Optimize Your Teamwork Skills
30 September 2013
Read by 2272 persons
Optimize Your Teamwork Skills.
The ability to work as a team is a key skill in developing true interpersonal intelligence and social skills overall. What exactly do we mean by teamwork? First of all, a team consists of two or more individuals who interact interdependently to achieve a common goal. For example, a couple represents a team; both spouses are members in the sense that they are interdependent, their strengths complement each other, and they aim to achieve the common goal of developing, let's say, a lasting love and a harmonious relationship. The same applies to a family, a group of friends, or office colleagues; these are all examples of teams.
But why is working as a team often a challenge?
According to John Withmore, team building goes through different stages, which he describes in his book *The Coaching Guide* (2005). He talks about three different phases.
He names the first phase: the initial stage of the team, or inclusion. At this stage, the individual needs of each member are their priorities. They seek to integrate and feel accepted within the team. If one member experiences success or failure, it will be little shared among the members.
The second phase is the transition stage, that is, assertion. Each member tries to define their place and role within the team; this phase allows them to discover each other's strengths and use them for the benefit of the team.
Then, the third phase is the cooperation stage. This stage refers to a team of accomplished people who have a high level of performance where each person's strengths are used to compensate for the weaknesses of others. Members surround themselves with solidarity and provide the necessary help when needed. They rejoice together in the success of one of their members. Thus, team spirit is not created magically, instantly, or automatically. It is first necessary to allow time for the team to go through the different phases described above. It is important to allow time for adaptation.
It has also been shown that developing the following qualities helps achieve exceptional efficiency within the team:
Mutual Aid - ability to cooperate.
Trust - adaptability.
Patience - cordiality.
Commitment - courage.
Humor - enthusiasm.
Compatibility of Mood - altruism (providing service).
Furthermore, we will see that there are certain conditions favorable to the development of a strong and genuine team spirit, necessary for quality teamwork. To this end, the author Patrick Lencioni defines in his book *Optimize Your Team* (2005), team spirit as a small number of people with complementary skills who are committed to the same goal, performance objectives, and working methods for which they are mutually responsible. According to him, five conditions must be present to encourage teamwork:
1) Trust
Trust within a team translates into the feeling experienced by the members that they can show vulnerability to others. For example, it allows a person to ask for help with a task that they cannot accomplish alone, while feeling protected and reassured that the other members want their well-being. Members of a team who trust each other are able to ask for help when needed, name their areas for improvement, and the mistakes they have made. They accept being asked questions and receiving constructive comments. They appreciate each other's strengths, offer and accept apologies without hesitation, and they love and appreciate the presence of other members.
2. Healthy Confrontation
Healthy confrontation consists of the ability of members, because they feel mutual trust, to express their ideas and openly discuss them, with respect for each other. Members of a team who have healthy confrontations have interesting and lively exchanges; they have access to everyone's ideas, find solutions more quickly, and discuss real issues! Rather than pretending we agree when we don't, for fear of creating a confrontation, which gives a false impression of harmony.
3. Commitment
Members of a team who are committed are able to define procedures and establish priorities. They agree on common goals while developing the habit of learning from their mistakes. They move forward by constantly questioning themselves both at the team and individual levels. They feel a strong sense of belonging to their team, which plays a role in their identity.
4. Accountability
Members of a team who feel responsible question and take an interest in their peers whose performance is lower, in order to help them and not let their attitude harm the team and the achievement of objectives. They quickly identify problems by questioning their different perceptions. They manage to create a respectful atmosphere.
5. Focus on Objectives
Focusing on the objectives by the members helps maintain motivation and avoid individualization. It also reduces the risk of individualistic behaviors; the needs of the team are prioritized. Thus, when the experience we live within a team proves to be unsatisfactory and unpleasant, it is important to ask ourselves which condition or conditions are lacking, then to find constructive ways to remedy them.
Best of luck,
Stéphanie Milot.
