CHARACTERISTICS OF HIGH PERFORMING

GROUPS

ETEC 704 Summer 2010

Agenda•Case # 1:Ask the class

•Tuckman’s Theory

•WHAT MAKES HIGH-PERFORMANCE TEAMS EXCEL?

•Model of High Performing team Leadership Characteristics

•The X-team Model

•The 6 steps of X-Team Leadership

•Characteristics of Successful Team leaders

•Leadership styles according to stages of group dynamics

•Case # 2: Ask the class

What is a Team?

Two or more people working together toward a common goal for which they hold themselves mutually accountable; it is the fuel that allows common people to attain uncommon results; achieving performance results through collective work products, mutual accountability, and shared leadership.

Case # 1: Your professor Dr Claude Martel asks you…

Did you enjoy working in groups or you would prefer to do a similar assignment on your own?

What did you like most or least about your participation in the group?

Tuckman’s Theory of Small Group Development

A look at the essentials of team life

Stage 1: Forming:

Accepted leadership

Solid Relationships

Stage 2: Storming:

Low Conflict

High Conflict

Purposes, Roles, Goals and Objectives need to be clarified

Stage 3: Norming

Stage 4:Performing

Stage 5: Adjourning

Famous Quotes

The achievements of an organization are the results of the combined efforts of each individual. People who work together will win, whether it is against complex football defenses, or the problems of modern society. Individual commitment to a group effort – that is what makes a team work, a company work, a society work, a civilization work.

Teamwork: By Vince Lombardi

Although the scientific investigation of group work is but a few years old, I don’t hesitate to predict that group work – that is, the handling of human beings not as isolated individuals, but in the social setting of groups – will soon be one of the most important theoretical and practical fields…there is no hope for creating a better world without a deeper scientific insight into the…essentials of group life.

-Kurt Lewin (1943)

Stage OneN o r m i n g

This is also the stage that the group development theorist Lacousiere also calls the “orientation stage”

Getting acquainted and forming membership

Positive expectations and optimism

Builds effective working relationships with peers, customers, stakeholders

Project Manager’s Role:

• Perform “ice breakers” and other relationship building activities.

Stage TwoS T O R M I N G

Also known as the “dysfunctional” stage

Characterized by:

Absence of trust

Fear of conflict

Lack of commitment

Avoidance of accountability

In-attention to results.

Project Manager’s Role:

Create an inclusive environment

Set group norms

recognize and appreciate the diversity of team members skills and personalities

Be humble and have a sense of humour

Realize how biases affect perceptions and decision making

Be assertive, focus on the mission of the project, mediate and harmonize in order to get the team to operate effectively.

Stage ThreeN O R M I N G

Also know as Schutz’s “Openness” Stage

This stage is characterized by:

• Team cohesion

Project Manager’s role:

group facilitation clear decision-making procedures

the creation of opportunities for early successes

Stage fourP E R F O R M I N G

At this stage:

• “Trust” is optimal

• Characteristics of effective teams shines

• Team member’s leadership styles starts to emerge

Role of Project Manager:

• Empower the team

• Maintain trust

Stage FiveA J O U R N I N G

Adjourning, is the break-up of the group

Sigh of relief

Some grieving

Sense of fulfillment and accomplishment

Project Manager’s Role:

Celebration for a job well done

recognizes accomplishments

Hopefully, skills were developed, lessons were learned and great friends were made and ready to do it all over again.

WHAT MAKES HIGH-PERFORMANCE TEAMS EXCEL? Individual recognition and

engagement

Possess unique knowledge that contributes to the development and refinement of the emerging technology.

Deliver performance and achievements that exceed the cumulative performance of the collective individuals.

Clear goals and a shared, common vision

Cooperative engagement, problem solving and learning from individuals' experiences

Constructive interactions

Convincing leadership.

Group engagement in development process.

Shared ownership, collective achievement valued.

Information sharing and communication, and a strong platform of understanding and knowledge.

Challenging tasks and resilience to setbacks.

Professionally meaningful projects.

Interpersonal relationships formed.

Model of High Performing team Leadership Characteristics

Leader as a role model

Hire the best talent

Know the market

Speed and the necessity of multiple layers of leadership

Build the infrastructure to accomplish goals

Train your team

Resource your team

Relationship and Social Awareness

Emergent Organization

Trust

Creativity

Communication

Metrics

Consistency

Risk Taking

Transactional and Transformational leadership

Team organization

The X-Team Model1- External Orientation

2- Flexible Membership and Leadership

3- Exploration, Exploitation, and Exportation

The 6 Steps of X-Team Leadership 

1: Choose team members for their network

2: Make external outreach the modus operandi from day 1.

3: Help the teams focus on scouting, ambassadorship, and task coordination.

4: Set milestones and deliverables for exploration, exploitation, and exportation.

5: Use internal process to facilitate external work.

6: Work with top management for commitment, resources, and support.

Characteristics of successful team leaders: Builds effective working relationships with peers, customers,

stakeholders, etc

Practices effective communication skills including listening, observing, and collaborating

Demonstrates enthusiasm, drive and energy to overcome obstacles

Facilitates changes, tolerates ambiguity

Shares knowledge and power

Focuses on performance

Builds trust and demonstrates honesty and integrity

Contributes valued technical expertise to the team

Motivates others

Devotes appropriate time to team development

Leadership styles according to stages of group dynamics

Directing: the leader takes charge.

Coaching: the leader ensures that things stay on track and that everyone participates.

Participating: the leader acts as part of the team, intervening to avoid problems and modeling good team-work behavior.

Delegating: the leader steps back and turns leadership over to the team.

Case # 2: Your professor Dr Claude Martel asks you…

Imagine you would be stuck in your same group for several months or a year…Would you be happy or frustrated?

What is your take on this?

What if your income was directly dependent on the success of the group you worked with?

What are your answers???