Leadership: Teamwork, Collaboration, and Group Dynamics Analysis

This assignment delves into the critical aspects of teamwork and collaboration within a leadership context. It explores the fundamental differences between teams and groups, emphasizing the necessity of collaboration in achieving shared objectives. The assignment discusses the key elements of effective teams, including mutual dependency and common goals. It then examines the significance of team roles, drawing upon models like Belbin's Team Roles and personality assessments such as MBTI, to highlight how diverse team member characteristics influence team dynamics and performance. The assignment also addresses the importance of effective team behaviors, such as communication, accountability, and conflict resolution, while also touching upon Google's Project Aristotle. Ultimately, the assignment underscores the value of individual contributions, and the pursuit of collective achievement over individual glory within a team setting.

Teamwork and
Collaboration

The importance of working with people
 Reflect on the following
Why would anyone need others to work with? Many
people are talented and can do their jobs themselves..
Do you agree?

Team versus Group
 From your perspective, what is a team?
 How many teams have you been involved with?
 Is team different from a group?

Teams are a set of two or more people who are different from
others and are required to fulfil a given task or achieve a
given objective. They are required to interact, plan and act
together for the desired outcome (Bondevik et al. 2015).
The primary elements of a team are:
 Multiple members
 Mutual dependency
 Common or shared goal
Team?

Team
 Group of players who form one side in the competitive
games
 Come together to achieve the common goal

 “a collection of three or more persons who interact
about some common problems or have
interdependent goals and can exert mutual influence
over one another” - Wilson and Hanna (1990)
Group?

Group
 Employees in a single department doing different
duties, are a group
 Students in a class, is a group
 Passengers in an airplane, is also a group
 Family members, is a group

Drop the following elements in the
relevant box
Teams are important when
there are:
 All elements are in the
next two slides
Teams are not important
when there are:

A team is needed for various tasks
 Work in different locations
 For handling variety of customers
 Different working shifts
 For different mindsets and ideas
 For Shared workload
 For Achieving higher performance
 For more flexibility in work

Teams Are not Important When
 Tasks are easy
 Tasks require little communication
 Information is entirely held by one person
 Task can be carried out without knowing by the person
what other person is doing

How being in a team is helpful?
 They think together (brainstorming)
 They share innovative ideas
 They do number of tasks in the same time
 They encourage each others by communication
 They encourage each others by showing progress
 Team members get a break while work is doing by others
 They support each others
 Their group ideas are always better than individual idea (critical ideas)
 As human - Social interactions is a great form of happiness
 They increase our performance collectively
 They solve problems effectively

Learning in teamwork
Theories are not sufficient only to cover all aspects of
how to build a great team and how to become the great
team player. It is also about “willing to learn more” from
experiences. A life long learner will usually address their
own mistakes and learn from it.
Team members vary in their experiences, knowledge and
backgrounds; working as a team is a great opportunity
for those member to learn from.

 One of the main differences between teamwork and collaboration is that
team has a leader? True or False
 Performance is not increasing when people work together. True or False
 Being a part of group will have mutual influence over one another. True or
False
 Team is helpful when simple task can be taken by one person. True or False
Which of the following is a value of working in collaboration?
 Variety of knowledge and skills are pooled
 Enhance focus on one task at a time
 Work to be led properly
Unit 1

Every role is important
Employees around them are doing their part to support
their work to reach to the success. Even they do not
share the day-to-day goals, they still remain part of the
bigger team that share the overall vision of the entity.
Every single role of a team member is important, as long
as it supports the vision.

Role of team
The diversity of team members will bring different
abilities, personalities, expectations and preferences to
the team. If balanced team gathered, different roles are
been covered and result in team will maximize.
Belbin’s Team Roles is a famous model that explain
different roles which are needed for the team.