Psycho-ressources.com
Posted on September 30, 2013.
The ability to work as a team is a key skill in developing true interpersonal intelligence and social skills overall. What exactly do we mean by teamwork? First of all, a team consists of two or more individuals who interact interdependently to achieve a common goal. For example, a couple represents a team; both spouses are members in the sense that they are interdependent, their strengths complement each other, and they aim to achieve the common goal of developing, let's say, a lasting love and a harmonious relationship. The same applies to a family, a group of friends, or office colleagues; these are all examples of teams.
But why is working as a team often a challenge?
According to John Withmore, team building goes through different stages, which he describes in his book *The Coaching Guide* (2005). He talks about three different phases.
He names the first phase: the initial stage of the team, or inclusion. At this stage, the individual needs of each member are their priorities. They seek to integrate and feel accepted within the team. If one member experiences success or failure, it will be little shared among the members.
The second phase is the transition stage, that is, assertion. Each member tries to define their place and role within the team; this phase allows them to discover each other's strengths and use them for the benefit of the team.
Then, the third phase is the cooperation stage. This stage refers to a team of accomplished people who have a high level of performance where each person's strengths are used to compensate for the weaknesses of others. Members surround themselves with solidarity and provide the necessary help when needed. They rejoice together in the success of one of their members. Thus, team spirit is not created magically, instantly, or automatically. It is first necessary to allow time for the team to go through the different phases described above. It is important to allow time for adaptation.
It has also been shown that developing the following qualities helps achieve exceptional efficiency within the team:
Mutual Aid - ability to cooperate.
Trust - adaptability.
Patience - cordiality.
Commitment - courage.
Humor - enthusiasm.
Compatibility of Mood - altruism (providing service).
Furthermore, we will see that there are certain conditions favorable to the development of a strong and genuine team spirit, necessary for quality teamwork. To this end, the author Patrick Lencioni defines in his book *Optimize Your Team* (2005), team spirit as a small number of people with complementary skills who are committed to the same goal, performance objectives, and working methods for which they are mutually responsible. According to him, five conditions must be present to encourage teamwork:
1) Trust
Trust within a team translates into the feeling experienced by the members that they can show vulnerability to others. For example, it allows a person to ask for help with a task that they cannot accomplish alone, while feeling protected and reassured that the other members want their well-being. Members of a team who trust each other are able to ask for help when needed, name their areas for improvement, and the mistakes they have made. They accept being asked questions and receiving constructive comments. They appreciate each other's strengths, offer and accept apologies without hesitation, and they love and appreciate the presence of other members.
2. Healthy Confrontation
Healthy confrontation consists of the ability of members, because they feel mutual trust, to express their ideas and openly discuss them, with respect for each other. Members of a team who have healthy confrontations have interesting and lively exchanges; they have access to everyone's ideas, find solutions more quickly, and discuss real issues! Rather than pretending we agree when we don't, for fear of creating a confrontation, which gives a false impression of harmony.
3. Commitment
Members of a team who are committed are able to define procedures and establish priorities. They agree on common goals while developing the habit of learning from their mistakes. They move forward by constantly questioning themselves both at the team and individual levels. They feel a strong sense of belonging to their team, which plays a role in their identity.
4. Accountability
Members of a team who feel responsible question and take an interest in their peers whose performance is lower, in order to help them and not let their attitude harm the team and the achievement of objectives. They quickly identify problems by questioning their different perceptions. They manage to create a respectful atmosphere.
5. Focus on Objectives
Focusing on the objectives by the members helps maintain motivation and avoid individualization. It also reduces the risk of individualistic behaviors; the needs of the team are prioritized. Thus, when the experience we live within a team proves to be unsatisfactory and unpleasant, it is important to ask ourselves which condition or conditions are lacking, then to find constructive ways to remedy them.
Best of luck,
Stéphanie Milot.
Psycho-ressources.com
Posted on September 30, 2013.
