Team Building for Early

Childhood Educators
October 4, 2014
Workforce Solutions Cameron
Educator Conference
Dr. Alex. Garcia
http://rgvprofessor.weebly.com/
Support is yours with team work
Team Work?
What is a ? Is there an I in team ?
A team is a collection of individuals guided
by a common purpose striving for the same..
With a good team, the whole is better than the
sum of the parts (Mallory, 1991).
What is Teamwork & Team Building?
Teamwork : Concept of people working together
Team player: A team player is someone who is able to get along
with their colleagues and work together in a cohesive group
Team Building: Process of establishing and developing a greater
sense of collaboration and trust between members
Teams
A group becomes a team when:
1.Leadership becomes a shared activity
2.Accountability shifts from strictly individual to both individual and
collective
3.The group develops its own purpose or mission
4.Problem solving becomes a way of life, not a part-time activity
5.Effectiveness is measured by the groups collective outcomes and
products
Why Should We Be a Team?
When staff use their skills and knowledge together, the
result is a stronger agency that can fulfill its mission
To provide accurate information that would assist
individuals in achieving a better quality of life.
People working together can sustain the enthusiasm
and lend support needed to complete the work of each
program.
IIMCHL
Good Reasons to form a Team
To solve problems by drawing on the talents of variety of
individuals.
To foster togetherness in the workplace while tackling projects.
To reduce or eliminate a lack of communication among staff
members on projects.
To heighten productivity by encouraging an atmosphere of
cooperation.
To achieve a solution that might be unpopular to some but is the
desire of the majority.
How does a Team Work Best?
A Teams succeeds when its members have:
a commitment to common objectives
defined roles and responsibilities
effective decision systems, communication and work procedures
good personal relationships
Team Morale Depends On
Support
Resources
Communication
Personalities
Teamwork Skills (H.E.L.P.)
Helping
Encouraging
Listening
Participating
3 Cs of Team Players
Committed
Collaborative
Competent
Eight Characteristics of Effective Team Players
Every Team Member Can Helpno matter how small!
Recipe for a Successful Team
Commitment to shared goals and objectives
Clearly define roles and responsibilities
Use best skills of each
Allows each to develop in all areas
Recipe for Successful Team
Effective systems and processes
Clear communication
Beneficial team behaviors; well-defined
decision procedures and ground rules
Balanced participation
Awareness of the group process
Good personal relationships
IIMCHL
Eight Characteristics of Effectively Functioning Teams
(Larson and LaFasto, 1988)
A clear elevating goal
A results driven
structure
Competent members
Unified commitment
A collaborative climate
Standards of excellence
External support and
recognition
Principled leadership
Characteristics of an Effective Team Characteristics of an Effective Team
Members talk about, and agree upon how the team will operate.
Goals established by Arvin Meritor are discussed and the team plans.
on how to meet them.
Members can express their feelings and ideas.
Boundaries are identified and discussed.
Disagreements are constructively addressed.
Everybody contributes to the work of the team.
People are responsible for leading when needed; people follow in
support of the leader.
IIMCHL
Weak Reasons to form a Team
To lighten the workload of the supervisor (this requires delegation.)
To make workers transfer knowledge to one another to save
educational costs (these people need training.)
To determine the opinions and working styles of the staff (this
organization need improved communication.)
To get the staff to work harder (they need better supervision or
motivation and rewards.)
Principles of Effective Communication Principles of Effective Communication
What is communication?
The transfer of intended meaning.
What is communicated?
Ideas
Opinions
Concepts
Orders, instructions
Feelings
Principles of Effective Communication Principles of Effective Communication
Methods of communication.
Verbal
Written
Body Language
Example (action or lack of action)
Causes of Communication Problems
Lack of eye contact
One-way communication only
Lack of mutual understanding of goals or desired results
Different frames of reference
Feelings
Circle Story Activitya lesson in listening
The group forms a circle. A member of the group suggests a title of a
story that has yet to be written. Such as: The Silly Shark.
Then the group tells the story by each person in the circle speaking
one word at a time.
The challenge is to listen to what has been said very closely so your
word will fit with the others and continue the story. It is important
not to have any preconceptions as to where the story is going. There
is no way for one person to control the story.
Listening is also important to hear when a sentence has ended and a
new one needs to begin. This continues until the group as a whole
has ended the story.
