TEAM

INTERVENTIONS
CHAPTER # 8

DISTINCTION BETWEEN GROUPS

AND TEAMS
A work group is a
No of persons
Usually reporting to a common superior
Having some face-toface interaction
Persons have some degree of interdependence in carrying out
tasks for the purpose of achieving organizational goals
A team is
A form of group
Have some characteristics in greater degree than ordinary
groups.
A higher degree of interdependency and interactions

TYPES OF TEAMS
CROSS FUNCTIONAL TEAMS:
Comprised of individuals with functional home base. They meet
regularly to solve ongoing challenges requiring input from a
number of functional areas.
EFFECTIVE TEAMS:
Are relaxed, comfortable and informal
HIGH-PERFORMANCE TEAMS:
They have strong interpersonal commitment i.e. commitment to
others growth and success.

EFFECTIVE TEAM
An effective team has certain characteristics that allow
the team members to function more effectively and
productively
An effective team develops ways to share leadership roles
and ways to share accountability for their work products,
shifting the emphasis from individual to several within the
team. A team also develops a specific team purpose and
concrete work products that the members produce
together.

COMPONENTS OF EFFECTIVE
TEAM
There are 4 essential components of effective team
1. Positive corporate culture
2. Give recognition
a. Outstanding performance
b. Continued performance
c. Improved performance
3. Positive feedback
4. Provide new opportunities

TEAM INTERVENTION
The purpose of team intervention is to help
employees/ members of the team that are
struggling in some way. This usually refers to
performance but can include emotional/
behavioral/ social concerns.

This intervention can be used

effectively to:
Engage and align individuals, or cross-teams, to
collaborate effectively
Bring in high energy and charge up the team to achieve
stretched goals.
Set a high performance climate in the organization

TEAM-BUILDING INTERVENTIONS
The 4 main areas:
Diagnosis
Task accomplishment
Team relationships
Team and organization process

THE FORMAL GROUP

DIAGNOSTIC MEETING
Its purpose is to conduct a general critique
of the performance of the group and to
uncover and identify problems on which
they will work on.

THE FORMAL GROUP TEAMBULDING MEETING

It has the goal of improving the teams
effectiveness through better management of task
demands, relationship demands, and group
processes.

PROCESS CONSULTATION
INTERVENTION
Process consultation is the creation of a relationship
with the client that permits the client to perceive,
understand, and act on the process events that occur
in the clients internal and external environment in order
to improve the situation as defined by the client
the central discipline for helping professionals to build
strong client-consultant relationships that result in
sustained change and improvement.

GESTALT APPROACH
A form of team building that focuses more on individual
than the group (Stanley M Herman)
Goals of Gestalt therapy are: Awareness, integration,
maturation, authenticity, self-regulation, and behavior
change.
The primary thrust is to make the individual stronger,
more authentic, and more in touch with the individuals
own feelings.

Techniques and exercises used in

team building
Role analysis technique RAT(Dayal & Thomas):
-Designed to clarify role expectations and obligations to improve
team effectiveness.
Role negotiation technique(Roger Harrison)
Role negotiation technique intervenes directly in the relationship
s of power, authority and influence within the group.
It includes a negotiation period in which two individuals discuss
the most important behavior changes they want from other and
the changes they are willing to make themselves.

Techniques and exercises used in

team building-1
Responsibility Charting(Beckhard & Harris):
It is a technique for improving team functioning . Responsibility
charts helps to clarify who is responsible for what on various
decisions and actions.
Visioning (Ronald Lippit):
Visioning is a term used for an intervention in which group
members in one or more organizational groups develops and
describes their vision of what they want the organization to be
like in future.
Various forms of visioning , or the use of mental imaginary or the
development of cognitive maps are extensively used in strategic
planning and in future search conferences.

Techniques and exercises used in

team building-2
Force-field analysis(Kurt Lewin):
STEPS:
Decide upon the problematic situation that is to be improve
Describe the desired condition
Identify the forces and factors operating in the current force field (pushing
towards desired condition and pushing away from the desired condition)
Examine the forces
Execute strategies for moving the equilibrium from current to desire condition.
Implement action plans that should cause the desired condition to be realized.
Action must be taken to stabilize the equilibrium.