13.2K views | +0 today
Scooped by Mhd.Shadi Khudr
onto TeamWork-SAGA!

Cultural & Personality Differences That Affect Teamwork

Cultural & Personality Differences That Affect Teamwork | TeamWork-SAGA |


Members of a team don't all have to come from the same background, or share the same religion or political ideas to work effectively together. However, when personality or cultural clashes occur, you need to be able to solve the conflicts with little or no disruption to your business.


At the same time, thoughtful planning can help you avoid misunderstandings and maintain a successful working team....



A person’s country of origin can influence how he approaches his work.

Communication and relationship differences also occur between other sub-groups.


Gender, race and emotional and cognitive intelligence separate coworkers. Different educational and occupational backgrounds further diversify individuals in a team. Influential, loud, quiet and confrontational personalities also influence the way a group operates...


Highly Supportive:


Post Image:


No comment yet.
The chain-reaction twoards much better team harmony and functionality
Your new post is loading...
Your new post is loading...
Scooped by Mhd.Shadi Khudr!

✉ Six Quick Teamwork Games to Engage Employees at Work ✈

✉ Six Quick Teamwork Games to Engage Employees at Work ✈ | TeamWork-SAGA |

Communication and positive workplace interactions are the cornerstone of any professional relationship. Whether you are communicating with a colleague, manager, or customer, effective communication is always needed.

Not only will this reduce confusion and frustration in the office, it will also help keep your employees engaged. Sometimes, communication needs to be encouraged. And sometimes to be effective, communication must also be practiced.

Research shows that team exercises not only improve communication and motivation among workers, but it also helps create a more cohesive and productive work environment. Here are six refreshing exercises that will help you encourage teamwork and communication in the office.

✉ ✈ Concentration
If your team is feeling drained and stressed, this fun exercise is a great way to refresh and energize them. It doesn’t require much time and the recommended group size is 10-20 people...

✉ ✈ Grab Bag Skits
This acting exercise is another great way to refresh and energize your team. It doesn’t require much time but does need some props. Depending on the number of groups you have, each group will need a goodie bag filled with five to six random objects. Recommended group size can range from 10-50 people...

✉ ✈ Salt and Pepper
This activity is fun, excellent for energizing your team, and also great as a get-to-know-one another exercise. It doesn’t take up a lot of time and requires a few simple materials like a pen, tape, and small sheets of paper. Recommended group size can range from 6-40 people...

✉ ✈ Take What You Need

This exercise is an excellent get-to-know-you activity that doesn’t take up too much of your team’s time. All you need is a toilet paper roll or two depending on the size of the group (you can use pennies as another option). Recommended group size is 10-30 people...

✉ ✈ Beach Ball Toss

Whether you’re adding on new team members, merging departments or trying to strengthen the bond between existing employees, the following exercise is great as a get-to-know-one-another activity and doesn’t require much time. Recommended group size is 5-25 people...

✉ ✈ Human Knot
This brain teaser is funny and really works on teambuilding, problem solving and communication. It will take around 15-30 minutes depending on how well everyone works together. No materials are needed. Recommended group size ranges from 8-20 people...

Now that you’re equipped with a variety of choices, don’t be afraid to incorporate these activities in the office.

Not only will you enjoy it and benefit greatly, but so will your colleagues and employees. 

Don’t forget to post back and let us know which exercises you used and what you learned from them!

Post ImagE:

No comment yet.
Rescooped by Mhd.Shadi Khudr from Leadership, Management and EVOLVABILITY!

Managing Multicultural Teams

Managing Multicultural Teams | TeamWork-SAGA |

Business management magazine, blogs, case studies, articles, books, and webinars from Harvard Business Review, addressing today's topics and challenges in business management...

When a major international software developer needed to produce a new product quickly, the project manager assembled a team of employees from India and the United States.

From the start the team members could not agree on a delivery date for the product.

The Americans thought the work could be done in two to three weeks; the Indians predicted it would take two to three months.

As time went on, the Indian team members proved reluctant to report setbacks in the production process, which the American team members would find out about only when work was due to be passed to them.

Such conflicts, of course, may affect any team, but in this case they arose from cultural differences.

As tensions mounted, conflict over delivery dates and feedback became personal, disrupting team members’ communication about even mundane issues.

The project manager decided he had to intervene—with the result that both the American and the Indian team members came to rely on him for direction regarding minute operational details that the team should have been able to handle itself.

The manager became so bogged down by quotidian issues that the project careened hopelessly off even the most pessimistic schedule—and the team never learned to work together effectively.

Multicultural teams often generate frustrating management dilemmas. Cultural differences can create substantial obstacles to effective teamwork—but these may be subtle and difficult to recognize until significant damage has already been done.

As in the case above, which the manager involved told us about, managers may create more problems than they resolve by intervening.

The challenge in managing multicultural teams effectively is to recognize underlying cultural causes of conflict, and to intervene in ways that both get the team back on track and empower its members to deal with future challenges themselves...

