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Team Roles, Definitions and Tasks
Synthesis Tasks
- Review the abilities and competencies
each team member is working to develop individually.
- For task allocation and brainstorming, use coaching
as a leadership style because the team has begun to trust one another
and some (if not all) members are usually experiencing high competence
with variable commitment.
- Review the conflict situations of the past. Discuss the different
conflict styles
each of the members used to manage and negotiate the conflict. Don't
forget that the avoidance conflict style is overused during the criticism
stage in a team. Many may still cling to this conflict
style in the hope that ignoring the problem will make it go away, or
hoping that they can tough it out.
- Go over your time
management system, particularly your milestones
and activity
lists. Make changes if necessary where time estimates are
not accurate. The team now has some historical information about the
time it takes a particular team member to do a particular task. Use
this information to adjust the time.
- Begin to plan ahead for the next stage of development. Look for differences
in the perception of quality by the individual team members, and address
the problem.
- After a milestone is reached, summarize how the team used their time
to understand how the time was really spent.
- Revise the ground rules
and adapt them to provide more clarity on difficult issues encountered.
Many times a person commits to a ground rule because they wish to change
their behavior to the ideal. A team member who is habitually late may
agree to always be on time for meetings. Many times this commitment
results in that person honestly thinking their behavior is congruent
with their new commitment, while it is not. They can be unaware that
they are behaving in a manner that is preventing them from accomplishing
the commitment. The team member may no longer be a half hour late, but
still show up ten minutes late. Although this may be frustrating to
other team members, it could be a radical change in behavior for the
first team member.
- Bring up the incongruities in team members' behaviors in a nonjudgmental
forum.
- Review the mission statement
and revise if it does not adequately describe the mission of the team.
- Have each member write a synopsis of how they feel the team is behaving.
Use this to determine the behaviors that are actually emerging in the
team. (Journals can
facilitate this but the team needs to discuss behaviors openly and honestly.)
- Check recent progress reports
against earlier progress reports to determine if there is evidence that
effectiveness and efficiency has increased.
- If rotating roles, the team leader should make out a team
leader transition report for the next team leader.
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