TEAM WORK

There is No I in Team
A commonly understood and interesting concept in teamwork is:

T - Together

E - Everyone

A - Achieves

M - More

Teamwork is when two or more people work together toward the same goals..
Teamwork is generally understood as the willingness of a group of people to work
together to achieve a common aim. For example we often use the phrase: he or
she is a good team player. This means someone has the interests of the team at
heart, working for the good of the team.

But teamwork is not exclusive to teams. For example, you can see evidence of teamwork in a
committee, which might not necessarily see itself as a team. In this context, teamwork might
be random co-operation, effectively working together for periods of time. But not always!
To define teamwork it might also be worth clarifying what its not, and thinking about the
distinction between teams and teamwork. In our view, a team exists when individual
strengths and skills are combined with teamwork, in the pursuit of a common direction or
cause, in order to produce meaningful results for the team members and the organisation. A
team combines individual strengths with a shared commitment to performance, its not just
about getting on well together.
Teamwork is absolutely fundamental for teams to work effectively. Only when the skills and
strengths of individual team members are joined with shared goals, and a focus on collective
performance, will you start to see the benefits of a team at work.
Why does this matter? Well language can sometimes be confusing. Teamwork is perhaps
more helpfully understood as only part of whats needed to create an effective team.
Why is this distinction so important? Because whilst you cant have a team without
teamwork, you can have teamwork without being a team!

With real teamwork we tend to see positive attitudes and behaviours such as:

Trust in colleagues to deliver what they promise

Willingness to help when needed

Sharing of a common vision of the future
Co-operation and blending of each others strengths
Positive attitudes, providing support and encouragement
Active listening
All members pulling their weight and in the same direction
Giving the benefit of the doubt
Consensus building
Effective conflict resolution
Open communication

Strengths and weakness

List of Strengths
Assess your skills, and you will identify your strengths. This is an exercise worth
doing before any interview. It would also be wise to identify your strengths and
assess your skills. Come up with a list then divide them into the following areas:
1 Transferable skills

The skills that one gets in a work environment (e.g. people skills, planning skills,
communication skills and much more)
2 Personal traits

Those that make you unique (e.g. hardworking, friendly, reliable and dependable, ability to
work with little to no supervision, expressive and punctual)
3 Knowledge-based skills or credentials

Skills acquired from education and experience (e.g., computer knowledge, languages,
degrees, training and technical ability).
4 Examples of strengths

Further more explained in details related to different constraints.

Integrity

This is a virtue that includes confidentiality, observing policies and

procedures, being able to maintain value and ethics when under pressure
or when faced with opposition.

Self-discipline

It includes avoiding distractions, self-motivation, setting goals,

not procrastinating and controlling personal behavior.

Communication

This includes both written and verbal communication skills. Examples of

verbal include presentations, conflict management and active listening
among many while written includes correspondence and reports.

Problem solving

Being able to analyze problems, to find cause and possible solutions,

ability to identify and define problems, coming up with and implementing
best solutions.

Teamwork

Communicating effectively with team members, listening and

encouraging them, respect, contributing to team objectives and working
effectively in a team.

Initiative

This is simply taking steps to make your job and the company better. e.g.
identifying needs and coming up with solutions, providing ideas for
improvement, etc.

Persistence/ Resilience

Includes staying enthusiastic after a setback, overcoming obstacles to

achieve, taking criticism positively, dealing with disappointment
effectively and handling rejection.

Judgment/ Decision
making

It includes following through on decisions, coming up with viable

alternatives, gathering the necessary information to make a sound
decision after considering the pros and cons of each.

Planning and
organizational skills

Includes multitasking, meeting the set deadlines, managing time, keeping

up with calendars or schedules, setting and achieving objectives and
goals.

Includes working hard, maintaining good quality work, doing more than
Diligent/ Strong work
that which is required, taking on extra hours, finishing projects before or
ethic
on time and working without supervision.

List of Weaknesses
1 We all have weaknesses, and you should present your weakness as a problem
that can be solved so that it wont disqualify you from the job. Hence, it is vital to
explain showing ways of overcoming the weakness. By showing initiative on selfimprovement, you can convince the interviewer that your weakness can be
turned into a positive
2 You may not have much experience so you have to show interest in the job you
are applying for. Be ready and focus on the qualities you have that would make

you a viable candidate for the job. It would also be in your best interest to give
the courses taken in detail in preparation of the job.