Belbin suggests that, by understanding our role within a
particular team, they can develop their strengths and manage
their weaknesses as a team member, and so improve how they
contribute to the team.
Teams can become unbalanced if all team members have similar
kind of behavior or team roles. If team members have similar
weaknesses, the team as a whole may tend to have that
weakness. If team members have similar team-work strengths,
they may tend to compete (rather than cooperate) for the team’s
tasks and responsibilities that will best suit their natural styles.
Role of team

People oriented roles Action oriented roles Thought Oriented roles
Coordinator
A traditional leader who guides
and sets the objectives need to
be calm and good at identifying
potential in people.
Shaper
Flexible and dynamic people
who are excited at the face of
challenge and steer the group
across it.
Plant
A creative person who is able to
think of new ideas and initiatives
for the groups. They seek praise
and find it hard to mould
according to criticism.
Team worker
Act as a negotiator within the
team to ensure that the
members cooperate with one
another. They are diplomatic and
flexible.
Implementer
They are able to visualise
whether an idea or a system
would be practical in real life or
not.
Monitor-Evaluators
Able to identify and evaluate
ideas that have been proposed
and decide whether they will be
feasible or not.
Resource Investigators
They are curious people who are
in search of better and new
resources for the groups which
may make the work easier.
Completer
Their role is to guide the team so
that they can able to deliver the
work within the deadline while
maintaining the quality of the
work.
Specialist
They are the oldest and most
experienced member of the
team who has most knowledge
about the tasks (Wahn et al.
2016).

Roles of team
 As it has been expressed that team needs to have different
roles that cover most of the aspects to become an effective
team
 Belbin suggested to have theses nine roles in the team, but
this does not mean that every team needs nine members.
Team member can take more than one role and some roles
can be missed based on the nature of the task.
 By understanding the differences in the roles, team member
will have clearer view of why leader did certain decisions that
might be not understood by every team member

Personality of team
 The diversity of team members will bring different
personalities to the team along with members with
experiences and abilities. The differences in
personalities can be a power to gain more results or a
reason for more conflicts within the team.
 To understand the team, the understanding of different
expected personalities is important. MBTI is one of the
tool used to discover the type of personalities.

 The Myers–Briggs Type Indicator (MBTI) is an introspective
self-report questionnaire with the purpose of indicating
different psychological preferences of how people
perceive the world around them and make decisions.
 MBTI has 16 personality types, types are typically referred
to as an abbreviation of four letters—the initial letters of
each of their four type preferences.
 A questionnaire is to be followed that would help us to
know our type
Myers–Briggs Type Indicator

Myers–Briggs Type Indicator
After knowing the personality types, review the following list
of types and reflect on the differences in types of people
 Practice
They pick a random five types and consider them as team
members. Imagine these five people are sitting in a meeting
room, discussing new product to produce and think about
how this discussion would go?
 They Follow a review of the types and their preferences

Role Description
ISTJ Serious and quiet, interested in security and peaceful living.
Extremely thorough, responsible, and dependable.
ISTP Quiet and reserved, interested in how and why things work.
Excellent skills with mechanical things. Risk-takers.
ISFJ Quiet, kind, and conscientious. Can be depended on to follow
through. Usually puts the needs of others above their own needs.
ISFP Quiet, serious, sensitive and kind. Do not involve in conflict. Loyal
and faithful. well-developed senses
INFJ Quietly forceful, original, and sensitive. Tend to stick to things until
they are done. Extremely intuitive about people, and concerned
about their feelings
INFP Quiet, reflective, and idealistic. Interested in serving humanity.
Well-developed value system, Extremely loyal.
INTJ independent, original, analytical, and determined. Have an ability
to turn theories into plans.
INTP Logical, original, creative thinkers. Can become very excited about
theories and ideas.

