Post on 08-Aug-2018
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GROUPA group is defined as two or more individuals, interacting
independently towards accomplishment of common objec
Group formation stars with a psychological bond between
The social cohesion approach suggest that group formatio
of bond and interpersonal attraction.
GROUP FORMATION
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GROUP DYNAMICSGROUP STAGES
FORMING
STORMING
NORMING
PERFORMING
ADJOURNING
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Group/Team Development based onTuckman's Stages of GroupFORMING
People act politely, superficially. No one mentions the elephant in
corner, the nagging question: Will they accept me as a member of group?
STORMING
Once people feel like legitimate members, they ask, How much influedo I have in this group? A battle for control ensues.
NORMING
Knowing how much (or how little) influence they have, members tirwrangling, develop their own rules (norms) and get downwork. Everyone acts alike.
PERFORMING
Everyones acting alike proves inefficient. As members accept eothers different talents, the group works better.ADJOURNING
Group members will start wrapping their activities . After completion o
will move to their respective areas . Group will exist no more.
http://www.chimaeraconsulting.com/tuckman.htmhttp://www.chimaeraconsulting.com/tuckman.htmhttp://www.chimaeraconsulting.com/tuckman.htm8/22/2019 Ltb Presentation
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Forming
Testing
Emphasis on defining the tasks of the
group
Look to leader for guidance and direction
Avoid controversy
Serious topics and feelings are avoided
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Form stageo
First stage behavior of group memberscan be described as :Dependent on directionMembers are polite Introduction and sharing of informationStereotyping individuals based on first
impressions
Conversations are about safe acceptabletopics
Avoid disclosure, feedback, and interpretinnon -verbal's.
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Storming
Discomfort in this stage causes some
members to remain silent while
others attempt to dominate
In order to move on to the next stage
members must move from a testing
and proving mentality to a problem-
solving mentality.
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Storm stageo Second stage behavior of the
group can be characterized as:
Counter-dependent: each groupmember strongly feels the need totake care of himself/herself duringthis stage
Bid for power Competitive
Rationalization Close-minded Conflict/hostility Cliques are formed Unexpressed individual needs
Creativity suppressed
Try to reach resolution by vote,
compromise, or arbitration
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Norming Development of group cohesion
Establishment of individual roles in the
group
Members willing to accept ideas and
opinions of other members based on
facts presented
Members share ideas and feelings
Members solicit and give feedback
Members feel good about being part of
an effective group Members may fear the inevitable future
breakup of the group
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NormingThird stage behavior of the group
can be characterized as: Independent and constructive
Real listening takes place
Attempts to gain and maintain
control lessen
Progress toward objectives
Creativity begins Roles identified
The leader may become
somewhat less identifiable or
necessary to the group
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PERFORMING Most productive phase
Members are highly task oriented andhighly people oriented
Group identity is complete
Group morale is high
Emphasis on achievement
Functional stage
Not reached by all groups
Interdependence
Roles and authorities adjust to changing
needs
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PERFORMING STAGE
Fourth stage behavior of the groupcan be characterized as: Independent
High group morale and esprit
Intense group loyalty
Individual creativity is encouraged
Disagreement is ok No cliques
Group adopts an identification
symbol
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ADJOURNING
May create apprehension
Members give up inclusion in
group
Need strategies that facilitate task
termination and disengagement
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ADJOURNING STAGE
Fifth stage behavior of the group
can be characterized as: Less task ability
Regression to less productive
behavior
Separation, grieving behaviors Re-definition
Termination or mini-death
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Stages of team development andassociated management challengesFORMING
(Orientation)
STORMING
(Internal problem
solving)
NORMING
(Growth and
productivity)
PERFORMING
(Evaluation
and control)
1. Establish structure, rules, communication networks
2. Clarify relations and interdependencies among members3. Identify leader roles, clarify responsibility and authority
4. Develop plans for goals accomplishment.
1. Identify and resolve interpersonal conflict.
2. Further clarify rules, goals, and structural relationships
3. Develop participate climate among group members
1. Direct group activity toward goal accomplishment.
2. Develop data-flow & feedback systems for task performanc
3. Promote more cohesion among group members
1. Leader role emphasis on facilitation, feedback, and
2. Renewal, revision, and strengthening of roles and g
interdependencies.
3. Show of strong motivation toward goal accomplish
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Nine Team Roles
Plant
Resource investigator
Creative , imaginative, unorth
solves difficult problems
Extrovert , enthusiastic, com
Explores opportunities , deve
contacts. Coordinator
Shaper
Mature confident , a good ch
clarifies goals, promotes de, delegates well
Challenging , dynamic, thriv
pressure, has the drive and
overcome obstacles.
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Monitor, evaluator
Team Worker
Sober, strategic and discerning , soptions and judges accurately
Cooperative, mild, perceptive anddiplomatic , listens and builds avefriction , calms the waters.
Implementer
Completer
Disciplined , reliable , conservativefficient, , turns ideas into practicaactions.
Painstaking , conscientious, anxio
searches out errors and omission
Nine Team Roles
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Leadership styles
Solo leader
Plays unlimited role
Strives for conformity
Collects acolytes
Directs subordinates Projects objectives
Team Leader
Chooses to lim
Builds on diver
Seeks talent
Develops colle Creates missio
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What an effective team leadercan do
Realize the need for individuality
Teamwork is an ongoing
negotiation
Facilitates different views into
consensus Challenges team to meet
individual needs
Provide work alone or with team
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The L.E.A.D. Model
Lead with a clear purpose
Empower to participate
Aim for consensus
Direct the process
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Aim for consensus Consensus?
o Help people move toward generalagreement
Bring as many ideas, opinions, andconflicts to the table
Help find the approach that best meetsthe needs of the organization & teammembers
Responsibility of leader to act ondecision or to empower the team todirect the process
Use various techniques to help the teamcomplete their work
Be aware of methods and practices that
help team members work well together
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