For example if the job youre applying for doesnt involve a lot of calculations or statistics
you can point out that mathematics is your major weakness. At this point, you can tell the
interviewer that you have some knowledge in computers on how to automate calculations as a
way of overcoming your weakness.
3 You can also use a weakness that can be turned into strength. For example,
you can say that because you are eager to get things done very quickly you may
say you are working on being more patient. In tackling the problem, you try to
reconsider your to-do list and find it effective in task prioritization.
4

List of weaknesses
Impatience

Being impatient with co-workers on their standard of

performance or that their pace is slower than your expectation.

Over-talkative

These people are always a distraction to others and are constantly

being distracted. They are not discreet and are almost never at
their desks.

Unassertive

They agree on anything and with everyone despite what they feel
on the topic and so they are constantly being used by others.
They are not able to say No.

Stubborn/ Uncompromising

They find it difficult to adapt to changes and are not flexible.

They dont accept new ideas and communication is often one
way.

Procrastination

Always rushing to complete tasks the last minute. Missing or

postponing deadlines and always asking for help in finishing
tasks. Often exhibit low productivity.

Reluctance to share/ Delegate

tasks

Such people dont share tasks and they dont have confidence in
coworkers, they dont utilize the resources and skills of others
fully and are constantly checking up on coworkers.

Controlling/ Strong-willed

Such people on achieving their goals are single-minded and they

dont accept direction easily. When it comes to the needs or
feelings of others, they can be insensitive as they want to take
charge.

Being too sensitive

This is more like thinking with your heart rather than your head.
One gets too disappointed and takes things personally.

Being a debater

An individual becomes too passionate with work and for any

changes they require a reason. It can be good for a project or

product, but it might not sit well with others.

Lack of some skills

No person has all the requisite skills for the job profile. There is
no one person who has all the skills for the job. Just show them
your willingness and ability to learn.

Stages of Team Growth

Tuckmans five stages of teamwork
1. Forming

The team meets for the first time.

Members learn about the opportunity/challenge the team is facing.

Team members are often extra polite to each other as they get to know
each other, but often they are very focused on themselves.

Roles and responsibilities have often not been agreed.

Leaders have to direct the group to manage the dichotomy between team
members who want to get on with the task and those who want to clarify
and plan further.

Tip to leaders: Take time to direct the team and clarify requirements.
2. Storming

Different ideas compete for consideration.

The team considers solutions to perceived challenges and the leadership

model they will accept.

Team members may vie for influence and power in the group.

Decisions often dont come quickly as relationships are tested and

challenged.

As a leader your leadership may be challenged.

The ways in which the team will work start to be identified.

Some team members may be overwhelmed at the amount of work to be

done while others may question the goals.

Some teams never leave this stage and it is a common point of failure for
teams.

Some team members will focus on minutiae to evade real issues.

Successful teams will be able to resolve real issues.

Leaders need to remain accessible but directive in terms of decisionmaking, professional behaviour and emotional intelligence.

Tip to leaders: Stay positive in the face of challenges and, if needed, explain the various
stages of teamwork in order to facilitate understanding of what is being experienced.
3. Norming

Agreement and consensus form within the team which responds well to
the leaders facilitation.

Team members often work through this stage by agreeing on rules, values,
professional behaviour, shared methods, working tools and even taboos.

The team members can be expected to take more responsibility for

making decisions and for their professional behavior.

Commitment and unity are strong.

As new tasks come up, the team may lapse into typical storming stage
behaviour, but this eventually dies out.

Tip to leaders: Step back a little and let the team develop proactive solutions. Running a
team-building event may be of great benefit here.
4. Performing

Some teams will reach the performing stage. These high-performing teams
function as a unit by finding ways to get the job done smoothly and
effectively without inappropriate conflict or the need for external
supervision.

The team is more strategically aware. It knows clearly why it is doing what
it is doing.

As leader, you are able to delegate much of the work and can concentrate
on developing team members. Being part of the team at this stage feels
easy compared with earlier on.