Role Description
ESTP Friendly, adaptable, action-oriented. "Doers" who ocused on
immediate results. Risk-takers
ESTJ Practical, traditional, and organized. Likely to be athletic. Not
interested in theory or abstraction
ESFP People-oriented and fun-loving, they make things more fun for
others by their involvement
ESFJ Warm-hearted, popular, and conscientious. Tend to put the
needs of others over their own needs.
ENFP Enthusiastic, idealistic, and creative. Able to do anything that
interests them.
ENFJ Popular and sensitive, outstanding people skills. Externally
focused on how others think and feel.
ENTP Creative, resourceful, and intellectually quick. Good at a broad
range of things. Enjoy debating issues
ENTJ Assertive and outspoken - they are driven to lead. Excellent
ability to understand difficult organizational problems

Myers–Briggs Type Indicator
 Probably if they pick ESTJ and ESFP in the team, they will have the full focus
on others and have their own discussion. They may talk about the product
issues, solution and starting new topic to talk about without giving chance to
other members to talk.
 People may find this discussion healthy because it is result in good ideas and
solutions, but it is also unfair for those who are attending the meeting and
could not get the chance to talk.
 Understanding differences in personalities will result in using the power of
diversity, and team member need to understand why team leader sometimes
slowing down the speed of discussion and giving chances to others

Always be an effective Team Player
 To have the right to ask others to do so
 To provide support to other members
 To deal with conflicts and issues effectively
 To share ideas
 To reach the team goals
 To learn, exchange knowledge and experience

Good Behaviors of a team player
 Have the ability to admit their mistakes (take accountability)
 Promote positive relationships with others
 Have a non- judgmental hearing to complaints, concerns,
and suggestions
 Show respect for others and value their diverse backgrounds
and experiences
 Accept sharing of other’s workload
 Give credit for work, and recognize other’s contribution
 Provide constructive criticism

Good Behaviors of a team
 Acknowledge their limitations
 Keep their promises and stick to their commitments
 Put the success of the team before their own
 Put their ego aside
 Have empathy for what other team members go
through.
 Maintain Integrity, high professionalism and personal
standard

“This is not part of my job!”
If you hear that says from a team member, will you consider that a good
behaviuor?
YesNo
It would not consider a good behavior if it was a way for a team
member to get rid of a task or blame someone else had on an
issue happened.
It will be a good saying if it means “It is not MY job, it is OUR job”,
Yes or No can be
click, both will
show the full text
below
A big image of a team member
pointing others or throwing
papers away from itself

 Job descriptions will not cover all behaviors needed for
the role of team member. Therefore, it is a good
practice going beyond the usual expectations and
focus on “what contribution can make towards the
team goals ?”
Achievement and Magnificence

Achievement and Magnificence
Some people get confused between success and glory.
Both are close to each other in a way but not all success
is glory.
 Which one do you seek while being a team member?
Achievement Magnificenc
e

 Ahmed is a pediatrician, he works in a hospital treats little ones
and guide their parents for the way of taking care of them. After
a long working day, Ahmed sat at home to watch TV and started
staring at the TV presenter asked himself, this person is doing a
good job, how famous this person is? How successful is he?
 Is Ahmed right? Is the TV presenter successful just because he is
famous?
Example

Difference between Achievement and
magnificence
The TV presenter got the glory, became famous and center
of lights, but also, a team of 10 people supported that TV
show to gain such success. The show director, the camera
man, the lighting engineer, the script writer, and many of
the team members working beyond the veil. All of them
have succeeded with their jobs, but one person got the
glory and became famous. Everyone got success at the end
because the whole team members worked successfully
together and the team is considered a successful team.

Difference between Achievement and
magnificence
What about Ahmed’s himself ? Ahmed is also a team
player in his role, he will not be a successful doctor
unless many people support his duty, such as the admin
who coordinate patient’s time table, a reliable document
controller who keeps records, a good nurse taking care of
the process and a translator sometimes.
Getting the glory is good, but getting the overall team
success is important.

Team behavior
The way team members behave to their fellows and
toward the tasks is what create the end results. Having
the right behaviors for the team is as important as
having the right competencies.

