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TEAM WORK
LECTURE DELIVERED
BY
VEN. ADEKUNLE GEORGE ADEYEYE, BSC, MA, DIP TH.
AT
THE DIOCESE OF LAGOS WEST
THE DIOCESE OF BADAGRY
AND
THE DIOCESE OF AWORI
CLERGY SCHOOL 2009.
JULY 6 – 10 2009
AT
THE CITY OF GOD, IPAJA, LAGOS
Team Building.
Team building refers to a wide range of activities,
usually in a business context, for improving team
performance. Team building is found in a variety of
practices, ranging from simple bonding exercises to
complex simulations and multi-day team building
retreats designed to develop a team (including group
assessment and group-dynamic games), usually falling
somewhere in between.
It generally sits within the theory and practice of
organizational development, but can also be applied to
sports teams, school groups, and other contexts.
Team Building ctd.
Work environments tend to focus on individuals and
personal goals, with reward & recognition singling out
the achievements of individual employees. "How to
create effective teams is a challenge in every
organization."
Team building can also refer to the process of selecting
or creating a team from scratch.
Reasons for Team Building
Reasons for Team Building include
•Improving communication
•Making the workplace more enjoyable
•Motivating a team
•Getting to know each other
•Getting everyone "onto the same page", including goal
setting
•Teaching the team self-regulation strategies
Reasons for Team Building
•Helping participants to learn more about themselves
(strengths and weaknesses)
•Identifying and utilizing the strengths of team
members
•Improving team productivity
•Practicing effective collaboration with team members
Methods for Team Building
The related field of team management refers to
techniques, processes and tools for organizing and
coordinating a team towards a common goal - as well
as the inhibitors to teamwork and ways to remove,
mitigate or overcome them.
Several well-known approaches to team management
have come out of academic work.
The forming-storming-norming-performing model
posits four stages of new team development to reach
high performance.
Building a New Team
The process for creating a new team is different from
developing an existing team.
Topchik identifies 10 steps for building a new project
team
oGet upper-management support
oDefine the purpose of your team
oIdentify time frames
oSelect team members
Building a New Team
oClassify team-member openings
oShare the overall purpose
oDecide team name
oCreate the team mission statement and goals
oDetermine core team issues
oEstablish team norms
WHY TEAMWORK AND TEAM BUILDING?
The need to quickly respond to change (agility and
flexibility).
Increase need to produce products/services at the highest
quality, lowest cost, and most efficiently.
Demands for continuous improvement.
People need a sense of belonging.
Decision-making and problem-solving is better handled by
teams.
Skilled team members need to be constantly improving
and growing.
More effective use of resources.
Effective teams share several characteristics:
They operate with clearly defined goals and expectations.
Their leaders lead by example, not by virtue of job titles.
Their members are allowed a great deal of personal
freedom to get the job done.
They make decisions in groups.
They share information.
They set high standards for themselves.
They are self–disciplined.
They acknowledge one another’s contribution and
support.
The Organizational Environment for Effective Team
Before an effective team can be developed, the organizational
environment itself must foster teamwork. Accordingly an effective
organization must:
Share a vision or sense of purpose that all its employees can
articulate.
Develop a structure appropriate for the organizational
environment (e.g., a structure that works for a bank may not work
for a fire department).
Strike a balance between reason and intuition so that its
employees are neither too oriented towards nor too disregarding
of “hard” facts.
Align employees so that everyone is going in the same direction.
This alignment occurs when management emphasizes personal
performance and allows employees to fulfill themselves in their
jobs. This emphasis is the key to the team–development process.
Team Development
Successful team building has far reaching ramifications for your
organization.
Improve the way team members interact and you will improve
their ability to solve problems. Better problem–solving means
better efficiency in general.
Increased efficiency tends to boost morale and productivity.
It helps to decrease stress, turnover and operating costs. And all
of these improvements bolster your organization's public image.
Once you establish an effective team it becomes more creative,
more productive, self perpetuating, resilient, and confident.
In others words, workers will be more (happily) productive and
management will at the same time be able to manage (plan,
control, coordinate) better.
Factors which lead to a good team:
Here are some of the factors which generally lead to a good
team:
shared belief in the value and achievability of the team's
goals,
awareness of the value of the individual's own role and
contribution,
recognition of the value of other team members (whether
they are key specialists or just non-specialist, junior
assistants),
desire to work collaboratively, sharing thoughts, ideas,
concerns, etc,
friendship - enjoying working together with a common
purpose,
Factors which lead to a good team:
supporting each other in recognition that the team's
success requires all members to be successful,
coaching junior members rather than bossing them,
listening to ideas and advice from other team
members,
making time to communicate with other team
members,
celebrating successes,
rewarding good team behaviour in financial and
non-financial ways.