<><><> Super Bonus:

 A Manager’s Guide to Cultural Competence Education for Health Care Professionals

Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

☑Improving Group Dynamics: Helping Your Team Work More Effectively ▲

☑Improving Group Dynamics: Helping Your Team Work More Effectively ▲ | TeamWork-SAGA |

Learn how to help your people work together more effectively.

Helping Your Team Work More Effectively

Imagine that you've brought together the brightest people in your department to solve a problem.

You had high hopes for the group, so you feel frustrated when people can't come to a decision.

Several factors are holding the group back.

To start with, one person is very critical of colleagues' ideas. You suspect that her fault-finding is discouraging others from speaking up.

Another has hardly contributed to the sessions at all. When asked for his opinion, he simply agrees with a more dominant colleague.

Finally, one group member makes humorous comments at unhelpful times, which upsets the momentum of the discussion.

These are classic examples of poor group dynamics, and they can undermine the success of a project, as well as people's morale and engagement.

In this article, we'll look at what group dynamics are, and why they matter. We'll then discuss some examples of poor group dynamics, and we'll outline some tools that you can use to deal with them.

Key Points

The term "group dynamics" describes the way in which people in a group interact with one another. When dynamics are positive, the group works well together. When dynamics are poor, the group's effectiveness is reduced.

Problems can come from weak leadership, too much deference to authority, blocking, groupthink and free riding, among others.

To strengthen your team's dynamics, use the following strategies:

  • Know your team.
  • Tackle problems quickly with good feedback.
  • Define roles and responsibilities.
  • Break down barriers.
  • Focus on communication.
  • Pay attention.

Keep in mind that observing how your group interacts is an important part of your role as a leader. Many of the behaviors that lead to poor dynamics can be overcome if you catch them early.

What Causes Poor Group Dynamics? 

Group leaders and team members can contribute to a negative group dynamic:

>> Weak leadership... 

>> Excessive deference to authority...

>> Blocking: this happens when team members behave in a way that disrupts the flow of information in the group. People can adopt blocking roles such as:  

  • The aggressor...
  • The negator...
  • The withdrawer...
  • The recognition seeker...
  • The joker...

>> Groupthink...

>> Free riding...

>> Evaluation apprehension...

Strategies for Improving Team Dynamics: 

☕ Know Your Team...

☕ Tackle Problems Quickly...

☕ Define Roles and Responsibilities...

☕ Break Down Barriers...

☕ Focus on Communication...

☕ Pay Attention...

▲On Group Dynamics:

▲Important read on Belbin's Theory:


Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

Effective Classroom Teamwork

Effective Classroom Teamwork | TeamWork-SAGA |

Gary Thomas provides a guide for the new teams now working in the classroom. Identifying key areas of concern such as poor communication, he uses guidelines to improve the stresses and tensions which can arise.

>> A glance on the table of content <<

> The New Classroom Teams.

> The Dynamics of Teams.

> Classroom Teams.

> Teachers Working Together.

> CLassroom Teams

> Teachers Working with Non-Teachers

> A Model for Analysing Classroom Teams

> Investigating Classroom Teams

> The Extent and Nature of the New Teamwork

> Teachers, Parents and Ancillaries in Teams

> How They Make their Roles

> Support Teachers

> The Construction of Roles

> Diary of a Support Teacher

> Team Personalities

> A Key to the Problems? Tasks to be Fulfilled by the Team

> The Effect of Defining Roles

> Overview and Conclusion Appendix

> Extracts from the Diary References Index

Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

Teamwork – a matter of balance and insigh

Teamwork – a matter of balance and insigh | TeamWork-SAGA |

Teamwork doesn’t appear magically just because someone mouths the words.

It doesn’t thrive just because of the presence of talent and ambition. It doesn’t flourish simply because a team has tasted success...

Why are some teams better than others — and in particular why do some teams never appear to be successful, no matter how good their membership or how strong their collective will to succeed?

While teamwork and team approaches are often enthusiastically promoted and embraced by principals in schools, we need only a limited experience with teams to appreciate that “collaborative situations are also full of contradictions, competition, and conflicts”.

It may be useful for educational leaders to reflect on situations where the success or failure of a task has been largely dictated by the quality of the interrelationships achieved with other people within the group.

Such interrelationships may be thrust upon us through formal organisational structures of the school or informally through a group of individual teachers wanting to maximise the achievement of a shared goal through the pooling of their expertise.




Margerison and McCann (1995) — developers of Team Management Systems (TMS)—have found that the ‘types of work’ teams must undertake if they to be successful is essentially as follows:

1. Advising: Gathering and reporting information

2. Innovating: Creating and experimenting with ideas

3. Promoting: Exploring and presenting opportunities

4. Developing: Assessing and testing the applicability of new approaches

5. Organising: Establishing and implementing ways of making things work

6. Producing: Concluding and delivering outputs

7. Inspecting: Controlling and auditing the working of systems

8. Maintaining: Upholding and safeguarding standards and processes

9. Linking: Coordinating and integrating the work of others

Post ImagE:

No comment yet.
Rescooped by Mhd.Shadi Khudr from Leadership, Management and EVOLVABILITY!

