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LIST and EXPLAIN the TYPE of BEHAVIOUR DISPLAYED

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LIST and EXPLAIN the TYPE of BEHAVIOUR DISPLAYED

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trusting your team members
commit to learning.

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ABOUT: A stage where a group of people from being a collection of strangers to a united group with common goals. Where people start to push against the boundaries established in the forming stage. This is the stage where many teams fail. Storming often starts where there is a conflict between team members' natural working styles. People may work in different ways for all sorts of reasons but, if differing working styles cause unforeseen problems, they may become frustrated

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ABOUT: A stage where a group of people from being a collection of strangers to a united group with common goals. Where people start to push against the boundaries established in the forming stage. This is the stage where many teams fail. Storming often starts where there is a conflict between team members' natural working styles. People may work in different ways for all sorts of reasons but, if differing working styles cause unforeseen problems, they may become frustrated

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TYPES OF BEHAVIOUR :

1)UNCOMFORTABLE-If goals not defined properly
2) STRESS- who don't have support of system or they don't have good relationship with colleagues.
3) Assertiveness as people challenge authority and establish their roles in the group.
4) Conflicts: As people challenge each other's working styles.
5) Independent
6) Expressing Ideas & Opinions
7)Resisting to take tasks
8) Reacting to leadership

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The team reaches the performing stage, when hard work leads, without friction, to the achievement of the team's goal. The structures and processes that you have set up support this well.

As leader, you can delegate much of your work, and you can concentrate on developing team members.

It feels easy to be part of the team at this stage, and people who join or leave won't disrupt performance.

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Initial stage of team building. People from different backgrounds and experiences come together to work on a specific task.

Team members meet each other and learn about the task and their own roles and responsibilities

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The employee accountability definition is the responsibility of employees to complete the tasks they are assigned, to perform the duties required by their job, and to be present for their proper shifts in order to fulfill or further the goals of the organization.

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The employee accountability definition is the responsibility of employees to complete the tasks they are assigned, to perform the duties required by their job, and to be present for their proper shifts in order to fulfill or further the goals of the organization.

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Tips for creating accountability:
1. Set team goal and team rewards
2. Ask Questions, stress inquiry
3.Break goal in elements

5'C of Accountability:
1.  Common Purpose
2.  Clear Expectations
3.  Communicate & Align
4.  Collaborate
5.  Consequences

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Adjourning refers to the team breaking up after the task has been completed.

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Transparency allows every individual at your company to feel like they are a part of something bigger. It’s about building trust. It’s about helping your team members to create work that is meaningful and makes a tangible difference.

To achieve it:
1. Trust your members in decision making.
2. Do not keep the responsibilities and job functions a secret.
3.Share the results.
4. Know where to draw the line.
5.Hire the right people.
6.Establish open Communication channels.

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https://www.youtube.com/watch?time_continue=141&v=2YEjc3sHZV4

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https://youtu.be/8ak69Xu3T_o

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In the “adjourning” stage the project is coming to an end and the team members are moving off into different directions. This stage looks at the team from the perspective of the well-being of the team rather than from the perspective of managing a team through the original four stages of team growth.

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Three sources of team power:
Personal Power
Personal power leaders are person centred.  They focus on the people around them understanding that successful outcomes lie within these relationships, not in instructions, tasks and orders.  Personal power leaders achieve authenticity through knowing their own strengths and weaknesses, and those of their team members.

Positional Power
It refers to others having control over what we do at work.  The other main problem with position power is that it is usually overused or abused by managers who lack the social and personal skills to carry it off effectively.

Situational Power
A person, who might be very low down on the food-chain could have absolute power in certain situations, overriding those who are much higher in the hierarchy. It is determined by environmental factors.

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Positive: People stay optimistic and positive even if the task or project is uncertain currently

Polite: Everyone is polite and generous with each other at different stages

Anxious: Team members are cautious with the outcome of the task

Excited: Each member is excited for the demonstration of the result

Interest: Everyone is passionate for the same goal

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The team leader should ensure that there is time for the team to celebrate the success of the project.
Capture best practices for future use.
If it was not a successful project  to evaluate what happened and capture lessons learned for future projects

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When people start to resolve their differences, appreciate colleagues' strengths, and respect your authority as a leader. Now team members know one another better, they may socialize together, and they are able to ask one another for help and provide constructive feedback. People develop a stronger commitment to the team goal, and you start to see good progress towards it.

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Remember The Titans - Forming, Storming, Norming & Performing

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At this stage, team members have usually come to trust and accept each other. Individuals are now competent, autonomous and able to handle the decision making process without need of the leaders supervision.

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Types of Behaviour 1)Cohesiveness-greater data flow between members

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Types of Behaviour 1)Cohesiveness-greater data flow between members

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2)Resistance to change
3)Resolving issues
4)Respecting Team Members & Team Leaders
5) Members takes responsibilities