In 2012 Google ran a project known as Project Aristotle. The
company’s executives worked hard on finding the perfect mix of
individuals necessary to form a stellar team. They believed that
building good teams means combining the best people. But it was not
that simple.
“They looked at 180 teams from all over the company. They had
important data, but there was nothing showing that a mix of specific
personality types , skills or backgrounds which made any difference.
The ‘who’ part of the equation did not seem to be matter.’’ – Abeer
Dubey, a manager of people Analytics division in Google.
Example

Talented team
Companies and team leaders desire to gather talented team players expecting that
more talent improves the performance. That would be true as the talented team
player in a particular field will do better than a normal team player.
If the team leader succeed in getting many starts in one team, that may fall into “Too-
Much-Talent Effect”, which refers to the team which has more talent than needed.
Some studies found that the percentage of top talent on a team affects intrateam
coordination. Therefore, success requires collaborative, cooperative work towards a
goal that is beyond the capability of any individual.
Many teams with too much talents could not achieve as much as less talented
members with good assistance and coordination.

Talented team
A balanced team
 Is a good alternative. A team with enough talented
member have enough support, able to learn from the
experiences and maintain a good level of coordination
and communication will help to gain suitable results

Tuckman’s Model
 Team stages of Bruce Tuckman’s Model
 Dr Bruce Tuckman published his Forming Storming
Norming Performing Adjourning model as a helpful
explanation of team development and behaviorur
Forming
Storming
Norming
Performing
Adjourning

Forming
The starting stage, where the group is not a team yet but
a number of individuals. Members have not gained much
understanding about functioning together. Roles and
responsibilities are not clear. Individuals will be keen to
establish their personal identities in the group.

Forming
 Knowing each other
 Agreeing in roles and procedures
 Curiosity about what is next
 Showing off
 Discussing issues not related to the main goal

Storming
In this stage, members start to push the boundaries as
their work and interact with one another. Personal
agenda may be revealed and some interpersonal hostility
is to be expected. Conflicts may arise at this stage due to
compatibility issues. This is the stage at which many
teams are known to be fail.

Storming
 Differences in opinions
 Resistance on other’s ideas
 More arguments and competitions
 Jealousy

Norming
In this stage, team members establish the work pattern
and norms for the group. They resolve their differences
as they are motivated by the idea of the shared result
and need to cooperate for achieving it.

Norming
 Resolve the differences
 Accepting others
 Respect their authority as a leader.
 Members may socialize together
 Ability to ask one another for help and feedback.
 Stronger commitment to the team goal
 Start to see good progress towards goals

Performing
In this stage, most of the work is done and a leader is
required to guide the direction of the actions.

Performing
 Much of your work is delegated
 People can join or leave, that will not disrupt
performance
 Members have better understanding on strength and
weaknesses of others
 Feel the team spirit

Adjourning
In this stage, the team is disbanded and the work
relationships and preferences need to be broken.
Members may face significant uncertainties as they
move away to new challenges.

Adjourning
 Everyone start moving towards the new challenges
 Feelings of insecurity will increase by the uncertainty
of the future
 Time to celebrate the achievements of team
 They may need feedback on how well they have done.

The Six Thinking Hats technique of Edward de Bono is a
model that can be used for exploring different
perspectives towards a complex situation or challenge. It
helps to see things in various ways. Each of the hats is
named by a color that is mnemonically descriptive of the
perspective that one adopts when wearing the particular
hat.
 Click on each hat to explore the thinking preference.
Edward de bano model- six thinking hats

 White
Information: consider information, data and facts
 Red
Emotions: intuitive reactions or expressions of feelings
 Black
Judgement: identify mistakes, barriers or mismatches
 Yellow
Positive view: identify opportunities and looking for harmony.
 Green
Creativity: generate fresh ideas and new directions.
 Blue
Organizing: thinking about the process.
Six thinking hats represents