▷Page Sustaining Non-profit Collaboration >> the Relationship between Governance and Leadership

▷Page  Sustaining Non-profit Collaboration >>  the Relationship between Governance and Leadership | TeamWork-SAGA |

"As a nonprofit executive working in the human services arena, I have seen first-hand both the need for and the benefit of good collaboration. I have also observed the difficulties in engaging in such endeavors.

As a community leader, I have taken the initiative to develop several collaborative partnerships focused on addressing significant community issues.

As the leader of a nonprofit umbrella organization whose work is dependent on the development of effective partnerships, I recognize the value in gaining a greater understanding of collaboration and the elements that affect them.

These experiences encouraged me to add to the body of knowledge on collaboration by examining factors that affect its sustainability."

Highly Pertinent:

Corporate Governance and Leadership 1st International Forum, Paris

Narrowing the gap in outcomes

▷▷ Bonus:

Ways to Evaluate Governance Leadership & Planning Methods

Post ImagE:

Mhd.Shadi Khudr's comment, June 9, 2:08 PM
You are always most welcome
Ricard Lloria's comment, June 10, 1:25 AM
You´re allways wellcome Mhd. Shadi, TYSM for your kind words.
Mhd.Shadi Khudr's comment, June 10, 8:33 AM
Thanks so much + Best wishes
Scooped by Mhd.Shadi Khudr!

➬The Importance of Teamwork in Nursing

➬The Importance of Teamwork in Nursing | TeamWork-SAGA |

In today’s health care market, the practice of teamwork has gained in popularity. This is especially true for professional nurses. When nurses function as part of a unit, and when they act as part of a team, the job itself is easier and more efficient. Moreover, overall patient care is enhanced...

In nursing, when teamwork is emphasized and valued, every member works together to meet their patients’ needs; improved patient outcomes is their common goal...

There are many relevant clinical examples of how teamwork improves patient care.

  Every discipline is integral...

...example of the benefits of teamwork in patient care occurs when the respiratory therapist effectively works with the attending physician, and when she communicates with the patients’ assigned nurse.

 A collaborative environment...

The Institute for Health care Improvement also recognizes the importance of teamwork. In their book, "Crossing the Quality Chasm:

A New Health System for the 21st Century," teamwork is cited as essential in caring for patients with complex problems.

First, consider the use of the hospitalist in the acute care setting...

Second, because the hospitalist spends so much time in the hospital, he or she understands the systems and protocols that support patient care activities within the hospital...

Finally, because hospitalists are constantly on site, they improve the team’s ability to respond rapidly to patient crises, thereby improving continuity of care and clinical outcomes.

By being on site, bnursing teamwork, nurses communicationy being an integral part of the hospital team, and by knowing and helping to improve the system, hospitalists are reviving the "collaborative" model of patient care.

They strongly conclude that "effective working teams must be created and maintained."

Unit-based councils...

Teamwork is also emphasized in the concept of shared governance.

Nursing is a profession that is recognized by a society as having a specialized body of knowledge and a commitment to a service ideal, as well as professional autonomy and accountability for their specialized practice.

Nurses are in many aspects given the privilege of self-regulating or governing their profession.

The concept of shared governance in nursing has been used over the past 20 years as a mechanism for health care organizations to empower nurses to participate in decision-making within an organization, particularly in regards to making decisions that affect nursing practice...

➣➤ Teamwork is a key component of many professions; when employees feel as if they are part of a unit, relevant outcomes are improved.

Nurses report enhanced job satisfaction and patient care outcomes are met. No longer can nurses function in isolation.

Their profession mandates teamwork and effective communication. -

>> Supportive:

See >>  5 Useful Principles for Practical Nursing Leadership

Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

Truly Inspiring and Heart Warming: Happy Hardships.. Years of Teamwork

Truly Inspiring and Heart Warming: Happy Hardships.. Years of Teamwork | TeamWork-SAGA |

Happy Hardships: A Guided Tour Thru the Peaks and Valleys of Life with a Disability by Bill Karr

The Message is that HOPE is the language that fits every size and season.

In his own style full of empathy and warmth, Bill Karr embraces our vulnerable selves as we journey with him down the pathway of afflictions and living life to the fullest...

Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

About the Complexity of Teamwork and Collaboration Processes

About the Complexity of Teamwork and Collaboration Processes | TeamWork-SAGA |

Organizations across the globe are increasingly using teams to accomplish significant work and projects. Much of this work is also accomplished using technology tools to support their communication and collaborative efforts.

As companies become increasingly multinational and distributed geographically, the formation of virtual teams has become a common practice.

Workflow management systems are a specific type of systems that can be used to capture collaboration and group works processes and thus supports the creation of teamwork and enable collaboration. In some cases, collaboration and group work processes can become highly complex.

