M4 L2 Building High Performing Teams
Summary
TLDRThis lesson explores the creation of high-performing teams, emphasizing the importance of vision, trust, and adaptability. It introduces the 'High Impact Teaming' model with five key variables: visioning, organizing, safe teaming, individual impact, and context. The Tuckman's stages of team development are discussed, from forming to adjourning, highlighting the leader's role in guiding teams through each phase. The lesson also addresses the impact of team member changes on the team's dynamics and the need for effective onboarding and transition support.
Takeaways
- π High-performing teams are characterized by outstanding results, collaboration, resilience, adaptability, and alignment with organizational vision.
- π The leader's clarity on team vision and objectives is crucial for high-performing teams, ensuring they are in line with the organization's goals.
- π‘ Trust, open communication, and valuing diversity are foundational to building a high-performing team.
- π The 'High Impact Teaming' book introduces a model with five key variables for team development: visioning, individual impact, organizing, safe teaming, and context.
- π Visioning is about creating a shared vision that provides direction, inspiration, and purpose for the team.
- π‘ Organizing focuses on establishing efficient systems and structures for smooth team operations and coordination.
- π₯ Safe teaming emphasizes psychological safety, allowing team members to share ideas and express opinions without fear.
- 𧩠Individual impact is the base of team dynamics, influenced by personal attributes like habits, mindsets, and roles.
- π The context surrounds the team pyramid, representing external factors that affect team operations and learning.
- π Trust is an invisible component that binds all variables together, ensuring team member alignment and positive responses.
- π Tuckman's stages of team development include forming, storming, norming, performing, and adjourning, with each stage requiring different leadership approaches.
- π Team development can be affected by changes in team membership, which may disrupt dynamics and require readjustment by the leader.
Q & A
What are high-performing teams known for?
-High-performing teams are known for achieving outstanding results through their collaborative spirit, resilience, adaptability, and being led by a leader with a clear vision and objectives aligned with the organization's vision.
What are the foundational elements of high-performing teams according to the HIT model?
-The HIT model identifies five key variables for high-performing teams: visioning, individual impact, organizing, safe teaming, and context. The core of this model includes visioning, organizing, and safe teaming.
What does visioning involve in the context of team development?
-Visioning involves developing a clear and shared vision that guides the team's direction and goals, providing inspiration and a sense of purpose.
How does organizing contribute to the efficiency of a team?
-Organizing focuses on creating efficient systems, structures, and routines to facilitate smooth operations and coordination among team members.
What is the importance of safe teaming in a team's dynamics?
-Safe teaming emphasizes the importance of psychological safety, ensuring team members feel comfortable sharing ideas, expressing opinions, and being vulnerable without fear of negative consequences.
What role does individual impact play in a team's learning process?
-Individual impact, which includes personal attributes such as habits, mindsets, and roles, forms the foundation of team dynamics and significantly influences the speed and quality of team learning.
How does the context surrounding a team influence its operation and learning?
-The context represents the external environment and factors that affect how teams operate and learn. It shapes the team's purpose and achieving sustainable impact requires learning from and adapting to this context.
What is the significance of trust in the HIT model?
-Trust is an invisible component of the HIT model that binds all the other variables together, ensuring team members are aligned in their goals, adhere to agreements, and respond positively to one another.
What are the stages of team development as introduced by Tuckman?
-Tuckman's stages of team development include forming, storming, norming, performing, and adjourning or mourning. These stages outline the path teams traverse from formation to dissolution.
What is the role of a leader during the storming stage of team development?
-During the storming stage, a leader's role is to help navigate conflicts constructively and ensure team members learn to accommodate each other's differences.
How can a leader support a team during the performing stage?
-In the performing stage, a leader can empower the team by delegating decision-making, recognizing their achievements, and continuously motivating and challenging the team to enhance performance and innovation.
What happens during the adjourning or mourning stage of a team's life cycle?