Benefit of Six Thinking Hats
Main benefits of the Six Thinking Hats are:
 Allow to express ideas without any risk
 Create awareness of multiple perspectives
 Better to say “let’s remove the back hat” instead of
“we are thinking negatively”

Six Thinking Hats – exercise
Here you are a team leader in a meeting with your team, you are
discussing the new product that been designed. You want to get
their feedback about it and distribute new tasks related to
convincing current clients to use it
 You will find here some of the responses from the team
members, try to detect which one is related to which hat.
 You can always click the “Hats logo” on the top right to explore
the colors details.

Six Thinking Hats – exercise
 Ahmed: The new product can be fine, but I think our
current clients are happy with what we are providing
now. Companies are not open to pay higher prices and
this is a challenge.
Black

Six Thinking Hats – exercise
 Amal: What about creating smartphone’s app that can
have the needed information about the benefits of the
product
Green

Six Thinking Hats – exercise
 Salem: We would have more time to work together on
other tasks if we give only one of us the duty of
showing the product to our clients. Clients will love the
benefits of the new product.
Yellow

Six Thinking Hats – exercise
 Samar: In my experience, most of the current clients
we have are very genuine and very open to hear about
the new products we are offering them.
Red

Six Thinking Hats – exercise
 Fahad: Convincing client to start using our products is
a marketing activity. We have no marketing policy that
has been written yet. We do not even know who has
experience in marketing.
Blue

Six Thinking Hats – exercise
 Rabei: I could agree with many of the point of views
here. I am sure our plan can go well because three
other similar providers had a market share by
developing a product similar to the one we are having
now.
White

Team building
Team building is a systematic process designed to improve
working relationships and team functioning such as,
 problem solving, decision making and
 conflict resolution that enables the group to overcome
goal blocking barrier.
 Develops Communication and Collaboration
 Encourage Teamwork
 Builds team bonds and Trust

Team building
Team building includes various types of exercises, games and social
experiences in purpose of enhancing social relation among the
team using collaborative tasks. It can be indoor or outdoor, easy or
complicated and takes short or long time.
These activities may include:
 Lunch together
 Explore a new places
 Volunteering in a community service
 Sharing personal goals or accomplishment of goals.

Team building
Team building activities can be games, for example:
 Jigsaw puzzle race
 Build a tower using office stationery
 Blindfolded walk with verbal instructions
 No smiling game
 Room escape games
 Sports game
 Say your name backwards
 Online gaming sessions
Remember: you can create your own team building activities

Team building
To enhance the impact of the team building activities,
they consider the following:
 Choose a convenient time and place for everyone
 Consider members’ cultures when choosing the game
 Provide adequate brief and explain the goal
 Acknowledge their efforts
 Listen to their feedback

 The Five Dysfunctions of a Team by Patrick Lencioni is a
teamwork approach found that the existing discord
among the people was the cause of failure.
 He identified the five areas of discord and went to
improve them to enhance teamwork efficiency. These
five aspects form the fundamentals of teamwork.
Trust Communication Commitment Accountability Results
Efficiency of teamwork

Teamwork Efficiency
 The Lencioni Model

 Faith is a sense of dependence on another person. However,
the sense of trust required should not be based on reliability
but on vulnerability. This means that even if it is preferred
that the team members are all equally capable but can also
account and improve another member’s lacking.
 Team member need to start giving trust to certain extend
until finding that other members are trustworthy. Giving trust
can become in many occasions the first step to gain trust.
Faith

 Interdependence and shared objective necessitate
clear communication of plans and objectives. However,
in case of a conflict or debate, a team should be able
to bring out the best solution.
 Good level of communication can help in reducing
conflicts by showing the real intentions and deliver the
accurate message.
Effective Communication

