Team work and Leadership
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Team work and Leadership
- 4. Synergy 0 Why Do we need Team work? 0 1+1 =11 0 Synergy : the output of the team is much greater than the summation of outputs of individuals 0 Team work is like photomosaic
- 5. Forming Team Creation Norming Storming Performing Celebrating
- 6. Love and respect Trust Team Values Appreciate Be Flexible
- 7. Types of Team members 0 Supervisor 0 Team Leader (Network Facilitator) 0 Team member
- 8. How to deal with hard people?
- 9. Expressive / Talkative 0 Knowing too much 0 Interrupts all time along 0 Showy 0 HOW TO DEAL WITH THEM ??
- 10. Quite /shy 0 Break the ice 0 Ask them open ended questions 0 Show interest in what they say 0 Invite them to non official meetings
- 11. Arguing and Complaining 0 Sit with them aside 0 Show that the aim of work is to solve the problem not to lose hope 0 Show how their attitudes are harmful
- 12. A good leader should 0 Have infinite flexibility , and deal with all problem 0 Know how to deal with difficult members 0 Coach NOT DEMONSTRATE 0 Have a long term vision 0 Creates the spirit 0 WORK
- 13. The Six important words for a leader 0 I admit I made something wrong 0 If you please 0 What’s your opinion? 0 Thank you 0 I’m proud of you 0 WE
- 15. A good team player should 0 Act flexibly 0 Cooperate with his team members and leader 0 Be a motivator and appreciator 0 Show respect to all team members 0 Be committed
- 16. To sum up 0 Team work in Arabic and foreign cultures 0 Synergy and effect of team work 0 Team Formation 0 Hard people 0 Good leader 0 Good Team player
- 18. A special thank you to : Habiba Ashraf
Notas del editor
- At times humor can be used to discourage people from dominating a discussion. be sure when the person stops talking you direct the conversation to another person. If the person’s behavior can’t be changed subtly, one member of the group should speak to the person privately and explain that while his/her enthusiasm is appreciated, it’s only fair to the whole group that every person gets an equal amount of air time.
- If the person is critical of ideas, use that response to test the work the team is doing to see if this person is actually providing good feedback. If they are critical of others, tell them the effect that is having on both the team or individual team members. Be explicit about the fact that their behavior is harmful to the overall goals of the team.
- You are here: Home / Management / How to Deal with Team Member PersonalitiesHow to Deal with Team Member PersonalitiesIt only takes one difficult personality on a team to make the team unproductive and the team environment unpleasant for everyone else. There are ways to deal with these team members and hopefully get them back to being a constructive member of the team.With proper guidance and coaching these bad apples can be shined up into good team members. There are always a few who do not turn around and for those there is always progressive discipline.The Overly Talkative Team MemberThis is usually a person who is one of four types.An “eager beaver”A show-offVery knowledgeable and is anxious to show it offSomeone who does not recognize the responses of others in order to check their own behavior, (they can’t take the cue they are annoying).How to Deal With ThemAt times humor can be used to discourage people from dominating a discussion. be sure when the person stops talking you direct the conversation to another person. If the person’s behavior can’t be changed subtly, one member of the group should speak to the person privately and explain that while his/her enthusiasm is appreciated, it’s only fair to the whole group that every person gets an equal amount of air time.The Quiet Team MemberThis person my just be shy, bored, tired or unsure of themselves. Whatever the reason you may have someone who can contribute, but is not.How to Deal With ThemMake a special effort to draw this person out: ask for their opinion on something; ask them something about themselves; tell the person you appreciate their participation. Slowing drawing them out into the open like this can unleash their potential contributions.The Arguing Team MemberThis is a person who is critical of ideas, the team and other team members. For whatever reason they disrupt the positive flow by arguing points. They may think they are a know-it-all who only thinks their way is the right way. They may feel under appreciated so they put down everyone else.How to Deal With ThemIf the person is critical of ideas, use that response to test the work the team is doing to see if this person is actually providing good feedback. If they are critical of others, tell them the effect that is having on both the team or individual team members. Be explicit about the fact that their behavior is harmful to the overall goals of the team.The Complaining Team MemberThis type of team member seems to have a pet peeve about everything. They may even complain just for the sake of complaining. Whatever deeply seated the roots of their behavior it is disruptive and leads to an unproductive team.How to Deal With ThemListen to the person’s complaint and if it is legitimate, set aside time to solve the problem. Point out that part of their work is to learn how to solve problems and that complaining does not offer constructive comment towards solving the problem. Ask the person to join with you to improve whatever is disturbing them.