High complexity in a process may result in bad understandability and more errors, defects, and exceptions leading processes to need more time to develop, test, and maintain.

Therefore, excessive complexity should be avoided. The major goal of this paper is to discuss the need and requirements for the development of a measure to analyze the complexity of processes...

>> Check this out:

Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

What’s the Value of Collaborative Consumption ¿?

What’s the Value of  Collaborative Consumption ¿? | TeamWork-SAGA |

How is collaborative consumption shifting how we understand ownership¿

Collaborative consumption is tied to the digitization and de-materialization of goods.

You used to walk into somebody’s house and there were lots of physical manifestations of their lives- books, cds, and photos.

Now a lot of those things have become digital services that are easily shared.

When things become digital good the line around ownership becomes really fuzzy. We are paying to access the benefit of the product versus needing to own it outright. 

What are some examples of what people gain from consuming collaboratively¿

There are different motivations and context is really important. In some instances, people are actually motivated by self-interest- which is okay. It’s often about cost, convenience, being able to access a unique space, or even being able to get an errand done in an efficient way with a Task Rabbit.

So, there’s the self-interest but part of the beauty of the movement is that the self-interest is paired with community and a social mindset.

People start using collaborative consumption because they see it at as a way to save or make money but then they start to talk about how they are part of this community.

That feeds the ‘social’ and it makes us feel the glow of being a part of something that has a bigger meaning.


Rachel Botsman was an early champion of the “collaborative revolution”- how renting, swapping, and other traditional forms of sharing have been scaled via new online and mobile technologies and social networks.

She co-founded the Collaborative Lab , an innovation consultancy focusing on shared consumption, and co-authored What’s Mine is Yours: The Rise of Collaborative Consumption .

Botsman helped define the collaborative consumption movement and its impact on business, public service, and daily life.

No comment yet.
Scooped by Mhd.Shadi Khudr!

ICS 121: Mechanics of Teamwork

ICS 121: Mechanics of Teamwork | TeamWork-SAGA |

Why are the mechanics of teamwork important?

> The process of software development requires detailed coordination among many people...

> Software development includes some repetitive and tedious activities,,,

Review of the facilities for development

  • Developer...
  • Tester...
  • Shared collaborative infrastructure...
  • Operations (Staging and Production)...

Some software development teamwork use cases:

Customer demands

change to use case priority

Manager adjusts resources and schedules

Developer works on an issue

Reaching a release candidate

QA is given a release candidate to test

QA finds a defect

End user finds a defect

What is a good team?

  • A good team
    • Accomplishes stated goals (e.g., ships the product)...
    • Builds/maintains valuable professional relationships in and out of the team...
    • Enjoys working together, learns from each other, trusts each other...
    • Has complementary strengths to cover all needed areas...

  • A good team member
    • Knows his/herself: strengths, weaknesses, professional philosophy...
    • Truly wants the team to succeed...
    • Follow the golden rule to pro-actively shape your team experience...
    • Is professionally courteous, respectful, and cooperative...
    • Cooperative can include being available when needed, and being flexible...
    • Understands how his/her goals fit the team goals...
    • Understands his/her role: what he/she needs to do, and         why...
    • Knows what others are doing, and why...
    • Is honest and forthcoming with teammates... 

Common teamwork breakdowns to avoid:

Someone flakes out and lets the team down...

One person does all the work...

The whole team is clueless about some aspect...

Team procrastination, or unwanted job...

Hard to schedule team meetings...

Big misunderstandings...

Long critical path...

How to improve teamwork:

  • Practice, experience, thoughtfulness, personal reflection...
  • Use tools that help keep others in the loop, track responsibilities and progress...
  • Capture team discussions in clear documents, or at least a message archive...
  • Design and code review meetings...
  • Consider parallelism in planning and design...
  • Use coding standards to take certain stylistic issues off the table...
  • Use external standards documents as part of requirements...
  • precise, pre-agreed upon, unchanging...

Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

Is teamwork effective in schools? On

Is teamwork effective in schools? On | TeamWork-SAGA |

"No, I'd like to say yes but I don't think so.

I would love to say that I think teamwork is effective in schools, but my experience is that it is not. It usually ends up being one person who does all the work, and the others slide. Teamwork can be effective on sports teams and certain projects, but as far as schoolwork, I say each person for themselves."

"Yes I think it does.

Teamwork is highly effective in my own personal opinion. With it, you get to meet new people along with getting a project done. Along with all of that, the new people you meet can become your new life long friends, depending on many factors, and could potentially help you in the work force later in life. If you work and get along well with others, they would have no problem putting in a recommendation for you"

Note: is a dynamic social community where you can voice your opinion on today’s hottest issues.

>> Supportive:

Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

Teamwork for Innovation in Sub-Saharan Africa

Teamwork for Innovation in Sub-Saharan Africa | TeamWork-SAGA |

Whereas most insights concerning the dynamics of work groups come from North American or Western European environments, Hannah Titilayo Seriki concentrates on teams operating within the complex societal context of sub-Saharan Africa.