Building a Sustainable Growth Church
Ten Rules
1 Believe in your vision and the church you pastor. Commit to it. Love what you do
2 Define shared values and let values rule. Use those who are committed to the faith
you preach in committees.
3 Build (identify) and synergize (harvest) talents corporate capabilities.
4 Focus on and care about your members.
5 Create a winning organization. Disciple/Empower your people to
6 Reinvent your business continually.
7 Be the church where faith is exercised.
8 Live speed. Be agile and active.
9 Institutionalize innovation. Be creative from time to time.
10 Make business fun. Make worship lively
© Vadim Kotelnikov 1000ventures.com
Shared Values
What Links Your Organization and People Together
Shared values are what engender trust and link the congregation together.
Values define what is and isn't acceptable –
they become your organization's code of behavior.
Techniques to Create a Shared Purpose
By Emmet C. Murphy and Mark A. Murphy
Engage the team in creating a list of shared values that define what your
organization stands for – the vision and mission ….
Define and reinforce your mission through a formal document
Organize training programs that emphasize corporate values
Socialize with colleagues and supervisors
Document corporate histories that dramatize guiding values and organize
"storytelling events“ – church history and founders story.
Work out a unique, shared corporate language that reflects values –
SAINTS. Tell the story, keep the faith. Others may, you can’t.
More information at 1000ventures.com: “Shared Values”
Lessons from Jack Welch Best
Put Values First practices
Play up the "soft stuff" – the organisation's values and
culture. Don't focus too much on the numbers.
"Numbers aren't the vision; numbers are the products."
Focus more on the softer values of building a team,
sharing ideas, exciting others.
Don't focus too much on numbers
Let values rule
Live values
Emphasize the word of God and discipleship
More information at 1000ventures.com: “Shared Values”
Create Church Culture
Strategies for Building a Growth Culture
► Emphasize the future, not the past
► Emphasize the possibility, not the constraints
► Win souls through the congregation – sheep borne sheep,
shepherd takes care.
► Empower and share power with your members
► Reward collective, not individual, successes, but maintain clear
individual accountabilities and keep heroes visible
► Encourage debate before consensus
► Ensure a high level or personal freedom and trust
►
Source: "Results-Based Leadership", Dave Ulrich, Jack Zenger and Norm Smallwood More information at 1000ventures.com: “Corporate Culture”
Lessons from Jack Welch Best
See Change As An Opportunity practices
Change is a big part of the reality of life. "Willingness to
change is a strength. Keeping an eye out for change is
both exhilarating and fun."
It's nonsense to fear change
Adapt your management style
Spark other to deal with change
Deal with change in a proactive manner
Think short-term and long-term change
Reinvent your strategy constantly
More information at 1000ventures.com: “Change Management”
Team Leadership Attributes
What Effective Leaders Need to Be, Know, and Do
Set Directions
Face reality
Focus on the future
See change as an opportunity
Demonstrate Personal Character
Live values, lead by example
Have and create a positive self-image
Display integrity & learning ability
Build Organizational Capability
Mobilize Individual Commitment
Build infrastructure Direct emotions
Leverage diversity Manage attention
Build teams Share power and authority
Make change happen Build collaborative relationships
Design human resource systems
More information at 1000ventures.com: “Leadership Attributes”
Lessons from Jack Welch Best
Cultivate Leaders practices
Building a leader pipeline is essential to the health of
your church and it is a strategic duty of the vicar.
Cultivate leaders who have the four E's of leadership:
Energy, Energize, Edge, and Execution; leader who share
your values and deliver on commitments.
Build self-confidence
Look for team players
Look for coaches
Help them build their cross-functional expertise
Measure performance of the leader pipeline
More information at 1000ventures.com: “Managerial Leadership”
Lessons from Jack Welch Best
Instill Confidence practices
Create a truly confident workforce. Confidence is a vital ingredient of any
learning organization. The prescription for winning is speed, simplicity, and self-
confidence. Self-confident people are open to good ideas regardless of their
source and are willing to share them. "Just as surely as speed flows from
simplicity, simplicity is grounded in self-confidence."
Encourage employees to look well ahead
Turn people loose
Simplify the workplace
Provide training and coaching
Let people know that you value their ideas
Give people independence and resources
Encourage people to take big swings
More information at 1000ventures.com: “25 Lessons from Jack Welch”
Inspiring People
Four Key Strategies to Inspire Employees to Act
Create
an inspiring vision
and
set stretch goals
Allow Encourage
experimentation and challenges to
the freedom to fail. Make the assumptions and
business fun. the status quo
Create freedom
from bureaucracy and
celebrate diversity
More information at 1000ventures.com: “Inspiring People”
Lessons from Jack Welch Best
Energize Others practices
Genuine leadership comes from the quality of your vision and
your ability to spark others to extraordinary performance.
Getting employees excited about their work is the key to
being a great business leader. "We now know where
productivity - real and limitless productivity - comes from. It
comes from challenged, empowered, excited, rewarded teams
of people."
