Team Building Intervention

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1. Based on the above case study, propose an intervention to assist the team:
Team work has always provided a winning formula for success. Two heads are always better than one. Working as a team will lead to goals being done more quickly and efficiently. Effective team work guarantees success. Our company Evolve has 4 main interventions that we use when it comes to team building activities (Anonymous, 2013).
- Activity- based team building
- Skills-based team building
- Team building through personality assessment
- Team building through problem-solving

As an OD practitioner organisation we will use the “Skills –based team building”. What you may ask is Skills- based team building? This intervention consist out of workshops where team members
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Tasks such as rope course, mountain climbing, rafting, orienteering, caving, boot camp or survival events. These activities targets specific development needs of a team such as problem solving, risk-taking, trust- building and paradigm breaking. When a team experience success in these outdoor activities it improves their overall morale and productivities in the work place (Anonymous, 2013). .
Personality- based team building is where you as individual learn more about your own personality as well as your team members. This help team members to get better self-understanding, become aware of the difference between each other and to adjust behaviour to match their teammates. Understanding each other’s differences will improve conflict resolutions, team effectiveness and collaboration (Anonymous, 2013). Team building through problem-solving is done by an outside facilitator. Team members come together to identify and solve problems that the team is currently facing. This intervention helps groups to move beyond inertia, control their own destiny and stay motivated (Anonymous,
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An OD practitioner must be able to demonstrate the ability to influence and engage effectively. Below are a few interpersonal skills required of an OD practitioner:

• Communication – will enable an OD practitioner to interact and build relationships by presenting ideas clearly, listening carefully and responding appropriately. Good communication prevents misunderstanding, conflict and possible problems.
• Conflict resolution – an OD practitioner needs to be able to manage conflict and help employees calm down, control themselves, discuss issues and accept differences.
• Team management – effective team building skills enable an OD practitioner to encourage collaboration ensuring that the organisation can share ideas and achieve common goals.
• Delegation - successful delegation depends on matching people with tasks. This involves developing clear descriptions of tasks and creating a defined strategy for monitoring and tracking progress.

If I were the OD practitioner I would ensure I deliver performance and maintain the requirements expected of me as mentioned

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