The author develops a multi-level theory of African teams’ innovative performance and regards the team as a sub-system of the organisation, which is subjected to societal influences...


Post ImagE:

Mhd.Shadi Khudr's insight:

Nice Book

No comment yet.
Scooped by Mhd.Shadi Khudr!

Cross-Cultural Training and Teamwork in Healthcare

Cross-Cultural Training and Teamwork in Healthcare | TeamWork-SAGA |

Organizational cultures and subcultures have played vital roles in the quality care of the healthcare industry in both the public and private forms of medical practice and education, leaving opportunity for the integration of principles focused on cross-cultural teamwork.

Cross-Cultural Training and Teamwork in Healthcare explores the complex relationships between patients, physicians, and nurses with different cultural backgrounds.

Integrating theoretical and empirical perspectives on medical teamwork, this book assesses the impact of diverse backgrounds among team members on the quality of care they provide so that medical practitioners, decision-makers, and educators can effectively make use of their cultural differences to provide patients with the best possible care.

➳➳ Table of Contents and List of Contributors ➳➳

Chapter 1
Comparative Analysis of Educational Policies Research  (pages 1-15)
Simona Vasilache, Alina Mihaela Dima

Chapter 2
Multiculturalism and Internationalization of Romanian Universities  (pages 16-33)
Simona Agoston, Katja Lasch

Chapter 3
Harmonization of the Funding Mechanisms in European Universities  (pages 34-56)
Alina Mihaela Dima, Ramona  Cantaragiu

Chapter 4
Teamwork in Medical Organizational Cultures  (pages 58-76)
Simona Vasilache

Chapter 5
Dimensions of Culture in Hospital Teamwork  (pages 77-111)
Anna Rosiek, Krzysztof Leksowski

Chapter 6
Concept and Types of Organizational Cultures of Hospitals  (pages 112-141)
Lukasz Sulkowski, Joanna Sulkowska

Chapter 7
The Role of the Personal Culture in the Management of a Multicultural Team  (pages 142-154)
Tatiana Segal

➳Chapter 8
Communication in a Healthcare Company  (pages 155-180)
Dina Rusnac

Chapter 9
A Multi-Level Analysis of the Change in Teaching Methods in Post-Communist Romania  (pages 181-203)
Oana Gauca

Chapter 10
Internal Communication in EU Project Management in Bucharest University of Economic Studies  (pages 204-244)
Andra Florina Irinca

 Σ Topics Covered
  • Communication
  • Historical Evolution
  • Leadership
  • Medical Education Systems
  • Organizational Behavior
  • Stakeholders’ Involvement
  • Teaching Methods
  • Team Efficiency

Author(s)/Editor(s) Biography

Simona Vasilache, PhD, is an Associate Professor of Cross-Cultural Management and Organizational Behavior at the UNESCO Department for Business Administration, Bucharest University of Economic Studies. Her research interests include: Knowledge Management, Organizational Culture, Organizational Intelligence. She has published over 10 books, 20 chapters in books and 100 research articles, nationally and internationally.

Highly Supportive:


 A Guide to Incorporating Cultural Competency into Health Professionals’ Education and Training

Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

Thirteen Tactics for Increasing Teamwork

Thirteen Tactics for Increasing Teamwork | TeamWork-SAGA |

Work teams have ups and downs, opportunities and constraints, and stars and shirkers. 

The following ideas show you how to seize the advantages present in your teams and how to overcome handicaps that plague them. 

  1. Create a teamwork culture...

  1. Start at the top...

  1. Hire team players...

  1. Insist on exceptional internal customer service...

  1. Use teams to interview and select job candidates...

  1. Define teamwork...

  1. Make employees feel like part of the team...

  1. Create teams...

  1. Experiment with self-directed teams...

  1. Serve customers through teams...

  1. Celebrate team victories...

  1. Get tough on those who thwart the teamwork initiative...

  1. Grant special dispensation...

Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

Lessons from Geese on Teamwork

Lessons from Geese on Teamwork | TeamWork-SAGA |

'Individual empowerment results from quality honking'

Lessons from Geese provides a perfect example of the importance of team work and how it can have a profound and powerful effect on any form of personal or business endeavour.

When we use these five principles in our personal and business life it will help us to foster and encourage a level of passion and energy in ourselves, as well as those who are our friends, associates or team members.

It is essential to remember that teamwork happens inside and outside of business life when it is continually nurtured and encouraged.


Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

10 Ways To Inspire Your Team

10 Ways To Inspire Your Team | TeamWork-SAGA |

More and more people feel stuck at work and are looking for validation.

Not only do they want to be heard, but more importantly they want to know that their contributions are being noticed and not taken for granted.

Not for the sake of attention, but more so because they want to know that their skill sets are still relevant and useful and that they are making a difference to advance the organizations they serve.

With professional development budget cut-backs in recent years, employees have had to start investing in themselves as concerns grow about where their capabilities best fit in their organizations and what their futures hold.