Effective team player always need to pay enough efforts to enhance communication
among team members. That can be enhanced through the following:
 Using the right communication channel. For example, face-to-face communication
help to know the reactions and gives better chance to get a feedback rather than
sending emails.
 Repeating message and elaborating information would help other to receive
clearer meaning.
 Developing active listening skills to be able to listen properly, analyse and then
answer. This decreases the chances of debates and conflicts
 helps in ensuring getting the right message from others more often.
 Giving feedback of what is understood would help the message sender to know if
clarification is needed
Ways of enhancing communication

 All the members need to be equally committed and
motivated to the task. This further eases their concord
and allows all of them to be on the same page. Those
who are not adhering to deadlines may impedes others
tasks.
Obligation towards task

 Within a team, a situation may arise where a certain
member may be lacking in any aspect or may have
been unable to perform for whatsoever reason. The
rest of the members need to be able to account for the
lacking so that the outcome is not affected.
Answerability

 The key objective of establishing a team was to bring
about desired results. Therefore, results act as a
measure of success and harmony in a team. Therefore,
an efficient team needs to be able to fulfil the
objectives and achieve the outcomes.
Consequences

 Team members will be engaged in the team when they
feel belonging to the team. The feeling of belonging is
to be reached when the team member feel that his/her
own goals are align with the team goals
 There are many aspects every team member and team
leader need to either consider or avoid in terms of
enhancing the level of team engagement
Clear vision Reliability Cooperatio
n
Team
Culture
Team
cohesion
Conflict
Management
Engagement of team

Clear vision
 A clear vision to every team member will guide all the
work they do. It will drive more passion in the group’s
efforts and lead to more effective work practices. A
clear vision will help members to alight their personal
vision to the team vision.

Reliability
 The team is able to account for any lacking or
individual failure, the members need to be reliable in
themselves. This means that they are able to perform
their share of work within the stipulated time in a
manner that is acceptable and do not cause any
inconvenience to other members.

Cooperation
 The members are dependent on each other and need
to collaborate their efforts and skills to achieve the
shared goals. This requires them to cooperate with one
another and align their work styles accordingly. Often
sharing a common goal or objective promotes the
members to cooperate and adapt with one another.

Team Culture
 A team culture is made up of the values, beliefs,
attitudes and behaviors shared by a team. It is how
people work together towards a common goal and how
they treat each other. Team could be more engaged if
these attributes are positive and respectful by all
members.

Team cohesion
 Being a cohesive team means that not only are team
goals met but everyone feels like they have
contributed to the overall success. Individuals on a
cohesive team tend to focus more on the entire group
rather than their individual selves and are more
motivated to work towards the team goal.

Conflict Management
It is normal for any team to have conflicts based on the differences in
expectations and personalities. It is a good practice to use the
available tools to manage the conflict such as,
 the team vision as a reference to make an agreement,
 team culture to set expectations,
 communication to converging points of view,
 and commitment to increase trust.
In day-to-day work, team building is a good tool for the leader to use
in terms of manage conflict and engage team members together.

Characteristics of an effective team
Remember some of the teams you were part of and
based on the characteristics reviewed, where they are
effective teams?
It may be hard to decide whether a team is Effective or
Ineffective. Sometimes a team can be effective to some
extent.

The need of a Team leader
 Team leader is one of the important role in the team
 Why would leader is needed?

The need of a Team leader
 Inform about when and how commencing tasks
 Approve communicate methods
 Solve conflicts
 Deliver information
 Provide support
 Facilitate working needs
 Maintain processes
 Follow up with deadlines
 Make decisions

The need of a Team leader
 Initiates action, communicate the policies and plans to the subordinates
from where the work actually starts.
 Motivates the employees with economic and non-economic rewards
 Providing guidance by instructing the subordinates the way they have to
perform their work effectively and efficiently.
 Creating confidence by expressing the work efforts and explaining roles.
 Building morale, and getting employees into confidence and winning their
trust.
 Builds work to help in stable growth.
 Co-ordination and reconciling personal interests with organizational goals.

