NCOA DLC Module 7: TEAM BUILDING

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Group
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People gathered together without a common goal or shared identity.
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Team
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A group organized to work together.
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Mission Statement
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Overall goal or purpose of the organization (unit level/small scope)
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Vision Statement
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Key operating constructs and desired operational capabilities well into the future, usually fifteen years out and beyond. (Technology advancements)
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4 Team Roles
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(CARE) Creator, Advancer, Refiner, Executer
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Creator
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Generate new ideas and fresh concepts. (Innovators)
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Advancer
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Focus on the interaction. They communicate new ideas and carry them forward.
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Refiners
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Focus on the analysis. They challenge all concepts. Detect flaws in idea (Realist)
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Executor
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They follow up on team objectives and implement ideas and solutions. Executors deliver concrete results (Implementation)
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Flexor
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Adapt their styles to fit the needs of the team (Fill gaps/Negotiator)
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PEP Cycle
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Panic, Elation, Panic cycle. (Happens during brain storming)
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Z Process
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Process where ideas bounce form back and forth between creator, advancer, and refiner
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Team Dynamics
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Behavioral relationships between members of a group
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3 Elements of team Dynamics
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Ongoing Process, Interaction of Individuals, Achievement of the objective
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Ongoing Process
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Continuous activity. Process in which members remain engaged for as long as they are team members.
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Interaction of Individuals
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Essence of team dynamics (individual needs)
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Achievement of Objective
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What separates a team from a group. (The teams mission)
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5 C’s of a Team
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Community, Cooperation, Coordination, Communication, Coaching
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Community
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Making sure every member of your team feels like an essential and important part of the team and the unit. (Bringing member into the fold)
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Cooperation
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Making sure everyone knows and understands the organization’s mission and purpose. (Allowing members to share ideas)
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Coordination
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Explain member responsibilities in detail and how their actions affect the organization’s success. (Know your job)
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Communication
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Make sure everyone knows what’s going on (team meetings)
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Coaching
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Mentoring and motivating members to grow
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5 Dysfunctions of a Team
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Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, Inattention to Results
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Absence of Trust
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Unwilling to be vulnerable within the group (scared to open up)
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Fear of Conflict
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Seeking artificial harmony over constructive passionate debate (Not confronting the problem)
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Lack of Commitment
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Feigning buy in for group decisions creates ambiguity throughout the organization
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Avoidance of Accountability
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Ducking the responsibility to call peers on counterproductive behavior which sets low standards (Not confronting bad behavior)
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Inattention to results
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Focusing on personal success, status and ego before team success (Individual needs before the team)
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5 Stages of Team Development
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Forming, Storming, Norming, Performing, and Adjourning/Transforming
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Forming
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A group of people comes together to accomplish a mission. Everyone is polite at this stage. occurs when rules are finalized and accepted and when team rules start being adhered to
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Storming
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This is where members decide/argue what the intent of the team is and what the eventual goal is. (Conflict between members, Jockey).
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Norming
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Members reconcile disputes, “agree to disagree,” and focus on completing the mission.
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Performing
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Members are working together effectively to ensure mission success (Team is in Synch)
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Adjourning/Transforming
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When teams mission is over. They either leave (adjourning)the team or proceed to a new mission (transforming)
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4 Regression of Team Development
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New Member, New Goal, Team Schedule, Unresolved Conflict
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New Member
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New personnel can affect interpersonal relationships in ways that upset or reinforce team dynamics
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New Goal
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A new goal often sends teams back to the storming stage as they determine a new strategy or plan and reassign roles
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Team Schedule
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Altering a team’s schedule can affect performance because activities and roles usually change too.
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Unresolved Conflict
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Leaving conflict unresolved, allows team members to “take sides” creating even more conflict and drawing the team’s focus and momentum away from the goal
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4 Measures of Team Performance Assessment
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Talents, Expertise, Assessments, and Means Talents- Skills and Abilities
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Expertise
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Knowledge and experience
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Assessments
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Customer surveys, inspections, and performance evals
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Means
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Resources (equipment, financial, facilities, time, information)

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