- You are here: Home / Management / How to Deal with Team Member PersonalitiesHow to Deal with Team Member PersonalitiesIt only takes one difficult personality on a team to make the team unproductive and the team environment unpleasant for everyone else. There are ways to deal with these team members and hopefully get them back to being a constructive member of the team.With proper guidance and coaching these bad apples can be shined up into good team members. There are always a few who do not turn around and for those there is always progressive discipline.The Overly Talkative Team MemberThis is usually a person who is one of four types.An “eager beaver”A show-offVery knowledgeable and is anxious to show it offSomeone who does not recognize the responses of others in order to check their own behavior, (they can’t take the cue they are annoying).How to Deal With ThemAt times humor can be used to discourage people from dominating a discussion. be sure when the person stops talking you direct the conversation to another person. If the person’s behavior can’t be changed subtly, one member of the group should speak to the person privately and explain that while his/her enthusiasm is appreciated, it’s only fair to the whole group that every person gets an equal amount of air time.The Quiet Team MemberThis person my just be shy, bored, tired or unsure of themselves. Whatever the reason you may have someone who can contribute, but is not.How to Deal With ThemMake a special effort to draw this person out: ask for their opinion on something; ask them something about themselves; tell the person you appreciate their participation. Slowing drawing them out into the open like this can unleash their potential contributions.The Arguing Team MemberThis is a person who is critical of ideas, the team and other team members. For whatever reason they disrupt the positive flow by arguing points. They may think they are a know-it-all who only thinks their way is the right way. They may feel under appreciated so they put down everyone else.How to Deal With ThemIf the person is critical of ideas, use that response to test the work the team is doing to see if this person is actually providing good feedback. If they are critical of others, tell them the effect that is having on both the team or individual team members. Be explicit about the fact that their behavior is harmful to the overall goals of the team.The Complaining Team MemberThis type of team member seems to have a pet peeve about everything. They may even complain just for the sake of complaining. Whatever deeply seated the roots of their behavior it is disruptive and leads to an unproductive team.How to Deal With ThemListen to the person’s complaint and if it is legitimate, set aside time to solve the problem. Point out that part of their work is to learn how to solve problems and that complaining does not offer constructive comment towards solving the problem. Ask the person to join with you to improve whatever is disturbing them.