The need of a Team leader
If you are the team leader, you have to lead the team to
success, but if you are a team player, you have to
support the leader to do.

The need of a Team leader- example
Learn from birds
 When birds fly together in V formation, they
increase the speed of flying up to 71% and
reduce the needed energy (comparing to one
bird)

The need of a Team leader
Learn from birds
 When the bird Leader tired of continuous
flight in the forefront, it goes to the rear and
replaced by another bird.

The need of a Team leader
Learn from birds
 When any the bird tire, hurt, or get sick.
Other birds also leave with it to provide help
or protection . They may stay with it to death
or until return to fly again

Behaviors of Team Leader
In 2000, while Steve Jobs were managing Pixar company, Ed Catmull explained why
Jobs decided to make a single vast space, with an atrium at its center for the
employees instead of three buildings.
“The philosophy behind this design is that it’s good to put the most important
function at the heart of the building. Well, what’s our most important function? It’s
the interaction of our employees. That’s why Steve put a big empty space there. He
wanted to create an open area for people to always be talking to each other.” – Ed
Catmull, the president of Pixar.
 This incident indicated the importance of getting different cultures to work
together and collaborate. On the other hand, it indicate how a leader is to care
about own team benefits in advance

Top six leadership Behavior
The Top Six Leadership Behaviors based on Multifactor Leadership
Questionnaire (MLQ)
 Building trust
 Acting with integrity
 Inspiring others
 Encouraging innovative thinking
 Coaching people
 Rewarding achievement

Situational Judgement
 Team member will understand several elements force decisions
and actions conducted by the team leader.
 As long as team member have a clear view on the vision to
understand where the team is going, also, day-to-day situation
that happen with other members, customers, policies and product
might also result unexpected decisions by the team leader
 It may looks unfair for the team leader to treat each member
differently, why leader will do that?
 Sometimes this is because of the level of knowledge and
experience every team member has.

Situational Judgement
 Experts should understand how to deal with different level
of experience among team members
 New team member need to understand why he/she it
getting directions instead of being delegated
 It is valued to understand how leader’s do their actions
 Hersey and Blanchard situational leadership model is a
tool helping leaders to know the way to deal with team
members based on their experience and confidence
Follows, Hersey and Blanchard situational leadership model.

Situational Judgement
Member type Leader’s Behavior
Follower lacks experience or skill, and
confidence to do the task, and may
also lack willingness.
Telling - Leader gives precise firm
instructions and deadlines and
closely monitors progress.
Follower lacks the ability due to lack
of experience, but is enthusiastic for
the work.
Selling - Leader explains goals,
tasks, methods and reasons, and
remains available to give support.
Follower is capable and experienced,
but lacks confidence or commitment
and may question the goal or task.
Participating - Leader works with
follower(s), involved with group,
seeks input and encourages efforts.
Follower is capable, experienced,
confident and committed to the
goals.
Delegating - Leader gives
responsibility to followers for setting
goals, planning and execution.

 The important role in a team is:
Team Leader
Specialists
Assistants
All roles are important
 Efficiency teamwork require:
Good communication
Trust
Accountability
Cooperation
All of the above
 Understanding personalities is a helpful way to:
Form the right team members’ personalities
Understand the differences and adjust according to it
Keep people who have similar personality to me
Unit 2

 All roles of Belbin’s team must be in every team to be a
successful team. True, False
 The Myers–Briggs Type Indicator (MBTI) is the only model that
helps in understanding other’s personalities in the team. True,
False
 Even when team members have a good level of Emotional
Intelligence to assess the situations, proper feedback is also
needed. True, False
Unit 2

 The needed team is a compensation between the right skills
and the good behaviors. True, False
 Team building activities are tools can be used to enhance
team cohesion while they are in Storming phase. True, False
 Six thinking hats is a creative thinking method. True, False
 Having some conflicts within the team is normal. True, False
Unit 2

