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Team Building Training

Team Books 3_cropNew Directions has been working with teams since 1986 and Deborah Mackin, New Directions’ Founder and President, has written three successful books on team concepts (The Team Building Tool Kit, Second Edition, The Team Building Tool Kit and Keeping the Team Going) , so it’s no surprise that the most requested workshops at New Directions are on the implementation of teams.

Most specifically, organizations inquire about the workshops and trainings we recommend for the introduction of teams into an organization, which are included in our team-focused services.

Training becomes the grounds in which your people, who naturally lean towards individualism, learn and develop skills to become a HPT culture.  Trying something new can come with some pain and avoidance; training helps build competency, commitment and courage to build a culture that can withstand the ups and downs of implementation.

Training for new teams includes:

HIGH PERFORMANCE TEAM BOOT CAMP

Day One:  Why Teams and How They Work

It is critical that leadership understands how teams function, what type of culture is required and how leadership must champion a change to high performance teams.  Leaders must have a level of competency before launching teams, so they can serve as a resource to team members who will have many, many questions.  There are very specific responsibilities, processes and relationship issues that must be understood in order to achieve success:

  • The business case for teams: data on results, a competitive strategy
  • The definition of a team and how teams differ from groups; types of teams
  • The developmental cycle of a team and what is needed to help a team progress through the cycle to high performance
  • Identifying teaming goals and constructing team charters and protocols
  • Understanding the multiple roles and responsibilities, authorities and accountabilities on a team, including the Star Point and RASCI systems
  • What to expect when rolling out a team, including a sample roll-out plan for a typical team
  • Recognizing the different team member styles and how to gain advantage by using the style differences effectively*
  • Assessing the organization’s current challenges and strengths for proceeding; identifying key action steps for moving forward

*Myers-Briggs Personality Assessment

Day Two:  Maximizing Team Effectiveness (8 hours)

A team meeting is the team’s “playing field” and how they work together determines their success, whether a leadership, project or self-directed work team.  Throughout, the team must share information, problem solve and make decisions, recognizing when to strive for consensus and how to do it.

  • Expectations for how the teams will function on a regular basis and the requirements for them to be successful
  • Set up the teaming structure including team meetings and communication with the team
  • How to implement team roles:  Coach/Team Leader, Team Associate role, Star Point roles, rotational meeting roles, SMEs, other team roles
  • The role of leadership as the sponsor of teams
  • Putting in place team measurement systems and other teaming tools
  • Identifying key behaviors of team coaches
  • Developing the team’s decision-making and accountability systems – from involvement to empowerment

 

TEAM COACHES BOOT CAMP

Day One:  Transitioning from Supervisor to Team Coach

  • Understanding the Role of Coach and the development of the mini-business unit model
  • Identifying transitional issues and best strategies to adapt to a new approach
  • Developing 5 Core Competencies of the Team Coach:
  1. Communicating information to the team
  2. Providing clear direction and prioritization
  3. Transferring ownership and accountability
  4. Acknowledging and reinforcing key behaviors
  5. Modeling teaming behavior
  • Developing the Week In The Life Of… coaching details
  • Learning how to assess own coaching performance

Day Two:  Building the Team’s Support Structure and Systems

  • Identifying critical teaming support structures and systems and how they develop throughout the teaming process
  • The team meetings:  top of shift and weekly team meeting:  how to structure and coach through typical issues that arise
  • Interfacing with the Star Point system – the role of the coach and the role of the star point leader
  • Building the Team Daily Management System:  determining what to measure and how to increase team involvement in the measuring process
  • Encouraging a continuous improvement mindset on the team to get “quick returns” on teaming
  • Assessing and evaluating team progress

 

TEAM ASSOCIATES TRAINING

Scripted modules, participant workbooks, PowerPoint slides and learning aids are available for each of the following modules.  NDC licenses the modules to the organization at each site:

  • Building an Effective Work Team
  • High Performance Team Meetings
  • Conflict Resolution Skills for Team
  • Team Decision Making

All trainers must participate in a Teaming Boot Camp and must be certified by NDC in Adult Learning, Learning Styles and Presentation Skills.  These modules are provided for each team during its start-up process.  NDC must have ongoing relationship with the training team and have opportunity to oversee the quality of module delivery. Cost per license per module for all elements (workbooks, PP, script, learning aids) is $1,750/module; assessment tools are purchased by the client.