There is a focus on the achievement of goals

Tip to leaders: Delegate where it makes sense to do so.

5. Adjourning

No team lasts forever and the break-up of a team needs to be planned to

ensure organisational, team and individual goals are managed.

Some team members may have entered their comfort zone and may resist
the break up of the team while others will be ready for the next challenge.

Tip to leaders: Celebrate the teams achievements. Ensure that people leave the team on a
positive note.

Characteristics of Effective
Teams
1. There is a clear unity of purpose.
There was free discussion of the objectives until members could commit
themselves to them; the objectives are meaningful to each group member.
2. The group is self-conscious about its own operations.
The group has taken time to explicitly discuss group process -- how the group will
function to achieve its objectives. The group has a clear, explicit, and mutually
agreed-upon approach: mechanics, norms, expectations, rules, etc. Frequently, it
will stop to examined how well it is doing or what may be interfering with its
operation. Whatever the problem may be, it gets open discussion and a solution
found.
3. The group has set clear and demanding performance goals
for itself and has translated these performance goals into well-defined concrete
milestones against which it measures itself. The group defines and achieves a
continuous series of "small wins" along the way to larger goals.
4. The atmosphere tends to be informal, comfortable, relaxed.
There are no obvious tensions, a working atmosphere in which people are
involved and interested.
5. There is a lot of discussion in which virtually everyone participates,
but it remains pertinent to the purpose of the group. If discussion gets off track,
someone will bring it back in short order. The members listen to each other.
Every idea is given a hearing. People are not afraid of being foolish by putting
forth a creative thought even if it seems extreme.
6. People are free in expressing their feelings as well as their ideas.
7. There is disagreement and this is viewed as good.

Disagreements are not suppressed or overridden by premature group action. The

reasons are carefully examined, and the group seeks to resolve them rather than
dominate the dissenter. Dissenters are not trying to dominate the group; they
have a genuine difference of opinion. If there are basic disagreements that
cannot be resolved, the group figures out a way to live with them without letting
them block its efforts.
8. Most decisions are made at a point where there is general
agreement.
However, those who disagree with the general agreement of the group do not
keep their opposition private and let an apparent consensus mask their
disagreement. The group does not accept a simple majority as a proper basis for
action.
9. Each individual carries his or her own weight,
meeting or exceeding the expectations of other group members. Each individual
is respectful of the mechanics of the group: arriving on time, coming to meetings
prepared, completing agreed upon tasks on time, etc. When action is taken,
clears assignments are made (who-what-when) and willingly accepted and
completed by each group member.
10. Criticism is frequent, frank and relatively comfortable.
The criticism has a constructive flavor -- oriented toward removing an obstacle
that faces the group.
11. The leadership of the group shifts from time to time.
The issue is not who controls, but how to get the job done.

Teamwork Quotes
1. "Individual commitment to a group effort--that is what makes a team work, a
company work, a society work, a civilization work." --Vince Lombardi
2. "Talent wins games, but teamwork and intelligence win championships." --Michael
Jordan
3. "Teamwork is the ability to work together toward a common vision. The ability to
direct individual accomplishments toward organizational objectives. It is the fuel that
allows common people to attain uncommon results." --Andrew Carnegie
4. "Alone we can do so little, together we can do so much." --Helen Keller
5. "Remember, teamwork begins by building trust. And the only way to do that is to
overcome our need for invulnerability." --Patrick Lencioni

6. "I invite everyone to choose forgiveness rather than division, teamwork over personal
ambition." --Jean-Francois Cope
7. "None of us is as smart as all of us." --Ken Blanchard
8. "Coming together is a beginning. Keeping together is progress. Working together is
success." --Henry Ford
9. "If everyone is moving forward together, then success takes care of itself." --Henry
Ford
10. "The strength of the team is each individual member. The strength of each member is
the team." --Phil Jackson
11. "Collaboration allows teachers to capture each other's fund of collective intelligence."
--Mike Schmoker
12. "It takes two flints to make a fire." --Louisa May Alcott
13. "Unity is strength. . . when there is teamwork and collaboration, wonderful things can
be achieved." --Mattie Stepanek
14. "To me, teamwork is the beauty of our sport, where you have five acting as one. You

become selfless." --Mike Krzyzewski