Leaders must understand that in today’s new workplace, there does not exist a single recipe to encourage employees to perform better.

Rather, it’s about how to maximize the ingredients in order to create hundreds of recipes that are customized and authentic; that provide long-term continuity and impact.

To get you started, here are ten ways to inspire teams to optimally perform.

To get you started, here are ten ways to inspire teams to optimally perform.

1.  Solving, Not Just Selling... 

2.  Purpose, Not Just Profit...

3.  Know the Ingredients, Not Just the Recipe...

4.  Learning, Not Just Lecturing...

5.  Innovation, Not Just Ideation...

6.  Significance, Not Just Success...


7.  Ownership, Not Just Accountability...

8.  Respect, Not Just Recognition...

9.  Personal Growth, Not Just Responsibility...

10.  Trust, Not Just Transparency...

Post ImagE:

Mhd.Shadi Khudr's comment, July 10, 9:29 AM
Los mejores deseos
Scooped by Mhd.Shadi Khudr!

Using Game Theory in Teams 1

Using Game Theory in Teams 1 | TeamWork-SAGA |

Game Theory is a mathematical concept that was made popular by actor, Russell Crowe, in the hit film “A Beautiful Mind” that was screened in 2002. So what exactly is Game Theory?

Game Theory can be defined as a means of analyzing strategic actions that, more often than not, result from the consideration of the expected behaviour of others.

A game, in economics, is defined as a situation whereby rules, strategies and payoffs are involved for parties to make beneficial decisions. In this context, of course, “beneficial” is subjective. Why?




The Prisoners’ Dilemma...



Internal Strife in Organizations...



Why then do teams degenerate to such a state? We will find the answers in the deeper roots of such organizational relationships.

These answers lie with two very tenuous components in relationship-building:

1.     Communication

2.     Trust

In the Prisoners’ Dilemma, communication was cut off between both prisoners and thus, trust became an issue.

This setting then led us to the Nash equilibrium of when both prisoners confess. In the product/marketing analogy, wouldn’t communication be readily available to allow both departments to produce win-win results?

Strange isn’t it?

In today’s organizational environment, with the widespread availability of communication technologies, why should communication be of any concern? 

Why, even with such avenues for communication being available, do our different  teams often end up in Scenario D? 

Do discuss the Game theory with your team – draw a grid like the one above about how your interacts with the other teams in the organization.

May you find the wisdom to take the optimum action like we hope our prisoners above did...

Highly Supportive:

Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

Collaboration versus Teamwork

Collaboration versus Teamwork | TeamWork-SAGA |

As much as organisations advertise for “team players”, what would be best are workers who can truly collaborate by connecting to each other in a more balanced manner with all the facets of their lives.

Of course that would mean that the blunt stick of economic consequences would have less overall significance...

Further Insights:

The focus of collaboration is the process. The act of collaboration creates and shapes the work that must be done to finish a project to completion.

As the work progresses the goal is defined. It is more like a living document: it is dynamic and flexible.

The focus of teamwork is the goal, the process is just a means to that end. One person cannot square off against another team and succeed no matter how talented they are.

In teamwork, you need a team.

Collaboration is an intentional act. It is an inter-subjective space (I love this concept. It is the space between subjective and objective, in which we all come together.

It is actually the relationship created by our collaboration. It is as huge as we make it. It is as functional as we work it. It is solely defined by our interaction and relationship.

Here are four key differences between teamwork and collaboration:

Teamwork: Command and control

Collaboration: Creative and flexible

Teamwork: Regulation playbook

Collaboration: Evolves over time

Teamwork: Do what the coach tells you to

Collaboration: Figure out what needs to be done

Teamwork: Crush your opponent

Collaboration: Contribute to the big picture

Maybe this is just a matter of semantics. “Teamwork” really does sound like something you learn in Little League, while “collaboration” feels a bit more more mature.

Author Andrew Campbell thinks there’s more to it than that, and he draws some key distinctions between the competing concepts:

  • Teams are made up of individuals chosen by a leader or manager to work toward a common goal.
  • Collaborators, on the other hand, could be strangers or even competitors.
  • Collaborative groups rarely have a clear leader to resolve differences.
  • Collaborative projects require stricter governance to account for shared risks.
  • Unlike teams, collaborators often have conflicting interests that complicate the process.


Post ImagE:

Mhd.Shadi Khudr's insight:

Collaboration defined:  Cross-unit collaboration takes place when people from different units work together in cross-unit teams on a collaboration task or provide significant help to each other. 

Collaboration involves people:

if all that is going on is shipping data back and forth between units, that’s not collaboration. Morten T Hansen, Collaboration.

No comment yet.
Scooped by Mhd.Shadi Khudr!

▶ Critical Moments: Livesaving Teamwork for a Mother and Baby

Nadiya and Andre Boldware stopped by Medical Center of McKinney to offer their thank you to a team of nurses that helped save Nadiya's and their newborn son's life.

