team dynamics

TEAM DYNAMICS TEAM FORMATION • Team Dynamics – Examines how team members interact – Attempts to optimize the interactions to meet the project objectives • Try to answer the question: – “How is it that a group of really smart people can end up with really dumb results? “* • When it works – Communication is effective – Conflicts are minimized – Potential for Project success increases Richards, Brett, INTELLIGENT TEAMS, Journal for Quality & Participation, Fall2003, Vol. 26, Issue 3 1 REVIEW DISC SURVEY • DETERMINETERMINE PERSONALITY CHARACTERISTICS – CATEGORIZED INDIVIDUALS – REVIEW CHARACTERISTICS ASSOCIATED WITH EACH PERSONALITY • NOTE THAT AN INDIVIDUAL MAY EXHIBIT TWO SIGNIFICANT TYPES OF CHARACTERISTICS RESULTS APPLIED TO PROJECTS • HOW WILL YOU INTERACT WITH OTHER MEMBERS OF THE GROUP? • WHAT ARE THE BEST ASSIGNMENTS FOR INDIVIDUALS? • WHAT CAN YOU DO TO AVOID ANTAGONIZING OTHER TEAM MEMBERS? 2 DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL 3 DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL • SCORING TABLE DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL • SCORING PATTERNS 4 DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL • CATEGORICAL ITERPRETATION DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL • CLASSICAL PATTERNS 5 DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL • CLASSICAL PATTERNS DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL • CLASSICAL PATTERNS 6 DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL 7 DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL 8 DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL 9 DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL 10 DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL 11 DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL DISC SURVEY DETAILS DATA FROM RICK WILLSON, INTEL 12 COMPLETE TEAM SELECTION • EACH GROUP SHOULD INCLUDE AT LEAST ONE MEMBER FROM EACH PERSONALITY CATEGORY – CAN USE SECOND TENDENCY IF NECESSARY – PARALLEL TYPES WILL NEED TO ADJUST TO TEAM NEEDS • TRY TO SELECT MEMBERS BASED ON FIRST CHOICE FOR PROJECT SUMMARIZE TEAM STRUCTURE • • TIME TO MAKE CHANGES REQUIREMENT THAT CHANGES BE BASED ON: – PERSONALITY CHARACTERISTIC – WRITTEN AGREEMENT FROM MEMBERS OF BOTH TEAMS 13 TEAM POSITIONS • TEAM LEADER – MAKES ALL FORMAL COMMUNICATION WITH ENGINEERING MANAGER OR CLIENT – COORDINATES RESOLUTION OF ANY TEAM CONFLICTS • SCHEDULER – GUIDES PLANNING FOR PROJECT – TRACKS PROGRESS ON PROJECT AND PREPARES PERIODIC STATUS REPORTS STAGES IN THE LIFE OF A TEAM • FORMING - INITIAL ASSIGNMENT TO TEAM • STORMING – ORGANIZING THE TEAM FOR THE PROJECT • NORMING – ADJUSTING TO REALITY TO GET THE TEAM OPERATING • PERFORMING – GETTING THE JOB ACCOMPLISHED http://www.infed.org/thinkers/tuckman.htm 14 INTERVIEWING • INTERVIEWS ARE TWO-SIDED • INTERVIEWER PRIORITIES – WHAT CHARACTERISTICS ARE IMPORTANT TO THE POSITION? – HOW ARE YOU GOING TO HANDLE INTERVIEWS AT DIFFERENT LOCATIONS – WHAT QUESTIONS WILL BE USED FOR THE INTERVIEW TO OBTAIN THENECESSARY ANSWERS? INTERVIEWING • INTERVIEWEE PRIORITIES – WHAT DO I EXPECT FROM AN EMPLOYER IN TERMS OF STABILITY, OPPORTUNITY, SALARY AND BENEFITS? – HOW MUCH TIME CAN BE INVESTED IN PREPARING FOR THIS INTERVIEW? – WHAT QUESTIONS SHOULD BE ASKED THE INTERVIEWER TO GET THE NECESSARY INFORMATION? 15 INTERVIEWEE PREPARATION • MINIMUM PREPARATION • HOW HEALTHY IS THE COMPANY? – GROWING? – PRODUCT LINES? – HISTORY – TENURE IN BUSINESS? • WHAT ARE THE JOB PARTICULARS? – WHAT IS THE TECHNOLOGY? – IS THIS A CRITICAL POSITION? – IS THIS AN EXPANSION OR ARE YOU REPLACING SOMEONE? – HOW LONG HAS THE JOB BEEN OPEN? – CAN YOU TUNE YOUR RESUME? INTERVIEWEE PREPARATION • WHAT TYPE OF INTERVIEW PROCESS WILL BE USED? – HOW LONG IS THE INTIAL SESSION AND WHO IS PRESENT? – HOW ARE FOLLOW-UP SESSIONS ARRANGED AND WHO PARTICIPATES? – HOW CAN YOU PREPARE FOR EACH LEVEL? • ANSWERS TO POSSIBLE QUESTIONS – WHAT DID YOU LIKE ABOUT PREVIOUS POSITIONS? – WHERE DO YOU PLAN TO BE IN FIVE YEARS? – ARE YOU WILLING TO WORK OTHER THAN DAY SHIFTS? – ARE YOU WILLING TO RELOCATE OR TRAVEL? 16 INFORMATION SOURCES • NET DATA – ECONOMIC DATA FROM STOCK REPORTS – TECHNOLOGY DATA • ON-LINE JOB DESCRIPTIONS • COMPANY HR REPRESENTATIVES RESUME TUNE-UP • REVISE YOUR BASIC RESUME AFTER YOU HAVE DONE THE OTHER PREPARATION – NEEDS TO BE CONCISE BUT PROVIDE THE CRITICAL INFORMATION – WORK WITH CAREER PLANNING IF YOU WANT AN OBJECTIVE REVIEW • TUNE YOUR COVER LETTER – NEEDS TO BE SHORT AND EMPHASIZE WHY YOU ARE A GOOD MATCH FOR THE POSITION 17