TEAM INTERVENTONDefinition of Team- A team is a small number of people with

complimentary skills who are committed to a common purpose, set of performance goals and approach for which they hold themselves mutually accountable.

Importance Of Team Intervention

DISTINCTION BETWEEN GROUPS AND TEAMS

A work group is

- A number of persons

- Usually reporting to a common superior

- Having some face-to-face interaction

- Persons have some degree of interdependence in carrying out tasks for the purpose of achieving organizational goals

A team is

- A form of group

- Has some characteristics in greater degree than ordinary groups

- A higher degree of interdependency and interaction

TEAMSCross-Functional Teams: comprised of

individuals with functional home base- eg. Manufacturing, design, engg etc.- but they meet regularly to solve ongoing challenges requiring input from a number of functional areas

Effective Teams: are relaxed, comfortable and informal

High-Performance Teams: have strong personal commitment to each other- commitment to other’s growth and success

TEAM-BUILDING INTERVENTIONS

The four main areas:

DiagnosisTask AccomplishmentsTeam relationshipsTeam and organization

processes

TECHNIQUES USED IN TEAM BUILDING

Role Analysis Technique.

Interdependency Exercise.

Role Negotiation Technique.

Responsibility Charting.

Concerns Exercise.

ROLE ANALYSIS TECHNIQUE

Developed by Ishwar Dayal And John Thomas.

Designed to clarify role expectations and obligations of team members to improve team effectiveness.

Applicable to new teams.

ROLE ANALYSIS TECHNIQUEAdvantages-

Reduces role confusion.Reduces conflicts.

ROLE ANALYSIS TECHNIQUEAnalysis of the focal role

The Analysis of focal role incumbents expectations of others.

The Analysis of others expectations and desired behaviors of the focal role.

Making of Role profile.

ROLE ANALYSIS TECHNIQUEExample Of SIEMENS.

Responsibility ChartingResponsibility Charting enables managers

from the same or different organizational levels or programs to actively participate in a focused and systematic discussion about process related descriptions of the actions that must be accomplished in order to deliver a successful end product or service.

Use Of Responsibility ChartingWho does what?Each task must be done by a responsible one.Referring the customer to the right person.

Example Budgeting in Parle Products.

Create a Responsibility ChartStep 1 Devise a Decision Matrix form.Step 2 Down the left side list the decisions

that are at issue. They may be decisions relating to policy and procedure or to the practicalities of implementation.

Step 3 Across the top fill in the actual and/or potential actors who are relevant to the listed decisions.

The next step is to agree the definitions of behaviors associated with the decision making process. A typical set of terms is:

Responsible (R)Approve (A)Support (S)Informed (I)Dash (-)

RESPONSIBILITY CHART

 Actors

Assistant Brand

Managers

Senior Brand

Manager

General Manage

r

Decisions        

Prepare budget   R R A

Obtain budget approval       R

Complete reports   R    

Reconcile accounts   R   APurchases < $5000(assumed)   R I I Purchases > $5000(assumed)   A R A

A useful intervention if team members have expressed a desire to improve cooperation among themselves and among their units.

It is also useful for assisting people in getting better acquainted, in surfacing problems that may be latent and not previously examined & in providing useful information about current challenges being faced in other’s area of responsibility.

INTERDEPENDENCY EXERCISE

10 persons or groups of 10 involvedEach person interviews 9 others for a total of 90

mins.2 straight lines of 5 each (1,2,3,4 & 5 will sit

facing 6,7,8,9 & 10 respectively- with enough distance to avoid distraction)

Assignment sheet used to takes notes while interviewing each other.

At the end of 10 mins people in one row shift positions one chair within their row (1 moves in 2’s place & 2 in 3’s place & so on)

After first round of 5 interviews is complete, persons in each row pair up and interview each other. 1 member from each row sits out. This requires 5 more interview periods.

STRUCTURE

Person being Interviewed ____________________Unit _____________Please ask these questions:1.What/ Where are the most important

interdependencies between our 2 units (or our 2 jobs)?

2.What’s going particularly well?

3.Present or potential snags?

4.Any action plans or agreement to meet further __________

ASSIGNMENT SHEET

ROLE NEGOTIATION TECHNIQUEThis is used when the causes of

team ineffectiveness are based on people’s behaviors that they are unwilling to change because it would mean Loss of Power or influence…

The Change effort is directed at the work relationships among members.

Steps in Role Negotiation technique

First Step is Contract Setting whereby the consultant sets the climate or establishes ground rules.

Second step is to have Written Contract i.e. no one agrees to change any behavior unless there is a quid pro quo in which the other must agree to change!

Next step is issue diagnosis…Then Negotiation Period.

ROLE NEGOTIATION TECHNIQUE RNT is an effective way of bringing about

positive improvement in a situation where power and influence issues are working to maintain an unsatisfactory status quo.

RNT has been used successfully with several groups which has resulted in improved team functioning.

Its is based on the fact that frequently individuals must change their work behaviors for the team to become more effective.

Team meets Football TeamIndividual meets Doctors operating a patientBenefitsIncreased efficiency, confidence and motivationPositive resultsOvercome weakness

THE APPRECIATIONS & CONCERNS EXERCISE