- You are here: Home / Management / How to Deal with Team Member PersonalitiesHow to Deal with Team Member PersonalitiesIt only takes one difficult personality on a team to make the team unproductive and the team environment unpleasant for everyone else. There are ways to deal with these team members and hopefully get them back to being a constructive member of the team.With proper guidance and coaching these bad apples can be shined up into good team members. There are always a few who do not turn around and for those there is always progressive discipline.The Overly Talkative Team MemberThis is usually a person who is one of four types.An “eager beaver”A show-offVery knowledgeable and is anxious to show it offSomeone who does not recognize the responses of others in order to check their own behavior, (they can’t take the cue they are annoying).How to Deal With ThemAt times humor can be used to discourage people from dominating a discussion. be sure when the person stops talking you direct the conversation to another person. If the person’s behavior can’t be changed subtly, one member of the group should speak to the person privately and explain that while his/her enthusiasm is appreciated, it’s only fair to the whole group that every person gets an equal amount of air time.The Quiet Team MemberThis person my just be shy, bored, tired or unsure of themselves. Whatever the reason you may have someone who can contribute, but is not.How to Deal With ThemMake a special effort to draw this person out: ask for their opinion on something; ask them something about themselves; tell the person you appreciate their participation. Slowing drawing them out into the open like this can unleash their potential contributions.The Arguing Team MemberThis is a person who is critical of ideas, the team and other team members. For whatever reason they disrupt the positive flow by arguing points. They may think they are a know-it-all who only thinks their way is the right way. They may feel under appreciated so they put down everyone else.How to Deal With ThemIf the person is critical of ideas, use that response to test the work the team is doing to see if this person is actually providing good feedback. If they are critical of others, tell them the effect that is having on both the team or individual team members. Be explicit about the fact that their behavior is harmful to the overall goals of the team.The Complaining Team MemberThis type of team member seems to have a pet peeve about everything. They may even complain just for the sake of complaining. Whatever deeply seated the roots of their behavior it is disruptive and leads to an unproductive team.How to Deal With ThemListen to the person’s complaint and if it is legitimate, set aside time to solve the problem. Point out that part of their work is to learn how to solve problems and that complaining does not offer constructive comment towards solving the problem. Ask the person to join with you to improve whatever is disturbing them.
- You are here: Home / Management / How to Deal with Team Member PersonalitiesHow to Deal with Team Member PersonalitiesIt only takes one difficult personality on a team to make the team unproductive and the team environment unpleasant for everyone else. There are ways to deal with these team members and hopefully get them back to being a constructive member of the team.With proper guidance and coaching these bad apples can be shined up into good team members. There are always a few who do not turn around and for those there is always progressive discipline.The Overly Talkative Team MemberThis is usually a person who is one of four types.An “eager beaver”A show-offVery knowledgeable and is anxious to show it offSomeone who does not recognize the responses of others in order to check their own behavior, (they can’t take the cue they are annoying).How to Deal With ThemAt times humor can be used to discourage people from dominating a discussion. be sure when the person stops talking you direct the conversation to another person. If the person’s behavior can’t be changed subtly, one member of the group should speak to the person privately and explain that while his/her enthusiasm is appreciated, it’s only fair to the whole group that every person gets an equal amount of air time.The Quiet Team MemberThis person my just be shy, bored, tired or unsure of themselves. Whatever the reason you may have someone who can contribute, but is not.How to Deal With ThemMake a special effort to draw this person out: ask for their opinion on something; ask them something about themselves; tell the person you appreciate their participation. Slowing drawing them out into the open like this can unleash their potential contributions.The Arguing Team MemberThis is a person who is critical of ideas, the team and other team members. For whatever reason they disrupt the positive flow by arguing points. They may think they are a know-it-all who only thinks their way is the right way. They may feel under appreciated so they put down everyone else.How to Deal With ThemIf the person is critical of ideas, use that response to test the work the team is doing to see if this person is actually providing good feedback. If they are critical of others, tell them the effect that is having on both the team or individual team members. Be explicit about the fact that their behavior is harmful to the overall goals of the team.The Complaining Team MemberThis type of team member seems to have a pet peeve about everything. They may even complain just for the sake of complaining. Whatever deeply seated the roots of their behavior it is disruptive and leads to an unproductive team.How to Deal With ThemListen to the person’s complaint and if it is legitimate, set aside time to solve the problem. Point out that part of their work is to learn how to solve problems and that complaining does not offer constructive comment towards solving the problem. Ask the person to join with you to improve whatever is disturbing them.
