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00:00We are entering the final stage of our topic.
00:15We have shared with you what a work team is,
00:19as well as the reasons why they fail to reach their full potential.
00:23The characteristics that every team must have when it is integrated or formed
00:31and the beliefs and attitudes that we should have within the work team.
00:37In the next few minutes I will share with you situational leadership within a team.
00:42In the previous topic, we discussed situational leadership,
00:46which applies to leading another individual or a team.
00:50What changes is the complexity and scope of the diagnosis being analyzed
00:55to determine the appropriate leadership style.
01:00In team leadership, the focus is on the stages of team development.
01:07The three keys to effective leadership are
01:10Number one, the diagnosis or ability to assess the needs and stage of development of the team.
01:18Second, flexibility or the ability to use a variety of leadership behaviors.
01:25And three, the adjustment or ability to use leadership behaviors
01:30that meet the team's development needs.
01:34But let's look at what's important now, what we're going to develop.
01:40These are the stages of team development.
01:44All teams are living, unique, and complex systems.
01:50The whole of a team is different from the sum of its members.
01:56It is crucial to know the characteristics and needs of a work team.
02:02It gives us a target to aim at.
02:06However, we all know that teams don't start out having all the characteristics we've already discussed.
02:14Research from the 1970s has systematically demonstrated to us
02:19regardless of its purpose,
02:23Teams, like individuals, go through stages of development as they grow.
02:29I will briefly share the five stages of team development.
02:36Write them down very carefully.
02:38Stage one, orientation.
02:41Most team members, unless coerced,
02:46They feel quite eager to belong to them.
02:49Although they often arrive with high and unrealistic expectations.
02:55Such expectations are accompanied by some anxiety regarding how they will be integrated.
03:02At this stage there is a high dependence on the leader figure in terms of purpose and direction.
03:09Morale is moderately high and productivity is low at this stage.
03:13The challenge in the orientation stage is to get the team off to a good start.
03:21Develop a strong team structure and build relationships and trust within it.
03:28The duration of this stage depends on the clarity and difficulty of the task.
03:34as well as clarity regarding how the team will work together.
03:39With simple and easily defined tasks,
03:44the orientation phase can be relatively short,
03:47between 5 and 10% of the equipment's life.
03:52Stage number 2 of development, dissatisfaction.
03:58As the team gains some experience,
04:01morale decreases as its members experience it.
04:04the discrepancy between initial expectations and reality.
04:10Reluctant team members appear in stage 2.
04:14The difficulties in completing tasks and working together with each other
04:19they lead to confusion and frustration,
04:22as well as a growing dissatisfaction with dependency
04:27with respect to the figure of the leader.
04:29They snub him.
04:30Negative reactions develop among the members
04:34and subgroups form that could polarize the team
04:38and communication breaks down
04:41and the inability to solve problems reduces confidence.
04:47Productivity increases slightly,
04:51but it can be hampered by low morale.
04:53The challenge in the dissatisfaction stage
04:57It's about helping the team deal with power struggles,
05:03control and conflict.
05:06It is necessary to start working together effectively.
05:10The amount of time spent at this stage
05:13It depends on how quickly they can resolve problems between themselves.
05:17The team may get stuck in the dissatisfaction stage.
05:22and remain both demoralized and relatively unproductive.
05:29Stage three of development.
05:33Integration.
05:35The team is characterized by medium to high productivity.
05:40and a variable or improving morale.
05:45As the problems encountered are addressed and resolved
05:48in the dissatisfaction stage,
05:50Morale begins to rise.
05:53The team develops practices that enable its members
05:55work together more easily.
05:59Completion of assigned tasks
06:01and technical skills increase,
06:04which helps to generate positive feelings.
06:07Team members learn to appreciate the differences between them.
06:13They begin to think in collective rather than individual terms.
06:18Learning to share leadership
06:20and overcome the tendency to agree
06:24to avoid conflict
06:25These are challenges at this stage of integration
06:29which can be quite short
06:31and it will depend on the ease
06:33with which feelings of dissatisfaction are resolved
06:36and integrate new skills.
06:41Fourth stage of development, production.
06:47At this stage, productivity,
06:49like morale, are high
06:51and they reinforce each other.
06:55There is a certain feeling of pride and enthusiasm
06:57for being part of the team.
06:59The focus of primary care is performance,
07:03He is no longer the leader.
07:04The purpose, functions, and goals are clear.
07:08We are proud of your work
07:10and enjoy the same set.
07:13Communication is open
07:15and leadership is shared within the team.
07:19Mutual respect and trust are the norm.
07:22The team is flexible
07:24and finds new challenges
07:26as it continues to grow.