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Line Story exercise
A group of five form a line facing the rest of the group. The leader sits or crouches so
the players can be seen. A suggestion for a title of the story is gotten from the audience
(i.e. the rest of the group). The leader points at one person in the line.
That person must start telling the story. When the leader points at another person in
the line that person must continue the story. Not only must they continue the story but
they must begin exactly where the other person left off mid word or mid-sentence.
If the new person does not continue where they should they sit down. If a player keeps
speaking after the leader points at a new person the player sits. If a player hesitates for
two seconds before speaking they must sit. If the player makes no sense at all they must
sit.
The leader calls the players out just like they do in baseball. Leader ,Youre out! . Then
everyone claps as the outted player sits. After each elimination a new chapter number is
given to the story. The leader reminds all what chapter they are up to and what the title
of the story is.
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A. Principles of Effective Communication A. Principles of Effective Communication
Defensive vs. Supportive Climates.
Evaluation (judging) - implied (expression, speech, tone,etc.)
Control - evokes resistance (perception of implied inadequacy)
Superiority - indicates unwillingness to cooperate
Manipulation - causes feelings of resentment
Defensive Climate Factors Defensive Climate Factors
Description - view speech as genuine request for information.
Problem orientation - show sincere desire to collaborate
Empathy - sender identifies with receivers problems
Equality - defensiveness reduced
Provisionalism - sender communicates willingness to be flexible
Supportive Climate Factors Supportive Climate Factors
A. Principles of Effective Communication A. Principles of Effective Communication
The Way to Effective Messages
Think through what you want to say before you say it.
Simplify your message.
Be specific; dont beat around the bush.
Try to be as brief as possible.
Dont assume.
Review important points.
A. Principles of Effective Communication A. Principles of Effective Communication
Ineffective
Youre rude.
Effective
Youre finishing my sentences for me..
Juanita, dont you think Eds
chicken sort of reminds you of
something from The Far Side.
Ed, Ive got some second thoughts about
your barbecued chicken.
How many times have you been
late this month?
Is there something preventing you from
being on time?
That will get you into trouble.
If you continue to come to work late,
youll leave me no choice but to put you
on probation
Principles of Effective Communication Principles of Effective Communication
Effective Feedback Techniques
Feedback is simply letting the speaker know you are listening.
Respond with statements or questions like:
- - You believe that. . .
- - Are you saying that . . . (triggering phrases, not judgemental)
- - Youre concerned about . . .
- - Tell me more. . .
- - Can you give me an example? . . .
- - Tell me in your own words . . .
Ask questions
- - How? What? Where? Who? When? Why?
Feedback is probably the most under-used yet most helpful skill
in communication.
Use door openers to encourage speaker.
Giving Constructive Feedback
Be descriptive
Don't use labels
Dont exaggerate
Dont be judgmental
Speak for yourself
Giving Constructive Feedback
Use I messages.
Restrict your feedback to things you know for certain.
Help people hear and accept your compliments when giving positive
feedback.
Receiving Feedback
Listen carefully.
Ask questions for clarity.
Acknowledge the feedback.
Acknowledge the valid points.
Take time to sort out what you heard.
Principles of Effective Communication Principles of Effective Communication
Avoiding Verbal Turnoffs
Certain responses come across as rejection of another persons
thoughts or feelings. Speaker may become defensive.
Preaching: . . . . . . . . You should take my advice. . .
Judging: . . . . . . . . . But youre wrong!
Outdoing: . . . . . . . . . You think you had it bad? Blah, blah, blah. . .
Withdrawing: . . . . . . Forget it!
Patronizing: . . . . . . . . You dont really feel that way.
Preaching: . . . . . . . . You should take my advice. . .
Judging: . . . . . . . . . But youre wrong!
Outdoing: . . . . . . . . . You think you had it bad? Blah, blah, blah. . .
Withdrawing: . . . . . . Forget it!
Patronizing: . . . . . . . . You dont really feel that way.
Principles of Effective Communication Principles of Effective Communication
Avoiding Verbal Turnoffs
Killer Phrases throw up road blocks to potential solutions.
When someone uses a killer phrase, the speaker can only:
- - Fight back - and how often is that productive?
- - Ignore it - but the damage is done.
