Capital, Technology and Strategy & Operations. In the past three years, LSM’s small market mergers and acquisition strategy have been essential to the company’s growth. However, these acquisitions have also caused several issues.
OPPF mergers have transpired immediately after acquisition without an appropriate model, forcing each smaller company to merge with OPPF culture and move rapidly to integrate varied operations to mirror those of the parent company. Infrastructure, production and development all experienced significant changes. However, the largest detriment from the merger could be found in communications systems.
Company expectations, language (Production Manager vs. Production Coordinator) and responsibilities have all experienced significant changes. Employees from the smaller companies have aligned themselves together, defending their previous companies practices and seemingly unwilling to change. Communication amidst employees is suffering. Lateral communication, amongst various divisions, are experiencing the worst interactions and affecting the productivity of the company.
Team building has been selected as the intervention to improve communications amidst OPPF’s employees. Group Exercise Personality-based team building
Skills-based team building
Problem solving Types of team building activities Blocker
Dominator & monopolizer
Know it all
Irrelevant or clown
Zipper-mouth Dysfunctional Group Roles Leader/facilitator Key Team Building Roles Objectives:
1. Identify key roles of a team
2. Identify the characteristics of a team
3. Define the concepts of team building
4. Comprehend how team building works via a
group exercise Team Building Neither reflect nor change
Reflection without change
Lack of communication
"Star Envy" Dysfunctional Teams Team Building Instructions Action Framework for Managers Attempting to Engage in
Team Building in intact Groups Action Framework for Managers Attempting to Engage in Team Building in intact Groups Which approach is best? Action Framework for Managers Attempting to Engage in Team Building in intact Groups Step 2 –Measure existing team climate characteristics and produce an existing team profile
Paper and pencil questionnaires
Observing team characteristics
Interviews Types of Team Building Focus on:
Group Behavior Action Framework for Managers Attempting to Engage in Team Building in intact Groups Step 3 –Identify deficient team characteristics
Based on the results from Step 2, team characteristics with low scores may need to be addressed Action Framework for Managers Attempting to Engage in Team Building in intact Groups Step 4 – Use pre-established decision criteria to select the appropriate intervention sequence to change deficient climate characteristics
Which deficiencies should be addressed first?
What would be the appropriate sequence of subsequent interventions? Case Study
Jefferson, Iowa Action Framework for Managers Attempting to Engage in Team Building in intact Groups Step 6 - Use pre-established decision criteria to select the appropriate intervention strategy or set of strategies to improve deficient team characteristics
Criteria similar to those in step 4 but put greater emphasis on costs and benefits, organizational fit and alignment with managerial and group member competencies Action Framework for Managers Attempting to Engage in
Team Building in intact Groups Step 7 - Implement and assess improvement
Each intervention will have its own unique sequence of steps designed to bring it on line
What is important is that strategies selected fit the environment Keys To Success Communication is vital
Patience is mandatory
Willingness to accept failure
Synergy of the team must be understood
Acceptance is critical
Harmonious working environment
Continuous training and feedback 1985: Purchased state-of-the art equipment
1990: Hired a Leader
Developed work teams
Communicated a common mission
Led with a steering team Group Dynamics Four Categories:
Cycles of Activities
A combination of both linear and cycles of activities
Non-phasic Popular Models:
Tuckman’s Group Development Model
Gersick’s Punctuated Equilibrium Model
Poole’s Multiple-Sequences Model Tuckman's Group Development Model All groups should go through the following stages: Forming
Adjourning Tuckman, B. (1965). Developmental sequence in small groups. Psychological Bulletin. 63 (6): 384–99 Activities of Teams Gersick’s Punctuated Equilibrium Model Phase 1 – Framework of behavior patterns
Midpoint – Group transitions and paradigm shifts
Phase 2 – Move on their decisions Poole’s Multiple-Sequences Model First Track – Goals
Relation Track – Interpersonal relationships
Topic Track – Issues or concerns of the group
Breakpoints- The group switches from one direction to another Beal G. Bohlen. J.M. and Rauabaugh, J.N. 1962 Leadership and Dynamic Group Actions. Ames, IA Iowa state. University Press
Knowles, M.S. & Knowles, H.F. 1972. Joining Together: Group Theory and Group Skills. Englewood Cliffs,NJ: Prentice-Hall Sharing information
Gaining feedback Recorder/summarizer Encourager/supporter Decision changes
Trying something new
Transferring information Gatekeeper Group observer/confronter Compromiser/mediator Harmonizer Participants ACTION Reflection Team Assessment A team that works and collaborates effectively is not a chance event
Designed to help a team identify challenges and opportunities
Feedback used to identify gaps between current and desired state References
Beal G. Bohlen. J.M. and Rauabaugh, J.N. 1962 Leadership and Dynamic Group Actions. Ames, IA Iowa state. University Press.
Banya, I. (1995). Zoom. New York, New York: Penguin Putnam.
Blinn, C. K. (1996). Developing high performance teams. Online Ebsco Host, 01465422, Nov/Dec96, Vol. 20, Issue 6.
Cornelius III, E. T. (2004). What Types of Teambuilding Will Work for Your Team. Collegiate Project Services. Retrieved
Edmondson, A.C. (2002). The Local and Variegated Nature of Learning in Organizations: A Group-Level Perspective. Organization Science Vol 13, No. 2. 128-146.
Group Development. http://en.wikipedia.org/w/index.php?title=Group_development&oldid=534743617.
Kennedy, F. A. (2008). Successful Strategies for Teams: Team Member Handbook. Retrieved from
Knowles, M.S. & Knowles, H.F. 1972. Joining Together: Group Theory and Group Skills. Englewood Cliffs,NJ: Prentice-Hall.
Mealiea, L. & Baltazar, R. (2005). A strategic guide for building effective teams. Public Personnel Management, Vol. 34, No. 2, 141
Reiste, K & Hubrich, A. (1995). How To Implement Successful Work Teams: Learning from the Frigidaire Experience National
Productivity Review/Autum 1995. 45 – 55.
Sullivan, J. (2011). The Top 50 Problems with Performance Appraisals. TLNT: The Business of HR. Retrieved from
Team Building. “http://en.wikipedia.org/w/indes/.php?title=Team_building&oldid=546350397’.
Tuckman, B. (1965). Developmental sequence in small groups. Psychological Bulletin. 63 (6): 384–99. Definitions of team building
Characteristics of effective teams
Different types of team building
Action framework for doing team building
Team building exercise
Team assessment What was the most difficult aspect of communication in your group? What worked well in your team? What needed to improve for your team to be successful? Were there any particular roles that members of your team adopted? What is Team Building? Members of interdependent teams Improving team performance Organizational development intervention Improved through successful facilitators Operations of an organization Variety of practices Ability to work closely together T.E.A.M. "I not only use all of the brains I have, but all that I can borrow"