TEAM INTERVENTIONS OF OD

PRESENTED BY-ANJALI RAIROLL NO. 07

KINDS OF TEAM

Cross-Functional Teams(multifunctional)

Effective Teams(clear purpose, informality,

participation, listening, civilized disagreement,

consensus, open communication, clear role and

work assignments, shared leadership, external

relations, style diversity, self-assessment)

High-performance Teams(commitment to the

others’ growth and success)

Broad Team Building Interventions

TEAM BUILDING ACTIVITIES

FORMAL GROUPS•Diagnostic Meetings•Focused on:Task accomplishmentInterpersonal relationships

Group processes &culture Role analysis & negotiation techniques

SPECIAL GROUPS•Diagnostic meetings•Focused on:Task accomplishmentRelationships

ProcessRole analysis & negotiation

THE FORMAL GROUP DIAGNOSTIC

MEETINGS

•To take stock of “where we are going”&”how we are doing”•To uncover & identify problems•Diagnostic meeting conducted to discuss ideas and get group reactions•Formation of sub groups and reporting to total group• sharing data, discussing issues, team building meeting, action taking

•Permits group to critique itself and to identify its strength and problem areas

THE FORMAL GROUP TEAMBUILDING MEETING

• Improving team effectiveness through better management of task demands, relationships and processes

• Initiated by manager in consultation with the third party•Session held away from workplace

•Groups examine, discuss the issues, rank them on the basis of importance, examines base of problem

• Begin to work on solutions, action steps, follow up meetings

•Interview by consultant

PROCESS CONSULTATION

INTERVENTIONS

• Processes includes communications, roles & functions of group members, group norms& growth etc

•Emphasis on diagnosing &understanding process events•Consultants role is more nondirective & questioning, get the groups to solve their own problem

•Help to learn about human &social processes & learn to solve problems that stem from process events

Kind of interventions the process consultant should made-

Agenda setting interventions

Feedback of observations

Coaching or counselling of individuals(adding to alternatives already presented, helping analyzing costs & benefits of alternatives)

Structural suggestions

A GESTALT APPROACH TO TEAM

BUILDING (Stanley M. Herman)

•Focus more on individual than the group

•Goals of Gestalt therapy awareness, integration, maturation, authenticity, self-regulation, behaviour change

•Must ‘get in touch’ with ‘where they are’ on issues , relations with others & self

•To be used only by practitioners trained in this method

TECHNIQUES & EXERCISESUSED IN TEAM BUILDING

Role Analysis Technique:•To clarify role expectations & obligations of team members•Focal role, incumbent’s expectations of others, explication of other’s expectations, role profile

Interdependency Exercise•Cooperation, better acquainted, examining latent problem, providing useful information

•10 member exercise(interdependencies, what’s going well, potential snags, action plans)

Role Negotiation Technique(Roger Harrison)

•Intervenes directly in the relationships of power, authority, influence within group

•Agreed change in work behaviour of both person to work more effectively

•Contract setting, issue diagnosis, negotiation period, follow up meetings

Appreciation & Concerns Exercise

Responsibility Charting•Who is to do what, with what kind of involvement by others• grid :-types of decision & classes of actions listed on left hand side-actors who play some part in decision making on top of thegrid•Four classes of behaviour-1. Responsibility2. Approval required, or the right to veto3. Support4. Inform

Visioning(Ronald Lippit)•Group members describe their vision of organization to be like in future(6 months to 5 yrs)

Force-field analysis(Kurt Lewin)•For understanding a problematic situation & planning corrective actions•Current &desired conditions, factors & forces operatingCurrently, examine forces, strategies, action plans, describe actions to be taken

Constructive Interventions

•Participants(formal leader), need tobe informed of the nature of the intervention

•Training for group skills

•Coaching for constructive feedback•Facilitator needs counselling & listening skills of high order

• coaching for formal leader to assure no punitive behaviour

CONCLUSION

Team building produces powerful positive results because it is an intervention in harmony with the nature of the organization as social systems. Total work assignments of organization are assigned to teams, and than that team assignment is sub-divided and assigned to individuals. Hence goals achieved more efficiently and effectively.

THANKYOU…