Are you a project manager and wondering if your group is a team or just a complex working group? – Then Flow-zone can give you some good ideas to get to know yourself and the others in the group better. But first a little definition.
SGL describes a team
as a tight group in Flow,
who wants a lot
to promote a common goal.
1. Provide each participant with a copy of the diagram.
2. Explain the meaning of the team zone diagram using a board. Ref. Lesson 2,1
3. Have each participant mark their position on their copy with a cross.
4. Transfer all the crosses to the team zone diagram on the board.This will provide a clear visual representation of the team’s competence energy. Use this to discuss the team’s current situation based on the following scenarios:
In this case, the leader places their mark in the lower part of the team zone, while most team members place their marks within the broader section of the zone.
The team is stuck in a rut. The challenges they face align with their general level of competence, meaning there is little motivation for growth or improvement. There is no existing drive for change, and stimulating measures are needed to encourage development.
Here, the leader places their mark outside the team zone, about halfway along the skill axis. One to three team members mark their positions below the team zone but at the same skill level as the leader. The rest of the team is spread out from the lower, broader section up to the leader’s level.
The leader is in a position for improvement, but the challenges presented to the team are too small compared to their specialized skill levels. Frustrated team members need to be re-engaged, either by bringing them back into the team zone or by assigning them to new tasks. Better communication is essential. The situation calls for changes and a reorganization of work processes.
In this scenario, the leader and most of the team (two-thirds) mark their positions in the upper part of the team zone. The majority of the team spreads out towards the upper and middle sections of the diagram. However, two or three frustrated members mark themselves near the midsection, just below the team zone.
The team has great potential for handling demanding tasks. It is the leader’s responsibility to recognize and address frustration, resolve potential conflicts, and encourage teamwork as a key success factor. To optimize performance:
Provide greater challenges in areas where team members excel based on their self-image and specialized skills.
Delegate tasks effectivel
Adapt leadership style to a more coaching-SGL-oriented approach
Foster a culture of continuous improvement
Take an A4 sheet of paper and write down the first names of all your group colleagues. – Then place them in order in the Flow diagram, where you feel they would place themselves. Start with yourself first, and then fill in with the others.
Compare the results with the examples above. What is true, and what is false?
Decide to find the truth by inviting the group to a team day off-office. – Feel free to send us a comment about what you discovered!
