Why Team Development?
In organizational environments where people interact, the
concept of team is very prevalent today – however, can your
team be more effective? Our approach is to identify those
characteristics that can help your organization apply effective team development
techniques to daily situations. This can be achieved by providing the tools
needed to build upon the knowledge and skills necessary to create a productive
team.
Training Progression:
Phase I – Assessment
Utilizing TeamWorks’ assessment tools and surveys, our facilitators
will meet with organizational leaders and training participants to custom
design team development programs and facilitation services that will meet
the assessed training needs of our clients.
Phase II
All programs start with interactive style assessments and training to enhance
constructive communication and to illustrate the following:
- Group Awareness
- Values – Attitudes – Behaviors
- Awareness of self and others
- Valued Interaction
- Frustration
- How common and diverse interactive styles communicate & interact
Phase III
Interactive style training is the prerequisite for the following team training
& development programs:
- Characteristics of Effective Teams & Organizations
- Group Decisions & Creative Problem Solving
- Conflict Management
- Effective Communication
- Change & Transition
- Multi -Team Interaction (cross-functional teams)
- Meeting Management
- Experiential Learning (see Experiential Training below)
Phase IV
Continuous Improvement training & facilitation is the subsequent phase
of all TeamWorks' training and development programs (see the Continuous Improvement
Process Training & Facilitation outline).
Experiential Training Curriculum:
Introduction
Experiential Challenge Course training
is designed to illustrate & simulate instructional concepts as well as
practice skills and competencies. The low element challenge course initiatives
have been created to support team and leadership development in the following
areas:
- Constructive Communication
- Improving Problem Solving Skills
- Developing Group Decision Making Processes
- Conflict Management
- Effective Leadership
- Effective Group Dynamics
- Empowerment & Delegation
- Managing Resources
- Resource Sharing
- Dealing with Constraints, Challenges and Stress
- Change in Organizational Environments
- Continuous Improvement
- Multi-Team Interaction
All Challenge Course and experiential programs are designed to meet the assessed
training needs of the group or organization and are designed for all skill
levels and physical abilities.
A progression needs to take place to ensure that all participants have the
opportunity to receive the maximum benefit of this type of training. The progression
is broken down in to the following phases:
Phase I
A Group assessment is conducted as a validation process utilizing a series
of surveys, both written and verbal. The surveys are a tool to determine profiles,
organizational goals, group challenges, expectations, perceptions, and desired
outcomes. Leadership commitment, practical application, and continuous improvement
are also determined.
Phase II
Based on the assessment, a program is designed and a proposal is created.
Phase III - Program Phase:
- Experiential training and simulation of key training concepts
- Discussion & Debrief
- Making connections to organizational successes, goals, objectives, & challenges
- Practical Application to the work or organizational environment
- Transfer of Training
Phase IV - Follow Up Training:
- Training Utilization
- Practical Application
- Review Success Factors & Best Practices
- Continuous Improvement
- What's working?
- What isn't?
- How can we be more effective?
- What's next?
- Develop Goals, Objectives, & Action Initiatives using the SMART approach
- Specific
- Measurable
- Action Driven
- Realistic
- Time Specific
- Continuity of skills acquired
- Process Development
- Survey & Needs Assessment
- Continue training cycle
Theoretical Model of Training
The training model used to create the training plan is a circular one
involving three (3) areas. Those areas are theory, process, and practice.
They interact with each other as shown below.
This model allows for the training to be integrated with opportunities for each participant to actively apply the knowledge and skills learned during the training to actual workplace and life situations.
Note: This training curriculum outline was developed by Bennett Hoffman, Director of Operations for TeamWorks, Inc. and is solely intended for use by TeamWorks, Inc.
For more information about Team Development, contact our Sales Department: sales@qualitysystemsservices.net