6 habits of highly effective teams

6 HABITS OF HIGHLY EFFECTIVE TEAMS

By: Morgan Allen, Morgan Minto, Read Capron, Ana–Marie Azor, Zach Nunn, & Alex Cosimeno

INTRODUCTIONOur formative experiences with teamsSpeaking of teeing upPeople stylesTeams that are sponsored and competeTeams aggregate expertise Teamwork is fun

RESONATING WITH A TEAM EXPERIENCE

Experiences with groups

6 Habits of Highly Effective Bosses

Relationship skills and teams

TEAMS VS. EFFECTIVE TEAMSWhat is a team?

“Any group of interacting individuals sharing a common goal and the responsibility for achieving it”

Effective Teams Consist of:Highly complementary skillsHighly common objectivesHighly common performance goalsHighly accountable members

CHARACTERISTICS OF EFFECTIVE TEAMS

SizeOverpopulation can waste time and resourcesUnder population can cause delays in deadlines and resource shortages

Complementary SkillsRight mix of people“2+2=8”

Common PurposeTeam unity

CHARACTERISTICS OF EFFECTIVE TEAMS CONT.

Performance GoalsSet milestones

ApproachBest opportunity for successCombine planning with relationship-focused efforts

Mutual Accountability

HOW TO MEASURE TEAM EFFECTIVENESS

Performance EffectivenessPresent quantity and quality concept

Behavioral OutcomesExternal rate of satisfaction

Member AttitudesMembers sense of outcome

PERFORMING STAGE“Who does what, when, and where?”

Characteristics of Performing Stage Instruction is no longer neededShared visionDisagreements are resolved positively

6 HABITS OF HIGHLY EFFECTIVE TEAMS

FoundationStrengthen Emotional Capacity & Improve Team Relationships Expand Team Self-AwarenessPractice Empathy and Respectfulness

Apply Caring Skills to ProcessesEstablish and Regulate Team NormsThink Laterally

Build Team TrustEntrust Team Members with Appropriate Roles

HABIT #1:STRENGTHEN EMOTIONAL CAPACITY TO

IMPROVE TEAM RELATIONSHIPS

Understand how to balance interconnected relationshipsMembers’ relationships with each otherMembers’ relationship to the team itselfThe team’s relationship to external clients and

stakeholders

CHEEARS!Establish a process to meet relationship needs of clients.

CHEEARSCompetenceHonestyEmpathyEasy To Work WithAccessibilityResponsivenessSharing Information

HABIT #2:EXPANDING TEAM SELF-

AWARENESSTeam self-awareness can also be described as the team’s identity shared by all team members and people who associate with the team.

WAYS TO FIND TEAM IDENTITYShared MissionNorms That Stem From Shared ValuesTeam Competencies and StrengthsPerceptions of People Who Interact with the Team

GET A TEAM NAME!Helps people connect to the team’s entityProvides something for the team to form its identity aroundShould be congruent with the team’s mission, purpose, and

function or client

DEVELOP A MISSION STATEMENTHelps the team clarify its purpose and common objectivesShould be clear, concise, and understandableShould be outcome oriented

Our mission statement: “ We exist to increase funding for Habitat For Humanity by conducting and promoting two successful fundraisers.”

MISSION STATEMENT CONT.Why is the team necessary?What objectives does the team have?Who benefits from the effectiveness of the team?What performance standards does the team have?What actions show the team’s purpose?

CLARIFY TEAM VALUESValues contribute to the team’s norming process.Values identify the team’s underlying core beliefs.Our team believes…?

HABIT #3:PRACTICING EMPATHY & RESPECTFULNESS

Empathy is “prioritizing understanding over imposing one’s own views on others.”

TO HAVE EMPATHY:Seek first to understandBe “other-oriented”Feel “with” the other personListen activelyPractice empathetic interpersonal methods

EMPATHETIC PERSONAL METHODSSlow downNote physical reactionsFocus on emotional reality

Empathy drives team relationships and leads to better team communication!

RESPECTFULNESSShare information evenly across the team.Notify team members in advance about role changes.Evenly distribute difficult tasks among team members.Be honest and fair.

HABIT #4:ESTABLISHING & REGULATING TEAM

NORMS

Conformity Emotionally Intelligent, Creative,

Individualism

Isolation Rebellion

High

Low High

SOCIALIZATION

Individualization

REVISITING NORMSQuestions to discussTeam 1: Orientation SequenceTeam 2: Orientation Sequence

NORMS CONT.NormsBehaviorsShared Expectations

HABIT #5:THINKING LATERALLY

Emotional self-awarenessSelf management competenciesReading situations wellManaging relationships

THE SIX THINKING HATSWhite Hat: FactsRed Hat: FeelingsBlack Hat: CautionsYellow Hat: BenefitsGreen Hat: CreativityBlue Hat: Process

HABIT #6:ENTRUSTING TEAM MEMBERS WITH

APPROPRIATE ROLESCapstone attribute of highly effective teamsDesignate specific roles for each team memberMatch roles with each members respective competencies Role designations, competence, & trust are highly interconnected

DEVELOPING TRUSTCan NOT be dictated Grows as teams members worth together more efficientlyWhen those closest betray our trust, we’re less likely to trust

others in similar situations 3 variables of Trust:

Evaluations of ability IntegrityBenevolence

LEVELS OF TRUST DEVELOPMENTCalculus vs. Identity based trust

Calculus based is behaviorally oriented, risk and reward-based approach

Identity based is the highest level and enhanced by strong emotional bonds

FLEXING TO TEAM ROLES & MEMBERS’ PEOPLE STYLE

Certain team roles just fit a team member better than anotherWhen the fit is right, team competence and mutual trust is

heightenedPeople styles:

AmiablesDriversExpressivesAnalyticals

BIRTHDAY LINE UP ACTIVITYLine up according to birthday (not year, but the day of the year

you were born, e.g. February 11). NO VERBAL COMMUNICATION!Starting Point

January 1Ending Point

December 31