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Quality Results
start with a Quality
Team: The Science
of Team BuildingMary Eure
Laboratory Supervisor
Prince William County Service Authority
What is a Team?
A Team is a group of individuals working together to solve a problem, meet an objective, or tackle an issue.
Team Building is the process of enabling that group of people to reach their goal.
Group versus Team
Group Dynamics: Who are we?
Characteristics of Scientists:
Feist and Gorman Study conducted in 1998
reviewing the psychology of scientists
Bad news and Good news
Why does this matter?
Know your team and encourage them to
know themselves as well.
Personality Tests: Myers Briggs, Emotional
Intelligence, etc.
Role of Leadership on a Team
Three major factors of being a great
leader on a Team:
Credibility
Communication
Coaching
Credibility Hard to gain and easy to lose
Manage your credibility:
Understand others
Attend to the little things
Clarify expectations
Don’t play favorites
Follow through
Communication To express oneself in such a way that one is
readily and clearly understood.
Examples of poor communication
Ways to improve communication
Poor Communication
Individuals attacking personalities or ideas
Constant criticism of other points of view
Displaying anger
Showing contempt
Unwilling to share the workload
Non-participation
Gossip
Way to improve Communication
Active listening
Keep everyone in the loop
Host effective team meetings
Handle team conflicts promptly
Provide recognition
Coaching
A style of management primarily
characterized by asking employees
questions in order to help them fulfill
their immediate responsibilities more
effectively and advance their development
as professionals over time.
Teaching verses Coaching
Coaching
Why is coaching so difficult?
What are the benefits?
Tips:
Match your people’s skills with big-picture needs
Tailor your coaching to match your people’s learning
styles
Give feedback that sticks
Building your Team…
Hiring- Get the right people for the job
Training- Offer an organized program so that success is obviously achievable
Specific
Measurable
Achievable
Relevant
Time-bound
Motivating your Team
Talk TO them, not AT them
Be encouraging
Provide the necessary tools
Avoid micromanagement
Handling Disruptions
Every team will encounter their fair share of disruptions.
The only constant in life is change, especially in our field.
Rarely are disruptions and change within our control, but
the success of our team is dependent on how we handle
these moments.
Compensation/Company policy changes/Regulation
updates
Behavioral Reactions to Change
People who thrive on change
People who are not bothered by change
People who resist change and need time to prepare
People who are concerned with the effects of
change
Teams are made up of all of these types of individuals.
Example 1: 2012 MUR Update
Positives Achievable: Preventative Actions
were written.
Meetings were held with staff explaining the regulation update
Goal was assigned fairly. Every staff member was assigned 3 methods to do a comparison diagram.
Review of status was done routinely because it was built into employee evaluations.
Goal was relevant and staff seemed excited to go outside of their normal routine.
Challenges
Coaching was difficult. (Training)
Difficult to determine how “measurable” the goal was. Different formats and detail was given.
Evaluations are done annually and we needed to know comparisons much sooner. (Time-bound)
Not catered to each individual on the team so it didn’t play up everyone’s strengths.
Example 2: Methanol Project
Positives
Goal and timeline clearly established.
Each member was assigned a very
task within the big picture.
Convinced staff goal was achievable
and in the end they were very proud.
Daily progress meetings
All participated in problem solving
and idea generation
Celebrated the completion of the
project with all of the team
Challenges
Getting everyone on
board that the goal was
achievable.
Positives
We received clarification from DCLS as to what testing would be required for the move
We assigned staff specific areas to evaluate to make sure we had enough supplies to operate in dual locations during the transition.
We did not need to outsource any samples.
We celebrated the successful move with the team and had a follow up meetings.
Challenges
We were at the mercy of the construction and county permits, so the timeline stifled morale.
More meetings were necessary.
Some assignments were not viewed as relevant.
Example 3: The Great
Migration
Tips to help a Team through Change
Host regular team meetings to communicate all of
the details of the project. Be transparent!
Discuss the positive and negative implications.
Provide justification for the change and create a
shared understanding. Allow employees the
opportunity to question, challenge and propose
alternatives in the change process.
Assess potential barriers and resistance
Team Building can lead to… Good communication with participants as team members and
individuals.
All participating in idea generation, problem solving, and decision-making to overcome disruptions/change
Increased department productivity and creativity
Increased motivation by all to achieve goals
Higher levels of job satisfaction and commitment
Higher levels of trust and support
Diverse coworkers working well together and managing conflict appropriately as it arises
Clear work objectives
Better operating policies and procedures
References Harvard Business Review (2015). HBR Guide to Coaching Employees: Give effective feedback, foster steady growth, Motivate star
performers. Boston, MA: Harvard Business School Publishing Corporation.
Cohen, C. & S. Cohen (2012). Lab Dynamics: Management and Leadership skills for Scientists. Cold Spring Harbor, NY: Cold Spring Harbor Laboratory Press.
McNamara, Carter. 7 Steps to Successful Team Building. Free Management Library. Retrieved from http://managementhelp.org/groups/team-building.htm
Lee, Shirley (2012). The 5 P’s of Team Design and Development for Managers. Small Business Information. Retrieved from http://www.smallbusinessdelivered.com/the5psofteamdesignanddevelopmentformanagers.html
Learning Center (2016). How to Build a Team. Retrieved from http://www.learningcenter.net/library/building.shtml
Lee, Shirley (2012). Five Characteristics of a Great Team. Small Business Information. Retrieved from http://www.smallbusinessdelivered.com/fivecharacteristicsofagreatteam.html
Clemmer, Jim (2016). Developing a Team or Organization Vision. Retrieved from http://www.clemmergroup.com/articles/developing-team-organization-vision/
Rasmussen, Tove (2011). 5 Tips on Building an Excellent Team. Retrieved from http://managementhelp.org/blogs/building-a-business/2011/08/02/top-5-tips-on-building-an-excellent-team/
Clark, Donald (2015). Team Leadership Model. Retrieved from http://www.nwlink.com/~donclark/leader/team_leadership.html
Liz’s Blog (2011). 7 Steps Get the Best Leadership Thinking from your Team. Retrieved from http://www.successful-blog.com/1/7-steps-get-the-best-leadership-thinking-from-your-team/
UCSF Human Resources. Chapter 14: Team Building. Retrieved from http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-14-team-building/
Trillium Teams (2016). How Change Affects Teams. Retrieved from
http://www.trilliumteams.com/articles/40/how-change-affects-teams
Holmes, Shelley (2013). Top 5 Employee Motivation Techniques. Retrieved from http://www.makeadentleadership.com/employee-motivation-techniques.html