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2.4c 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, and many may
still be clinging to this conflict style in the hope that ignoring the
problem will make it go away or they can tough it out.
- Go over your time management system, particularly your Milestones
and Activity Lists and make changes where necessary
where time estimates are not accurate. You have some historical information
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 difference
in the perception of quality by the individual team members, and address
the problem.
- At a meeting after a milestone is reached, summarize how the team
used their time so you understand how the time was really spent.
- Revise the ground rules and adapt them for more clarity on difficult
issues members encountered during the storming stage. Many times a person
commits to the ground rule because they wish to change their behavior
to this ideal. An example is when a team member who is habitually late
agrees to always being on time for a meeting. Many times this commitment
results in the person honestly thinking they are behaving in way that
is congruent with their new commitment while they are unaware that they
are behaving in a manner that is preventing them from accomplishing
the commitment to be on time. Maybe they are no longer a half hour late
but are ten minutes late. Although frustrating to other team members,
this is a radical change in behavior to the other team member.
- Bring up the incongruities you find in your behavior and the other
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
to determine the behaviors that are actually emerging in the team (Journals
can handle this but the team needs to discuss openly and honestly.)
- Check recent Progress Reports against your earlier
progress reports to determine if they provide evidence that your effectiveness
and efficiency has increased.
- If you are rotating roles, make out a Team Leader Transition
Report for the next team leader.
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