- You are here: Home / Management / How to Deal with Team Member PersonalitiesHow to Deal with Team Member PersonalitiesIt only takes one difficult personality on a team to make the team unproductive and the team environment unpleasant for everyone else. There are ways to deal with these team members and hopefully get them back to being a constructive member of the team.With proper guidance and coaching these bad apples can be shined up into good team members. There are always a few who do not turn around and for those there is always progressive discipline.The Overly Talkative Team MemberThis is usually a person who is one of four types.An “eager beaver”A show-offVery knowledgeable and is anxious to show it offSomeone who does not recognize the responses of others in order to check their own behavior, (they can’t take the cue they are annoying).How to Deal With ThemAt times humor can be used to discourage people from dominating a discussion. be sure when the person stops talking you direct the conversation to another person. If the person’s behavior can’t be changed subtly, one member of the group should speak to the person privately and explain that while his/her enthusiasm is appreciated, it’s only fair to the whole group that every person gets an equal amount of air time.The Quiet Team MemberThis person my just be shy, bored, tired or unsure of themselves. Whatever the reason you may have someone who can contribute, but is not.How to Deal With ThemMake a special effort to draw this person out: ask for their opinion on something; ask them something about themselves; tell the person you appreciate their participation. Slowing drawing them out into the open like this can unleash their potential contributions.The Arguing Team MemberThis is a person who is critical of ideas, the team and other team members. For whatever reason they disrupt the positive flow by arguing points. They may think they are a know-it-all who only thinks their way is the right way. They may feel under appreciated so they put down everyone else.How to Deal With ThemIf the person is critical of ideas, use that response to test the work the team is doing to see if this person is actually providing good feedback. If they are critical of others, tell them the effect that is having on both the team or individual team members. Be explicit about the fact that their behavior is harmful to the overall goals of the team.The Complaining Team MemberThis type of team member seems to have a pet peeve about everything. They may even complain just for the sake of complaining. Whatever deeply seated the roots of their behavior it is disruptive and leads to an unproductive team.How to Deal With ThemListen to the person’s complaint and if it is legitimate, set aside time to solve the problem. Point out that part of their work is to learn how to solve problems and that complaining does not offer constructive comment towards solving the problem. Ask the person to join with you to improve whatever is disturbing them.
- You are here: Home / Management / How to Deal with Team Member PersonalitiesHow to Deal with Team Member PersonalitiesIt only takes one difficult personality on a team to make the team unproductive and the team environment unpleasant for everyone else. There are ways to deal with these team members and hopefully get them back to being a constructive member of the team.With proper guidance and coaching these bad apples can be shined up into good team members. There are always a few who do not turn around and for those there is always progressive discipline.The Overly Talkative Team MemberThis is usually a person who is one of four types.An “eager beaver”A show-offVery knowledgeable and is anxious to show it offSomeone who does not recognize the responses of others in order to check their own behavior, (they can’t take the cue they are annoying).How to Deal With ThemAt times humor can be used to discourage people from dominating a discussion. be sure when the person stops talking you direct the conversation to another person. If the person’s behavior can’t be changed subtly, one member of the group should speak to the person privately and explain that while his/her enthusiasm is appreciated, it’s only fair to the whole group that every person gets an equal amount of air time.The Quiet Team MemberThis person my just be shy, bored, tired or unsure of themselves. Whatever the reason you may have someone who can contribute, but is not.How to Deal With ThemMake a special effort to draw this person out: ask for their opinion on something; ask them something about themselves; tell the person you appreciate their participation. Slowing drawing them out into the open like this can unleash their potential contributions.The Arguing Team MemberThis is a person who is critical of ideas, the team and other team members. For whatever reason they disrupt the positive flow by arguing points. They may think they are a know-it-all who only thinks their way is the right way. They may feel under appreciated so they put down everyone else.How to Deal With ThemIf the person is critical of ideas, use that response to test the work the team is doing to see if this person is actually providing good feedback. If they are critical of others, tell them the effect that is having on both the team or individual team members. Be explicit about the fact that their behavior is harmful to the overall goals of the team.The Complaining Team MemberThis type of team member seems to have a pet peeve about everything. They may even complain just for the sake of complaining. Whatever deeply seated the roots of their behavior it is disruptive and leads to an unproductive team.How to Deal With ThemListen to the person’s complaint and if it is legitimate, set aside time to solve the problem. Point out that part of their work is to learn how to solve problems and that complaining does not offer constructive comment towards solving the problem. Ask the person to join with you to improve whatever is disturbing them.