Live action all day
Allow employees more freedom
Give employees more responsibility
Never lead by intimidation
Let people know how their efforts are helping your organization
Send handwritten thank-you notes
More information at 1000ventures.com: “Energizing Employees”
Team Building and Teamwork
Seven Characteristics of a Dream Team
Complementary
skills
Well-defined
Small
working
numbers
approach
SHARED
VALUES
Mutual Meaningful
accountability purpose
Clear
performance
goals
More information at 1000ventures.com:
Adapted from “The Wisdom of Teams”, John Katzenbach and Douglas Smith “Team Building and Teamwork”
Ten3 Global Opinion Polls “Advise!”
Teamwork
The single key to team success is:
Shared values 32%
Mutual trust 30%
Inspiring vision 22%
Complementary skills 11%
Rewards 5%
Source: Ten3 global Internet polls “Advise!” 1000ventures.com, 1000advices.com
Harnessing the Power of Diversity
Creating Cross-Functional Teams
A diversity of ideas and opinions are needed to generate
high quality solutions.
Key Tasks Implemented by Cross-functional Teams
Managing Continuous & Organization-wide Change
Establishing institutional excellence
Creating a process-managed enterprise
Driving systemic innovation processes
Driving continuous improvement processes
Improving customer service
Implementing Specific Time-bound Tasks
Brainstorming, creating innovative ideas and solutions
New product design and development
Managing complex projects
Negotiating complex deals
More information at 1000ventures.com : “Cross-functional Teams”
Innovation-friendly Organization
3+3 Components
Top management
team leading innovation
Vision & People
strategy
for Cross-functional teams Culture
innovation mapping innovation road inspiring and
supporting
innovation
Empowered employees
driving innovation
Ecosystem
Processes, practices, and
systems supporting innovation
© Vadim Kotelnikov 1000ventures.com
Systemic Approach to Innovation
Engaging Cross-Functional Teams
In the new era of systemic innovation, it is more important for an organization to be cross-
functionally excellent than functionally excellent. In addition to formal planning at the business
level, best-practice companies use crosscutting initiatives on major issues in order to challenge
assumptions and open up the organization to new thinking. Cross-functional teams can also find
new businesses in white spaces between existing business units.
A cross-functional a strategy expert
product/service innovation team a technical expert
typically includes:
an engineer
a designer Your major
a manufacturing expert suppliers and
a financial expert customers may
also be invited.
a supply chain specialist
a marketing / sales expert
More information at 1000ventures.com: “Managing Innovation by Cross-functional Teams”
Leading Innovation
Empowering Cross-functional Teams
Dismantle Hierarchy & Empower Cross-
functional Teams
Cross-functional Define what work is required
Team
IdeIDefine what work is required
dentify the key interdependencies
Managerial
Space Parse the innovation subtask to small, teams
with defined leaders
Agree on interlocking goals, schedule, and
accountability
Provide resources but stay out of each team’s
task unless it is not meeting its major
commitments
Function A Function B Function C Craft the firm’s overall shape, keep all the
Function D Function E Function F subtasks together, and link non-adjacent
subtasks as necessary
Adapted from: “Relentless Growth”, Christopher Meyer More information at 1000ventures.com: “Leading Innovation”
Leading Innovation
Creating a Relentless Growth Attitude
Five Guiding Principles
that Leaders Employ to Spread the Relentless Growth Attitude
1 Generate and spread a positive paranoia about the need for forward
movement and change
2 Focus externally: get everyone looking out rather than looking in
3 Flatten the organization and blur boundaries with open, high-velocity
information
4 Promote people with passion and motivate them through a significant
stake in the game
5 Set stretch goals, make a decision, and make it work by taking action
and learning from both successes and failures
Adapted from: "Relentless Growth", Christopher Meyer 1000ventures.com
Lessons from Jack Welch Best
Create a Learning Culture practices
Turn your church into a learning organization to spark free flow of
communication and exchange of ideas. "The desire, and the
ability, of an organization to continuously learn from any source,
anywhere – and to rapidly convert this learning into action – is its
ultimate competitive advantage."
Don't think that you have all the answers
Make intellect rule
Make learning a top priority
Create an operating system that drives knowledge and learning throughout the
church
Make important information easily available to everybody
Create a culture where ideas are translated into action and results
More information at 1000ventures.com: “Learning Organization”
Creating an Innovation-friendly Organization
Facilitating Cross-pollination of Ideas
How To Make Cross-Pollination
an Integral Part of Your Workplace
Seven Planting Tips by Tom Kelley, IDEO
1 Browse, constantly search for new ideas and inspiration
2 Play a film director – watch events as an observer
3 Hold an open house periodically
4 Inspire advocates
5 Hire outsiders to introduce new ideas
6 Change hats
7 Build cross-functional expertise
1000ventures.com
