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This is a Clilstore unit. You can link all words to dictionaries.

Methods for a team development

 

EQF LEVEL (INTERNAL REFERENCE): 3 

 

Keywords:

Introduction: 

Expected Learning Outcomes:

By the end of this learning unit, you will have gained a broad overview of different ways of developing your team using targeted exercises, of both a theoretical and practical nature. You will be able to apply these methods yourself within your team and understand the outcomes

Content: 

Teams which work well together are more productive, successful and, above all, happier. Before the team gets on with the work at hand, i.e. achieving their common goal, a team has to be developed. Unfortunately, no one perfect method for developing a team exists. 

 

IMPORTANT: No matter which method you decide on, you also have to take the team itself and the individual team members into account and find a method which works for your team specifically.

Essentially, it’s the head of’s or team leader’s job to show their team a specific method and the team members’ job to apply it. 

You can divide methods up into two rough groups

  1. Classic, more theoretical methods
  2. Practical exercises

 

You’ll find some potential methods for team development listed below:

Personality Tests

Personality tests provide a good basis for team development. This way, you can get to know team members a little better, assign them fitting roles and apply their skills in a targeted fashion. 

Reflection/Self-Analysis

With the help of reflection or self-analysis, team members can establish where their similarities and differences lie. This can be done using questionnaires which are then discussed at the end. 

Using the GRPI model factors, team members learn to think as a team. The team members answer the questions together (see illustration above) and, in doing so, they learn to pull together. 

 

Non-Violent Communication (NVC) according to Rosenberg

This model can be applied as a method for defusing communicational issues. This should be a way of opening up new channels of communication in which team members can communicate respectfully and fairly with one another. 

 

Team Roles according to Belbin

A team is defined by its team members and their different personalities, skills, strengths and weaknesses. Belbin came up with different team roles. If you get better acquainted with the different roles in the team then it may help you to better understand individual team members.

 

Feel Good Management/Happiness Management

A Feel Good Manager cares about their team’s wishes. They would like to make their team happier and help them to feel closer to one another. Feel Good Managers often use team events, after work events, questionnaires or conversations in order to do this. 

 

Design Thinking

Design Thinking allows teams to try out new ways of thinking. This allows the team to uncover the cause of any tension and look for a potential solution to said problem. 

 

Coaching

A coach helps to make room for new ideas and perspectives. Simple conversations, role plays or discussions help to do this. Similarly to the Design Thinking model, the team members learn new ways of going about things. An important thing to remember though is that the coach only serves as a supporter or guide. 

 

Moderation

A moderator helps to analyse processes within the team. They make suggestions which should help the team to achieve the goal set. He or she is also only a guide for the team. They should be able to identify the strengths and weaknesses of individuals in the team. By supporting individual team members, the whole team should feel supported. 

 

Teambuilding

Teambuilding can be used even in the early phases of team development, to release tension. Normally team members are encouraged to play games or similar with each other in order to do this. Outdoor activities might also be incorporated. 

SOURCES

 

Clilstore

Short url:   https://clilstore.eu/cs/10937