Just eight weeks earlier, Nadiya's delivery was going smoothly until she suffered an amniotic fluid embolism (anaphylactoid syndrome of pregnancy) -- an extremely rare condition.

"We immediately did a C-section. We delivered the baby and revived him, and he did very well. Once we did that, we worked diligently to save the mother's life," said Kim Hatchel, RN, Chief Nursing Officer at Medical Center of McKinney. "The mom was not breathing or having a normal heart rate for 45 minutes."

Nadiya survived.

"Every day she improved, and I needed to see that for my recovery," Andre Boldware said. "Because of the outcome this hospital is a happy place to visit."

Nadiya adds, "I want to thank the staff who dedicated themselves to allow me to experience this moment."

>> Supportive:

No comment yet.
Scooped by Mhd.Shadi Khudr!

❂ How to Motivate a Team ❂

❂ How to Motivate a Team ❂ | TeamWork-SAGA |

When your team is motivated to do a better job, the work will be easier, more fun, and more dynamic.

In order to motivate your team to succeed, you have to be a strong leader and to give people both individual attention and to recognize them as a team.

Whether you're the CEO of a company or the captain of your tennis team, there are many things you can do to get the people around you motivated and excited to face the next challenge.

If you want to start motivating your team today, head over to Step 1 to get going...

Making Your Team Excited <<

Discuss the benefits of success...

Keep your team interested...

Set realistic goals...

Create some friendly competition...

Put your team members in control of their own destiny when instilling team motivation...

Design a tool for recognition when motivating your team...

Making Your Team Feel Recognized <<

Get the team members to work together...

Get to know each member of your team...

Recognize the members of your team...

Be friendly…but not too friendly...

Create social events outside of work...

Being a Good Leader <<

Create a comfortable environment...

 Be specific...

Keep things fresh and exciting...

Stay positive...

Be a good role model...

No comment yet.
Scooped by Mhd.Shadi Khudr!

Team-Based Rewards Structures and Their Impact on Team Trust 

Team-Based Rewards Structures and Their Impact on Team Trust  | TeamWork-SAGA |

Trust and Team-Based Rewards


...interpersonal trust is defined as “an individual’s belief that another individual makes efforts to uphold commitments, is honest, and does not take advantage given the opportunity”... 

...interdependence and risk as the two conditions that must exist for trust to arise. In other words, trust is best built in an interdependent team context where individuals must come together to share information and collaborate....

Team-Based Reward

For an increasing number of organizations, implementing a compensation plan that rewards employees for successful teamwork provides great synergy with their organizational model. .

Companies that have such plans take various approaches to structuring team-based rewards, including programs such as incentive pay, recognition, profit sharing and gainsharing.

Human resources professionals that use these plans indicate they can be an effective way to reward team performance, but “must be carefully structured to avoid unintended consequences that could undermine individual initiative and business goals”...

Benefits and Acceptance of Team-Based Rewards...

  • With the increasing emphasis on team-based work in organizations, research suggests a growing acceptance and interest in team-based rewards, with organizations embracing the “conventional wisdom that team-based pay is the best way to encourage cooperation”*...

  • Fueling this interest is the perception that “such pay systems are likely to enhance members’ pro-social behaviors and as a result, boost members’ capabilities, flexibility, responsiveness, and productivity”...

Optimal Conditions for Team-Based Rewards...

The establishment of objective, fair processes and measurable rewards criteria is also closely linked to the success and acceptance of team-based rewards.  Generally speaking, team members feel more comfortable when performance criteria are based on objective standards...  

...“measurable project rewards seem to restrict opportunities for free-riding, opportunistic behavior or favoritism.  This reduces suspicion and encourages project partners to trust each other”...  

In addition, cooperation amongst team members is often enhanced by teams’ perception of fairness, which “starts with an allocation of rewards that members consider equitable”...  

  While the benefits of team-based rewards are clear, there are certain conditions strongly correlated to trust under which they are more likely to be successful...  

...a high “team rewards attitude” (TRA), reflecting a positive attitude toward receiving team-based rewards, would “flow from the realization that, in situations of high task interdependence, the desired performance or output can only be achieved through teamwork”...

Pitfalls to Avoid: How Can Team-Based Rewards Undermine Team Trust Dynamics?

Although research suggests team-based rewards are most effective in high trust situations, their presence alone can be unsettling to team trust dynamics.

As an example, even if a fair and objective team-based rewards system is in place, team members may still be reluctant or unwilling to monitor each other or determine their coworkers’ pay...

Perceived disparity regarding the contributions of individual team members can also generate reduced cooperation and/or motivational loss in a team-based rewards environment.

Team-based rewards “may fail to recognize individual differences and can sometimes encourage free riding (withholding effort in the belief that rewards can be received by letting others do the work), potentially leading to reduced cooperation and team failures”...

...if implemented incorrectly, team-based rewards can increase destructive and/or competitive behavior between and within teams in organizations, rather than fostering cooperation.