 

BUILDING AN EFFECTIVE WORK TEAM

Day One: Building an Effective Work Team

  • Understand the culture and values in a high performance work team environment,  how teaming affects our daily work, and why teams are a competitive strategy at GMCR
  • Build the team’s charter and protocols
  • Recognize how a team develops over time
  • Understand key tasks and roles utilizing Week in the Life of…for a Team Associate
  • Understand the role of the coach, the Hand-Off plan and the RASCI chart
  • Recognize own team member styles* and how best to interact with others
  • Utilize the team approach in a simulation:  The Marble Race
  • Transfer the knowledge into an action plan for getting your team started

*Participants complete the Team Player Tool

Day Two: High Performance Team Meetings

  • Understand how meetings are the team’s playing field and how high performance meeting differ from traditional meetings
  • Set up an effective meeting structure for team huddles and team meetings utilizing a “common architecture” for all team meetings including the Team’s Help-Hinder
  • Build and drive a results-driven agenda with clear action items and construct the team’s Meeting Protocol
  • Understand and perform key meeting roles:  facilitator, scribe, timekeeper and process observer
  • Understand the role of the coach in the team meeting
  • Employ meeting tools and strategies through a series of meeting simulation
  • Handle common team meeting problems
  • Practice team development through a series of team huddles and team meetings

 

CONFLICT RESOLUTION SKILLS FOR TEAMS

  • Understand how teams view conflict and the expectations regarding conflict resolution
  • Understand and identify the classic roots of conflict
  • Apply the “Ladder of Inference” and see how mental models create conflict situations
  • Recognize the five conflict resolution styles:  Thomas Kilmann Conflict Style Inventory*
  • Recognize the two phases of conflict and appropriate responses:  the emotional phase and the rational phase
  • Learn a five step process for effective resolution
  • Apply RISC and PAUSE models to give and receive feedback during conflict situations
  • Build a team conflict resolution approach

* Participants complete the Thomas Kilmann Conflict Style Inventory

 

TEAM DECISION MAKING SKILLS

  • Identify how teams make decisions and the options available to them
  • Understand the critical steps in good decision making:  decide how to decide, separate discussion from decision making, create clear action items to execute the decisions
  • Understand the cognitive biases that impair our ability to make good decisions
  • Know our personal decision-making style preference
  • Apply a 4-Step decision-making approach
  • Understand the consensus process and apply it in a training simulation:  the Subarctic Experience
  • Build the team’s decision making protocol

 

STAR POINT LEADERSHIP TRAINING

SPLs attend the Introductory Teaming Boot Camp and then participate in a 1-day  SPLeader training session

  • The Star Point System Design
  • The Role of the Star Point Leaders and Star Point Coordinators
  • Building a cross-functional “net” to oversee and catch issues before they arise
  • How to lead and interact with your Star Point Coordinators
  • Building Subject Matter Expertise in each star point role
  • Designing Star Points into the Team’s Daily Management System and Team meetings
  • Typical issues and hurdles SPLs have to overcome in this new culture
  • Detail “life in the typical week of a SPL”

 

OTHER TEAM TRAINING MODULES:

 

  • Empowerment Training for Supervisors (Coaches) and Managers
  • Skill Development for Mentoring and Coaching Self-Directed Teams
  • Team Leader: Preparing for a Challenging Role
  • Interviewing Skills: Team Hiring
  • Overcoming Team Problems
  • Molding and Motivating Your Organizational Team
  • A Team Performance Management System including peer review

 

Uncertain as to which training program best meets your needs?
Use our Team Assessment Tool to assess your team’s skill level and select the training topic your team needs most.

 

Contact our teaming specialists to start your team development today:

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An innovative training and employee development firm located in southern Vermont since 1984, we specialize in helping organizations get the most out of their people by raising the bar, inspiring potential and partnering with organizations to build a people-centered, high-engagement culture.

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