Team building |
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OverviewTeam developmentSkills development |
Overview Team building is an area where we can provide a highly
specialised and individual service. We would need to meet with your key
personnel to agree the project scope and define realistic expectations. As a
guideline we have outlined below a ‘general’ approach. Team building process Establish a team purpose and define the common ground
(skills based, product based etc) Then follow the convention: - Forming Storming Norming Performing Once the team have been defined it is necessary to put
together a development programme that will take them from where they are you
to where they need to be. The type of team development approach we recommend
involves the following steps
Team training format Team training can comprise each team being separately
assembled for a 1-day training course with a common format. Typically, teams
maybe skills based across a number of disciplines or departments, it’s also
advisable to consider forming the team leaders into a team of their own. An
example team structure being: -
Team building sessions would typically be applied to all
teams and all use the same material, a common format being: - Manager presentation (20 – 30
minutes) Team presentation and workshops
(rest of the day) The key points of the manager presentation being: Define the
challenges Explain why
team structures are being adopted (E.g. add
value, develop consistency, and provide focus) Explain the team
responsibilities (To each member, across each team,
to the company) Define the team leader role and
responsibilities Define the manager’s role (and
the probable change in style!) Define the
manager’s role in the team structure Define the way ahead and be seen to be removing barriers Encourage
openness and trust The key points of team presentation and workshop
are presented below. The team-building workshop involves taking each team
(approx 6 – 8 individuals) and doing team theory followed by exercises and role-play.
These sessions will prove to be very popular and encouraged working together,
cooperation and communication. They provide a ‘warts & all’ opportunity
to evaluate the strengths and weaknesses of the team at an individual and
collective level. The team training is intended to start the process of
developing a group of individuals into an effective team. Objectives should
be set for each team that enables them to go forward with a clear
understanding of expectations. Team development This stage involves working closely with the team to define and plan the activities of the team. It starts with establishing a clear understanding of the team’s objectives and will require assessment of skills prior to setting sensible targets and timescales that respect the relative priorities. Regular team meetings
Initially the manager should be involved with all team meetings for the duration and provided a strong lead and support for the team leader. As the teams develop the manager must step back to a more directive, guiding and monitoring role. Note that a supportive approach from management is essential throughout; team meetings are a real forum for understanding the concerns, issues and difficulties associated with the team and its members. ‘Guests’ (from other departments or associated companies) can be a very useful part of team meetings and an excellent way of reinforcing specific messages and policies. Each team should be encouraged to identify what outside contribution would add value. Develop specific skill areas Specific areas, such as Customer Facing Skills can be used to heighten awareness of the customer’s needs and expectations and start to develop a theme of consistency across a company. A typical training session format (1 day) being: -
§ Team presentation and workshops (rest of the day) The key points of the Manager presentation being: Department mission How it will be achieved Why its is necessary What the deliverables and measurements are The Team presentation and workshops would continue the
theme with theory; practical workshops and role-play designed to broaden
awareness of the need for better performance in front of the customer. A
deliberate policy may be to focus specifically at the individual with
emphasis on ‘what can you do to improve your customer facing skills’. This
bottom up approach is very effective at taking a message from the individual
level to the team up to the department and hopefully across the company. Themes such as Customer facing should be on-going within each team, further extensions to the training should be considered. Development of Job Skills A major focus of any team revolves around the development of its collective team skills. The process for skills development is as follows: - § Define the total skills required across the department This involves assessment of the products, technologies and services that are required for the team to meet its objectives. § Establish skill targets Evaluate the total skills and establish specific targets for each skill for each team § Assign and assess team skills Evaluate the team members and assign specific skill responsibilities to each team member. Then, assess the current skill level against the assigned skill target § Appraisal and training development The appraisal process is designed to be a checkpoint of the skills against target, personal training plans are developed and committed. § Skills reassessment Skills are continuously being reassessed in line with product and technology changes, skills can be both upgraded and downgraded according to the needs of the marketplace.
Team Activities For a team to be effective it must communicate well and ‘away day’ team activities can be a key aspect of team development. Opportunities to get teams away from the workplace will greatly enhance the bonding between team members.
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