07:30The challenge at this stage
07:31is to sustain that performance
07:33from one challenge to another
07:36and continued growth.
07:40This stage can continue
07:41with moderate fluctuations
07:43in feelings of satisfaction
07:47for the rest of the team's life.
07:51Stage 5 of development, completion.
07:55In this final stage
07:57continuous equipment cannot be reached
07:59unless it takes place
08:01a drastic reorganization
08:03or the community or group ends.
08:07The termination, however,
08:09It happens in special teams
08:11or in temporary projects.
08:13So the team members
08:15They must be prepared
08:17for your results.
08:19Productivity and morale
08:21They can increase or decrease
08:23as it approaches
08:25the end of this experience.
08:27The team members
08:29They may have feelings of sadness
08:31or loss
08:32or on the other hand feel the urgency
08:35to meet the established deadlines.
08:39The challenge in the completion stage
08:41is to maintain productivity
08:43and the necessary morals
08:45and handle the closure,
08:47recognition and celebration.
08:50That stage can vary in duration
08:55among a small part of the last meeting
08:58and a significant proportion
09:00from the final meetings,
09:02depending on the extension
09:05and quality
09:05from the team's experience.
09:08Understanding these stages of development
09:13and the characteristics
09:16and the needs of a team
09:18at each stage
09:19It is essential for leaders
09:22and team members
09:24if they are to be effective
09:26in the results they generate.
09:29That's all that constitutes
09:31the diagnosis.
09:32The ability to recognize
09:34the development stage
09:36and to assess their needs
09:38demands taking a step back
09:41and look at the team as
09:43a whole
09:45instead of focusing
09:46in behaviors
09:48and individual needs.
09:51The stages of team development
09:53They point out their needs.
09:55at any point
09:57of its life cycle.
09:58Important,
10:01understanding such needs
10:03It has critical importance.
10:05because it allows the leader
10:08or team members
10:09adopt the behaviors
10:12of leadership
10:13who respond to them
10:15at each stage.
10:17Without training
10:19in team leadership
10:20people
10:22who are called
10:23to lead it
10:24They usually have no idea
10:25what to do.
10:26Often
10:28They function like instinct.
10:31For example,
10:32suppose a leader
10:34team
10:34no experience
10:35thinks that the only way
10:37to lead it
10:38is to use
10:39a leadership style
10:40participatory.
10:42From day one
10:43asks everyone
10:44suggestions
10:44as to how
10:46to operate the equipment.
10:48The members
10:48they think the leader
10:49must respond
10:51to that question.
10:53After all
10:54they say
10:54is he who
10:55called the meeting.
10:57They begin to wonder
10:58why did they enter
10:59to become part
11:00of this team.
11:01The leader
11:02with little response
11:04of his team
11:04gets frustrated
11:06and calls into question
11:07why did he accept
11:09lead the team.
11:11All
11:11They are confused.
11:14Without an understanding
11:16of the framework
11:16reference
11:17of the stages
11:18developmental
11:19in the teams
11:20it's just
11:21It's just by chance.
11:22that the behavior
11:23of the leader
11:24it gets adjusted
11:25to the needs
11:26of the team.
11:28This is the reason
11:29for which
11:30combine the model
11:31of stages
11:32developmental
11:33of the teams
11:33with the model
11:34situational leadership
11:36helps that everything
11:38begin
11:39to make sense.
11:40the production teams
11:45are the result
11:46of many factors
11:47purpose
11:49and values
11:49team
11:50goals
11:51achievable
11:52responsibility
11:53mutual
11:54as soon as
11:55to the results
11:55trust
11:57and cohesion
11:57team
11:58with leadership
11:59appropriate
12:00commitment
12:01and competition
12:03on behalf of
12:03of the members
12:04as well as
12:06a statute
12:06team
12:07clear
12:07These can
12:08achieve
12:09collectively
12:10goals
12:11which would be
12:11impossible
12:12to reach
12:13individually.
12:15Leadership
12:17situational
12:17that we have talked about
12:19in the session
12:19pass
12:20which are
12:21address
12:22training
12:23support
12:24and delegation
12:25vary
12:26as soon as
12:27to the amount
12:28of direction
12:28and the amount
12:29support
12:30that are offered
12:31and the amount
12:32leadership
12:33that assume
12:34the members
12:34of the team
12:35these points
12:37We will review them
12:38in more detail
12:39in a material
12:40support
12:41which I will share
12:42with us
12:42with you
12:43on the website
12:44and we'll talk
12:46in the different
12:46tasks to be performed.
12:49Thank you so much
12:50Thank you for your attention.
12:51see you
12:52in the next session
12:53God bless you.
13:04Thank you!
13:05Thank you!
13:06Thank you!
13:07Thank you!
13:08Thank you!