The Team Development Process
“Developing effective teams takes time…only ongoing process of development will produce sustainable change”
For Management, Supervisors, and Employees
Are you serious about team development? Is your team maximizing collaboration in todays fast-paced business environment? Would you like your team development to move beyond the on-time training session? Then this is the process for you.
Compliance Training Group offers you a tested development process that will take your team to the highest level of effectiveness. No training is effective unless behavior changes, and the TDP accomplishes this through initial training, action planning, practice in the workplace, and follow-up testing and reinforcement . Particpants do not move on until competency is demonstrated at each stage in development.
Training Profile
Highly interactive, involving small groups of 25-50 for discussion and using MS PowerPoint, and the use of video (optional), this training provides review of team development by introducing a 3 phase training module. The training session will begin with Module 1: Communication and trust, Module 2: Innovation and Change, and Module 3: Shared leadership.
Length: 2-Hours (depending on clients needs)
The Team Development Problem
Analyze the development and scope of Team Development. Team Development Process will become an important part of doing business, because it prompts clear communications, which is often an ongoing problem between management and employees.
Defining, Identifying, and Understanding Team Development
- Effective vs. Ineffective ways to communicate.
- What barriers exist in Team Development?
- The origin of Team Development both for management and employees.
- Developing new ways of bonding as a Team by implementing the 3 step program
Legal Obligation to the Employer
The benefit to the employer in implementing Team Development Process is that everyone is able to communicate with each other more effectively, work production and morale increases.
Team Development Process
- Understand “perceptual filters” biases, triggers
- Substantive, Procedural, and Psychological Needs
- Agreement ground rules
- Using active listening techniques
- Using “I-messages” as tools for clarification
- Identify Issues Clearly and Concisely
- Clarify Feelings
- Build an agreement that works
