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Team-Building. HRT 382. Thanks to:. Ken Blanchard, Patricia Zigarmi, & Drea Zigarmi, authors of Leadership and the One Minute Manager Ken Blanchard, Donald Carew, and Eunice Parisi-Carew, authors of The One Minute Manager Builds High Performing Teams

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Team-Building

HRT 382


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Thanks to:

  • Ken Blanchard, Patricia Zigarmi, & Drea Zigarmi, authors ofLeadership and the One Minute Manager

  • Ken Blanchard, Donald Carew, and Eunice Parisi-Carew, authors of The One Minute Manager Builds High Performing Teams

  • R. B. Lacoursiere, author of The Life Cycle of Groups: Group Developmental Stage Theory


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Thanks to:

  • Stephen P. Robbins, author of Organizational Behavior: Concepts, Controversies, and Applications

  • Tools for Teams: Building Effective Teams in the Workplace, edited by Craig Swenson

  • Robert H. Woods and Judy Z. King, authors of Quality Leadership and Management in the Hospitality Industry


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Individual Development

  • Competence

    • Knowledge

    • Skill

  • Commitment

    • Confidence

    • Motivation



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Coaching Choices

  • Directive Behavior

  • Supportive Behavior


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Coaching Stages

  • Directing

    Structure, organize, teach & supervise

  • Coaching

    Direct and support

  • Supporting

    Praise, listen & facilitate

  • Delegating

    Turn over responsibility for decision-making


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Group Development

  • Orientation

    • Called “Forming” in Tuckman’s model

      (from Robbins)

    • Uncertainty about purpose, structure & leadership

    • Members are “testing the waters”

  • Dissatisfaction

    • Called “Storming” in Tuckman’s model

    • Characterized by intragroup conflict

    • Members accept the existence of the team, but individuals resist the constraints on their individual


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Group Development

  • Resolution

    • Called “Norming” in Tuckman’s model

    • Characterized by cohesiveness, identity, structure, and a set of expectations

    • Members develop closer relationships

  • Productivity

    • Called “Performing” in Tuckman’s model

    • Structure of the team is fully functioning

    • Members’ energy has moved from getting to know phases to getting the work done


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Group Development

  • Tuckman & Jensen’s model includes a final phase called “Adjourning”

  • This would be characterized by a temporary committee completing a task or achieving results based upon a goal

  • Your team may go through these five stages twice…



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Group Orientation

  • Instructors will form the initial teams

  • The Management Plan and HRT 383 will help you frame your purpose

  • Instructors will offer insight into structure, but what your team does and how it gets accomplished is your business


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Group Dissatisfaction

  • What might you expect?

  • The Team

  • Your management position

  • Your week of management

  • Formal vs. Informal Leadership


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Group Resolution

  • Behavioral Norms

  • Team “Code of Conduct”

  • What norms of behavior have worked for you in previous groups or teams?

  • Examples:


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Example Norms

  • We will maintain and share a positive attitude.

  • We are willing and eager to help one other.

  • We believe in being respectful of each other at all times.


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Example Norms

  • We will maintain communication with each other, whether day or night, and we will share all information relevant to the team’s success.

  • We will openly share our thoughts and ideas with the team and we will be courteous and truly listen when others are sharing their thoughts and ideas.

  • We will be open, honest and professional in our communication at all times.


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Example Norms

  • We will not bring our personal conflicts to the group.

  • We will follow through on our individual and our team responsibilities.

  • We will be responsible to each other, in part by doing what is needed for others and for accomplishing what is agreed upon.


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Example Norms

  • We will refrain from sidebars, plops, and any activities that detract from the group process.

  • We will respect diversity and welcome discussion from all members of the group.

  • We will share their expertise and workload with one another.

  • We will be punctual, prepared, positive, and actively participate in all meetings.

  • Consensus will be reached after thoughtful, inclusive input.


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Example Norms

  • We will have fun and be silly!

  • We will have fun and enjoy the process!


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Group Production

  • Getting the Management Plan done

  • Why not just jump right in?

  • Creating a guiding purpose

    • Team Philosophy

    • Team Mission


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Group Adjournment

  • Temporary break

  • What will happen next quarter?

    • Forming

    • Storming

    • Norming

    • Performing

    • Adjourning


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What’s Next?

  • Forming

  • Storming

  • Norming


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