-During the adjourning or mourning stage, the team wraps up its objectives or is disbanded, which can be marked by feelings of loss or uncertainty about the future. Leaders should help team members process these emotions, celebrate accomplishments, and provide guidance on transition plans.
How does the departure of a team member affect team dynamics?
-The departure of a team member disrupts existing dynamics and may push the team back to earlier stages like storming or norming. Leaders must address the emotional and workload impacts of this change and help the team adjust to new dynamics and onboard new members effectively.
Outlines
π Building High-Performing Teams
This paragraph introduces the concept of high-performing teams, emphasizing their collaborative spirit, resilience, adaptability, and alignment with organizational vision. It highlights the role of a clear leader and the importance of trust, open communication, and diversity in team composition. The 'High Impact Teaming' model is presented with five key variables: visioning, individual impact, organizing, safe teaming, and context. The paragraph also touches on the invisible component of trust that binds these elements together. It concludes by stating that high-performing teams are developed, not born, and that leaders play a crucial role in guiding teams through various stages of formation and development.
π Tuckman's Stages of Team Development
This paragraph delves into Tuckman's stages of team development, a model that outlines the progression of teams from formation to dissolution. The first stage, forming, involves team introductions and setting clear directions. The storming stage is characterized by conflicts and power struggles, where the leader's role is to navigate these constructively. The norming stage sees team members resolving differences and establishing norms for smoother interactions. The performing stage is where the team operates at full capacity with autonomous decision-making. The final stage, adjourning, occurs when the team disbands, and the leader must help members process emotions and transition. The paragraph also notes that team dynamics can be affected by the departure or addition of members, potentially pushing the team back to earlier stages.
Mindmap
Keywords
π‘High-performing teams
π‘Team vision and objectives
π‘Trust
π‘Open communication
π‘Diversity
π‘Adaptability
π‘Visioning
π‘Organizing
π‘Safe teaming
π‘Individual impact
π‘Tuckman's stages of team development
Highlights
High performing teams achieve outstanding results through collaboration, resilience, and adaptability.
These teams are led by leaders with a clear vision and objectives aligned with the organization's vision.
Trust and open, honest communication are foundational to building high performing teams.
Diversity in skills, experiences, and perspectives is valued in high performing teams.
The High Impact Teaming book provides a model with five key variables for developing high performing teams.
Visioning, organizing, and safe teaming form the core of the model, shaping team dynamics and performance.
Individual impact, including personal attributes, habits, and roles, influences team learning and dynamics.
The context surrounding the team affects how it operates and learns, shaping its purpose and impact.
Trust is an invisible component that binds all variables together, aligning team goals and responses.
High impact teams are made, not born, and go through stages of formation and development.
Tuckman's stages of team development outline the path teams take from formation to dissolution.
Leaders facilitate team growth through each Tuckman stage, from forming to performing.
The forming stage introduces team members and sets the stage for uncertainty and anxiety.
Storming stage involves conflicts and power struggles that leaders must navigate constructively.
Norming stage sees team members respecting each other and working cohesively with established norms.
In the performing stage, the team reaches its full potential, working autonomously towards goals.
Adjourning stage marks the end of the team's objectives or disbandment, with potential feelings of loss.
Team development is affected when members leave or join, disrupting dynamics and potentially regressing stages.
Leaders must address emotional and workload impacts of team changes, adjusting dynamics and onboarding effectively.
Tuckman stages, though formulated for project teams, apply to long-term teams working on various projects.
