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y Members sharing leadership responsibility and rotating other

roles as needed.

y All participating in idea generation, problem solving, and

decision-making.y Members showing support, respect, and trust for one another.

y All taking actions and doing work that is necessary to reach

team goals.

y Members managing conflict by confronting issues and

inappropriate behaviors.

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:

Share information openlyShare information openly

Participate in the teams taskParticipate in the teams task

Encourage each otherEncourage each other

Use all of the teams resourcesUse all of the teams resources

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The most effective teams arrive at decisions through

consensus by following a rational process that includes:

IdentifyingIdentifying thethe issue.issue.

Setting a specific objectiveSetting a specific objective..

GatheringGathering and analyzing the factsand analyzing the facts..

DevelopingDeveloping alternatives.alternatives.

Evaluating the alternatives.Evaluating the alternatives. DecidingDeciding and acting.and acting.

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A. Formation of team happens & the team comes together

B. Members feel anxious and spend their time finding out

about each other

C. Individual roles and responsibilities are unclearD. Highly depending on the manager/leader

E. Equivalent Situational Leadership style: Directing

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y Encourage and maintain open communication.

y Help the team develop and follow team norms.

y Help the team focus on the task.

y Deal constructively with conflict.

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y How do we support each other?

y What do we do when we have problems?

y What are my responsibilities to the team?

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y Team members come up with ideas through debates on how to

proceed with the task

- about task priorities;

- clarity on purpose of the task;- roles & responsibilities and

- processes to follow

* Influence of ideas and power struggles may arise

* Compromises may be required to enable progress

* Team members may challenge the leader & leader coaches

* Equivalent Situational Leadership style: Selling

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y Do we have common goals and objectives?

y Do we agree on roles and responsibilities?

y Do our task, communication, and decision systems work?

y Do we have adequate interpersonal skills?

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y Separate problem issues from people issues.

y Be soft on people, hard on problem.

y Look for underlying needs, goals of each party rather than

specific solutions.

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y State your views in clear non-judgmental language.

y Clarify the core issues.

y Listen carefully to each persons point of view.

y

Check understanding by restating the core issues.

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y Work as a team starts

* Roles and responsibilities are clear and accepted

* Team begin to exhibit participative behavior & decision

making happens by group agreement* Commitment, trust and unity increases

* Equivalent Situational Leadership style: Supporting

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y Competitive relationships become more cooperative.

y There is a willingness to confront issues

and solve problems.

y Teams develop the ability to express criticism constructively.

y There is a sense of team spirit.

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y Be descriptive.

y

Don't use labels.

y Dont exaggerate.

y Dont be judgmental.

y Speak for yourself.

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y Listen carefully.

y Ask questions for clarity.

y Acknowledge the feedback.

y Acknowledge the valid points.

y Take time to sort out what you heard.

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y This stage is characterized by high levels of:

- goal orientation,

- interpersonal relations,

- independence, motivation,- knowledge and

- competence in team members

* Team know what, why & how of the task they are executing

* High level of respect in the communication between team

members

* Team expects delegation of task instead ofinstruction/assistance

* Equivalent Situational Leadership style: Delegating

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y 1. Be positive and set a good example for the team.

2. Share information on projects and business openly with the team.

3. When possible, let team work through their conflicts, but be ready to resolve negativeconflict and bad situations before team morale is damaged.

4. Give feedback for improvement when necessary in a positive and thoughtful way.

5. Show appreciation for the work team does using different methods for rewarding teamand members.

6. If a team request or member idea is not understood, ask for clarification or examples.

7. Actively listen to team complaints, ideas, and improvements.

8. Allow the team to evaluate its leader and suggest improvement ideas to help the teamwith respect, trust, and confidence in their leader.

9. Show confidence in the team by supporting their work and needs.

10. Do periodic team assessments with the members on how the team is doing as a way toincrease awareness of what is right and identify opportunities for improvement.

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YouTube - Team Building in Five Minutes or Less.flv

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