- - Sit down and shut up - and the idea dies.
Principles of Effective Communication Principles of Effective Communication
Keys to Effective Listening
The Bad Listener The Key The Key The Good Listener
Continually interrupts. Stop Talking Stop Talking
Gives speakers time to say what
they have to say.
Tunes out if delivery is poor. Judge Content not
Delivery
Judge Content not
Delivery
Judges content, skips over
delivery errors.
Tends to enter into arguments.
Hold Your Fire Hold Your Fire
Holds temper, doesnt jump to
conclusions.
Listens only for facts. Listen for Ideas Listen for Ideas Listens for important themes.
Influenced by who speaker is.
React to ideas, not
speaker.
React to ideas, not
speaker.
Shows little attention, or fakes it. Show Interest Show Interest
Pays attention to what speaker
says, not who they are.
Actively listens to understand
rather than only to reply.
Is easily distracted. Resist Distractions Resist Distractions
Avoids distraction, knows how to
concentrate.
Gives no feedback.
Asks Questions Asks Questions
Encourages speaker to develop
points further.
Reacts to emotional words. Keep an open mind Keep an open mind
Knows loaded words and phrases,
but does not get hung up on them.
Remember: You cant listen if youre talking. Remember: You cant listen if youre talking.
Principles of Effective Communication Principles of Effective Communication
Basic Principles for Human Relations
Create a supportive climate for all your interpersonal relationships.
- - Take constructive approach
Avoid personal attacks by taking a problem-oriented approach.
- - Objectively focus on the situation
Respect and enhance the self-esteem of others.
- - Necessary for creating a supportive climate
Set the example by taking constructive action at every opportunity.
- - Look for improvement opportunities and take action.
Principles of Effective Communication Principles of Effective Communication
Communication
Essential to teamwork - have a clear understanding of common targets.
Best tools for building cooperative relationships between employees.
Vital to the success of the company.
Examples of effective communication:
Assisting the team leader in developing standardized work instructions.
Communicating necessary information between team members.
Attending and participating in team meetings to continuously
improve performance.
Tuckman Model of Team Life Cycle
Stage 1: FORMING
The Team
defines the problem
agrees on goals and formulates strategies for tackling
the tasks
determines the challenges and identifies information
needed
Individuals take on certain roles
develops trust and communication
Stage 2: STORMING
During the Storming stage team members:
realize that the task is more difficult than they
imagined
have fluctuations in attitude about chances of
success
may be resistant to the task
have poor collaboration
Storming Diagnosis
Do we have common goals and objectives?
Do we agree on roles and responsibilities?
Do our task, communication, and decision systems work?
Do we have adequate interpersonal skills?
Stage 3: NORMING
During this stage members accept:
their team
team rules and procedures
their roles in the team
the individuality of fellow members
Team members realize that they are not going to crash-and-burn and
start helping each other.
Stage 4: PERFORMING
Team members have:
gained insight into personal and team processes
a better understanding of each others strengths and weaknesses
gained the ability to prevent or work through group conflict and
resolve differences
developed a close attachment to the team
Stage 5: ADJOURNING
Team members have:
Conducts an assessment
Recognizes team and individuals for participation and
achievement and an opportunity for members to say personal
goodbyes.
Stage Theme Issue
Forming Awareness Inclusion
Storming Conflict Control
Norming Cooperation Cohesion
Performing Productivity Team Identity
Adjourning Separation Completion
Conclusion
When people believe in each other, when they believe that
each team member will bring superior skills to a task or
responsibility, that disagreements or opposing views will be
worked out reasonably, that each members view will be
treated seriously and with respect, that all team members will
give their best effort at all times, and that every one will have
the teams overall best interest at heart, then excellence can
become a sustainable reality.
Everyone Has to Hang in There!
References
Larson, C., & La Fasto, F.M.J. (1989). Teamwork: What must go
right/what can go wrong. Beverly Hills, CA: Sage.
Mallory, C. (1991). Team Building: How to build a Winning Team.
Shawnee Mission, KS; National Press Publications.
Tuckman, B. (1965) Developmental Sequence in Small Groups.
Psychological Bulletin, 63, 384-399.
Tuckman, B. & Jensen, M. (1977) Stages of Small Group
Development. Group and Organizational Studies, 2, 419-427.