Transcripts
in the previous lesson we talked about
the individuals in your team in this
lesson let us look at how to create high
performing teams we will also go into
the different stages of team
building High performing teams are known
for their ability to achieve outstanding
results through their collaborative
spirit and resilience and also their
adaptability
these teams are often led by a leader
who is clear on the team vision and
objectives and ensures that it is in
line with the organization's
Vision these teams are built on trust
and supported by open honest and
effective
communication these teams also value
diversity bringing together individuals
with varied skills experiences and
perspectives they are adaptable to
changes and committed to continuous
Improvement and learning here I want to
share some insights from a book on the
topic high impact teaming the book
provides a hit model that highlights the
key practices for the development of
high performing
teams there are five key variables in
this module visioning individual impact
organizing safe teing and
context three of these form the
core visioning organizing and safe
teaming they are the corners of the
puzzle visioning involves developing a
clear and shared Vision that guides the
team's Direction and goals providing
inspiration and a sense of
purpose organizing focuses on creating
efficient systems structures and
routines to facilitate smooth operations
and coordination among team members
safe teaming emphasizes the importance
of psychological safety ensuring that
team members feel comfortable sharing
ideas expressing opinions and being
vulnerable without fear of negative
consequences at the center of the
pyramid is the individual impact this
includes personal attributes such as
habits mindsets and roles these
individual factors form the foundation
of the theme Dynamics and significantly
influence the speed and quality of Team
learning the pyramid is surrounded by
the
context this represents the external
environment and factors that affect how
teams operate and
learn the model emphasizes that the
purpose of a team is shaped by its
context and sustainable impact is
achieved by learning from and adapting
to this
context there's also an invisible
component component of this model trust
which bind all the other valuables
together trust ensures that team members
are aligned in their goals adhere to
agreements and respond positively to one
another just like great leaders high
impact teams are not born they are made
every team goes through different stages
of formation and development before they
can either disintegrate or sustain to
become High performing teams
much of this responsibility to take a
team to a high performing one falls on
the leader
shoulders I will go into how you can
support your team through the different
stages but before that let us look at
what the stages are and how to recognize
them for this I will introduce you to
the tuckman's stages of team
development introduced by the
psychologist Bruce stckman in
1965 this model outlines the path that
teams Traverse from their formation to
their eventual dissolution it is
important for leaders to facilitate the
teams growth through each phase
successfully the first stage is forming
this initial stage is where team members
are
introduced they learn about the project
and their
responsibilities this phase is
characterized by uncertainty and anxiety
as members test the waters as a leader
at this stage you must provide clear
directions and set goals to align the
team from the start ensuring that you
help the team members get to know each
other and support them through the
process the second stage is storming as
team members start to assert their ideas
conflicts may arise the storming stage
is marked by struggles for power and
leadership
styles it is a critical time for you as
a leader to help navigate these
conflicts constructively and ensure team
members learn to accommodate each
other's
differences the third stage is norming
following the resolution of initial
conflicts team members begin to respect
each other's strengths and work together
cohesively norms and rules are
established which facilitates smoother
interactions and strengthens the team's
effectiveness
here you have to encourage team members
to share responsibilities and support
each
other the fourth stage is performing the
team reaches its full potential in this
stage members are competent autonomous
and able to handle decision-making
processes without
supervision the focus is on reaching the
team's goals and the structure is now
supportive of productivity and task
oriented
at this stage you can empower the team
by delegating decision making and
recognizing their
achievements make sure that you
continuously motivate and challenge the
team to enhance their performance and
Innovation the fifth and final stage is
called adjourning or
morning this final stage occurs as a
team wraps up its objectives or when it
is disband
it can be marked by feelings of loss or
uncertainty about the future as a leader
it is important to help team members
process these emotions celebrate the
team's accomplishments and provide
guidance on transtions plans whether
within the organization or Beyond team
development is also affected when
someone leaves a team or joins it the
departure of a team member disrupts the
existing Dynamics and may push back the
team to earlier stages
like storming or
norming as a leader it is important that
you address the emotional and workload
impacts of this change help the team
adjust to the new Dynamics and
potentially onboard new members
effectively although docent stages were
formulated for project-based teams these
stages are also applicable for teams
that are going to work long-term
together on different projects and
tasks now that you understand what makes
high performing teams and the different
stages of building teams in the next
lesson I will take you through the
Practical steps where you can nurture a
culture that promotes growth in your
team
[Music]
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