The story shared by MOTAZ BASHIR illustrates the use of teamwork at a small level.
While planning his vacation in RAK with his family, his kids wanted to spend a day
in the water park. He found on the internet a good offer of 50% discount on the
tickets, he followed the steps of booking and assumed that booking is completed.
However, when he called the manager of park to ask about the opening time, he
was disappointed to find that the system do not show his booking.
The lady receiving the call did not ask for much specification and just assured that
the online system must be updating at that time and she promised them to find a
good solution when they arrive.
The team behind the phones, the front desk counter and the website administrator
worked together to accept MOTAZ and his family to get into the park for the same
cost they paid. This story shows how people from unrelated departments, acted as
a team in order to achieve a task within a limited amount of time.
Collaboration story

Values
Having core team values can help to ensure each of the members are working towards
the same common goal, and share a bigger purpose. The value of having agreed core
values that it will shape team culture and inspire members.
Theses are some of the values companies have:
 Integrity
 Honesty
 Trust
 Accountability
 Commitment to Customers
 Collaboration
Team values have to be emerged from the company shared values and to be delivered
to the team members. To maintain a good team culture, keep the collaboration value as
one of the values in the team.

 Build and maintain trust
 Expect conflict to reach consensus
 Embrace change and support others to do
 Improve self awareness and provide feedback
 Establish a level of structure, and control to avoid stifling innovation
 Make decisions, do not keep pending issues
 Foster continuous communication
 Build championship teams, the right players and the right attitude
 Provide recognition and rewards for achievements
 Create a space for learning experiences
Ways of enhancing collaboration

Play scenario
You are a team member with a group of 10 other
members. They are going to tell you about the tasks, and
you may choose the best possible action to reply from
the available choices.

Play scenario
This is the first time I miss my task’s deadline, I can not give
you the report today, I am really sorry.
 That was unacceptable, I will escalate this to the team
leader so you will do it again (What about giving other’s a
chance)
 Ok, I will reschedule my time for that, but make sure this
does not happen again (You did good, you showed fixability)

Play scenario
I think our leader does not trust me, he keeps telling me
what to do without giving me a space to find out
 He does not trust me either, he does the same to me
(What about considering the situation)
 He does that sometimes to me when he think this is the
first time I do such a task (Yes, it is a good idea to
consider the reasons behind actions)

Play scenario
Do you think we can achieve the big goal we have set for
us?
 We can hope (Hope might be not enough)
 Maybe if we do good efforts (Good to be ambitious and
realistic)

Play scenario
Our fellow do not like me, they have a objection to every
opinion I give in the meeting
 They are experts and have more knowledge about the
work (what about considering the feelings)
 What about trying to explain your opinions and its pros
and cons at the same (That can be a solution)

Play scenario
My work fellow always copy me in his emails, I do not like
being involved in every single communication
 You should accept that as what your fellow is doing is not
wrong (fine but there is no solution here)
 I would try to give my fellow a nice feedback on what to
copy me with (Getting agreements will make everyone
happy)

Play scenario
Sally keeps giving me a letters with the old formats while she
knows we have a new template to use. I keep fixing her work.
 You should give her a feedback of what to do, tell her in a way
that this is wrong (Possible, but what about being supportive)
 You may remind her again about the new template and teach
her how to use it (Yes, sometimes people forget and
sometimes they don’t know how to use simple things)

Play scenario
Adam sent me three emails explaining the requirements
and I did not understand about what he is saying, I asked
him to explain or to cancel his off-day
 It is his responsibility to not to go off when he has work
(Does explaining need to change people’s plans)
 Called him, he is not good in writing emails (Two ways
discussion is always better than one way written
emails)

Course Conclusion
An understanding of teamwork and the diversity of team
members has a real benefits for the team player in terms
of improved team behaviors and becoming an effective
team.