DEVELOPING SUCCESSFUL TEAMS

Transcription

1 DEVELOPING SUCCESSFUL TEAMS Niraj Sehgal, MD, MPH Associate Professor of Medicine Associate Chair, Quality Improvement & Patient Safety Leadership Development Programs, UCSF Center for Health Professions

2 Session Goals What do effective teams look like? How do we develop effective teams? How do I identify opportunities to improve teams?

3 What are attributes of effective teams?

4 Why do we need Teams? Which Situations Demand Teams? Which Situations Don t Require Teams? What Makes Great Teams? What Destroys Teams?

5 Why do we need Teams? Which Situations Demand Teams? Complex or new situations When alliances across groups is important When skills of many are needed Which Situations Don t Require Teams? Clear assignment with low level of complexity One person has all experience needed What Makes Great Teams? Shared and clear goals Commitment to success Everyone brings their unique best We are unified What Destroys Teams? Unhealthy Competition Poor Communication Not feeling valued Not feeling included

6 What is a Team? A group of people with a full set of complementary skills required to complete a task, job, or project. Team members: Operate with a high degree of interdependence Share authority and responsibility for self-management Accountable for the collective performance Work toward a common goal and shared rewards(s)

7 How do Teams Develop?

8 1. Forming Purpose and goals are unclear Members aren t committed and are cautious Communication is low Dependent on directive leadership Tasks: Build a common purpose Clarify accountability, recognition, rewards Leader provide direction and drive process

9 2. Storming Confusion over goals and roles Struggles over approaches Uncertain how to handle issues Communication issues Everyone acts independently Tasks: Involve everyone in the discussion Seek clarity about purpose and develop common approach Leader coaches team through struggles

10 3. Norming Team gains confidence sense of momentum Agreement on approach, goals, communication and roles Builds relationships with internal/external Begin to relate interdependently Tasks: Develop process for info sharing/feedback Build communication loops Work toward consensus Leader uses facilitative style

11 4. Performing Members take full responsibility for tasks and relationships Team achieves effective results Team continually assesses external forces Team facilitates itself through stages Members work for benefit of team Tasks: Seek continuous improvement of tasks/relationships Evaluate results against purpose Celebrate success Leader focuses on purpose and conditions that shift the stages

12 Team Development Adjourning/Transforming

13 5. Adjourning & Transforming LAST step(s): Adjourning Task is complete Discuss lessons learned Identify opportunities for improvement Transforming Move to new task

14 What Stage is your Team?

15 Team Activity

16 Team Activity Debrief Individually: What worked well? What would have improved your team s performance? What could you have done better (or differently)? Team Debrief: What worked well? What would have improved your team s performance? If you were starting over, how would your process look different (or better)?

17 Five Dysfunctions of a Team

18 Developing Teams: What Motivates You?

19 Personal Assessment: Gallup 12

20 What Motivates You at Work?

21 What are Key Elements of Motivation? Competence: Do I have the capacities or skills to do this job or the chance to gain them? Choice: Have I had some say in choosing this as my work and in directing how it is to be carried out? Meaningfulness: Do I understand the full significance of this work and does it have intrinsic value to me? Progress: Do I have clear goals and do I receive regular reports on progress and are rewards tied to achieving the goals?

22 Team Effectiveness Survey A Tool for Improvement

23 Opportunities for Improvement Team Development (Qs 1, 11) Feedback (Qs 2, 13) Participation and Articulating Vision (Qs 3, 9, 10) Managing Conflict (Qs 4, 12, 14) Group Roles and Structures (Qs 6, 8, 14, 15) Team Member Development (Qs 7, 12) Understanding and Collaboration (Qs 5, 14)

24 Commitment to Action

25 Reflection and Commitment to Action What did you learn in thinking about your own behaviors as a team leader or member? What are two ways you ll work to make your teams work more effectively?

26 Session Goals Take Home Points What do effective teams look like? Values & Attributes: cultivate both How do we develop effective teams? Understand stages and foster each one How do I identify opportunities to improve teams? Assess, discuss, and change behaviors

27 Developing & Leading Teams Coming together is the beginning. Keeping together is progress. Working together is success. -Henry Ford