This can lead to the sub-optimization of organizational goals...

...fostering competition for rewards between teams “promotes impermeable boundaries on the teams—i.e., a lack of information sharing and collegiality.

Therefore, attempting to award the best of middling or low-performing teams among a group of middling or low-performing teams will provide a negative return on investment"...

Similarly, team performance appraisal systems that provide a fixed reward to be divided within a team are destructive because they put individual team members in competition for rewards...

A Case Study: One Organization’s Journey Implementing Team-Based Rewards in a Low Trust Team Environment

As cited by the Harvard Business Review*, one U.S.-based global manufacturing company implemented a successful, multi-faceted approach to designing rewards for teams.

The guidelines, which take into account both individual and team performance, were outlined to include:

>> Listen to employees.

When converting three siloed departments to a dozen multifunctional teams focused on customer accounts, the company queried a cross section of employees and learned that they were very resistant to team-based compensation.    

>> Identify specific roles.

The firm established a system of differentiated compensation based on the specialized skills each member provides to a team. Because each person has a unique function, it’s relatively easy for managers to identify individual contributions. Employees are evaluated on measures such as job knowledge and work quality.    

>> Be consistent about evaluation.

All members of a given team are evaluated by one manager rather than an array of functional managers.    

>> Unite teams through recognition. 

The company encourages teamwork and cooperation by acknowledging individuals’ contributions to their teams and explicitly tracking and communicating the teams’ role in the company’s success"...


Team-based rewards have both potential benefits and drawbacks for an organization, especially in the context of team trust.

While they can be successful in highly interdependent team environments when reward measurements are fair and clear, they can also result in motivational loss, competitive behavior and feelings of discomfort by team members who are reluctant to determine each other’s pay when such preconditions aren’t in place.

As evidenced in the HBR case study, it’s important for managers to take these dynamics into account when designing a team-based rewards program and remember that there is not a one size fits all approach...


* Merriman, K. (2008). "Low Trust Teams Prefer Individualized Pay." Harvard Business Review 86(11): 32

Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

Effective Teams: The Key to Transforming Schools?

Effective Teams: The Key to Transforming Schools? | TeamWork-SAGA |

Why Does This Matter?

Here's why we need to articulate our beliefs and practices about good teams:     

  • Strong teams within a school are essential to retaining and sustaining teachers.
  •  If a team is effective, then people learn from each other.

 What Makes a Good Team? 

1- A good team knows why it exists.

2- A good team creates a space for learning...

3- In a good team, there's healthy conflict...

4- Members of a good team trust each other...

5- Finally, a good team has a facilitator, leader, or shared leaders...

This last point is what I've been contemplating this fall: What does a good team leader do? How, exactly, does she facilitate? How can leadership rotate or be shared?

>> Supportive:

Teamwork: Key to Success for Teachers and Paraeducators

Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

36 Ways To Build Working Team


"This is a lovely presentation and if full of wisdom. I wonder if teamwork always produces greater effort than individuals because of group thinking that follows the thinking of the first team member who voices his/her behavior. A must read presentation."
     _Ali Anani, PhD, Managing Partner at Phenomena Communications


No comment yet.
Scooped by Mhd.Shadi Khudr!

On the RoboCup-98 Adaptive Teamwork Evaluation

On the RoboCup-98 Adaptive Teamwork Evaluation | TeamWork-SAGA |

Agent teamwork (collaboration) is an important and challenging topic of research. Increasingly, agent teams are used in realistic and complex multi-agent environments.

In such environments, dynamic and complex changes in the environment require appropriate adaptation on the part of team-members.

As RoboCup proposes to provide multi-agent researchers with a standard test-bed for evaluation of methodologies for such environments, it is only natural to use it for investigating this essential capability.

During the RoboCup-98 workshop and competition a unique event took place: a comparative evaluation of the teamwork adaptation capabilities of 13 of the top competing teams.

An evaluation attempt of this scale is a novel undertaking, and presents many novel challenges to researchers in the multi-agent community.

This preliminary report describes the data-collection session, the experimental protocol, and some of the preliminary results from analysis of the data.

Rather than proposing solutions and well understood results, it seeks to highlight key challenges in evaluation of multi-agent research in general, and in the context of RoboCup in particular...

Post ImagE:

No comment yet.
Scooped by Mhd.Shadi Khudr!

5 Powerful Tactics I Use to Achieve Great Teamwork ღ Leading Big Visions From the Heart

5 Powerful Tactics I Use to Achieve Great Teamwork ღ Leading Big Visions From the Heart | TeamWork-SAGA |

The INCLUSIVE videos highlight the values and cultural practices that have led to great teamwork at Asana.

...hope a few of the ideas resonate and you can adapt them for your own team. If you enjoy the videos below, you can check out the complete talk...

ღ All-hands TGIF...

ღ Middle Way...

ღ Five Whys...

ღ Roadmap Week...

ღ DRI (Directly Responsible Individual) & Company Calendar...

No comment yet.