BUILDING CONSTRUCTIVE

TEAMS THROUGH SHARED

UNDERSTANDING AND
RESOLVING CONFLICT.

Respect and engagement are essential to developing a team culture. A

team approach is when members appreciate and accept that all voices need to
be heard and are values (Reynolds, ppt.2016). Rodd (2013) address five
stages of team development: 1: Connecting- getting together as a team. 2:
Confronting conflict in the team. 3: Cooperating as a team. 4: Collaborating as
an effective team. 5: closure. What is a team? According to Rodd (2013)

In early childhood services, a team is defined as: a

group of people who cooperate with each other to work
towards achieving an agreed set of aims, objectives or
goals while simultaneously considering the personal
needs and interests of individuals (p.149).

STAGE 1: CONNECTING-GETTING TOGETHER AS

A TEAM (RODD, 2013).
During this time foundations of both professional and
personal relationships are formed. Trust is being established
through connections, strengths and weaknesses are being
assessed and unwritten rules are being formed. The leader
needs to facilitate open supportive communication both
professionally and in a social context.

STAGE 2: CONFRONTING CONFLICT

IN THE TEAM (RODD, 2013).
In the process of galvanising a group of disparate individuals
into a cohesive team, conflict is inevitable, normal and healthy
(p.103). Cardno, Reynolds (2008). Suggest, to effectively deal with
dilemmas leaders need to recognise and clearly articulate such
problems (p.21).
Conflict often arises from a communication
breakdown, misunderstandings, inappropriate language or tone of
voice, gossip and inadequate listening. The job structure can also
cause conflict when rules are not explicit, procedures and processes
are not followed, resources are limited and roles are not defined.

STAGE TWO CONT.

Conflict needs to be
addressed
through
open
communication in a manner that is
non threatening and respectful.
Rodd (2013) advocates that, active
listening
and
communication
where each partys point of view is
valued.
Decisive
action,
collaboration,
accommodation,
avoidance and compromise are
ways a conflict can be handles.
Individuals employ various coping
methods when conflict arises, they
may start to show less interest,
form networks to support their
point of view, become detached,
work on developing a new culture
with new staff or they may become
more assertive.

STAGE TWO CONT

Problem solving approach

to conflict may also be employed
where the needs of individuals
are respected and people are
invited
to
cooperate
and
contribute a solution. The
problem-solving
approach
incorporates a collaborative
perspective on conflict (p.124).
The emphasis is on the attitude,
We can work it out. This
approach can stimulate new
levels of trust, more supportive
relationships
and
greater
commitment to the team and the
job (p.124).

STAGE 3:
COOPERATING AS A TEAM (RODD, (2013).
Open communication, constructive feedback and
acknowledgement of contributions to team facilitate team
consensus and cooperation (p.157). A new level of trust and
cooperation within the team has been establish having worked
through and solved some important issues. There is a
participatory, contributory and collaborative approach as
individuals take on more responsibility. Waninganayake,
Semman (2011) state, Creating an effective team is not the
sole responsibility of the leader. Instead, it is the responsibility
of each individual to craft productive relationships, govern their
own behaviours and take responsibility to address professional
issues that may arise in the workplace (p.2). Conflict still
occurs, but is embraced and worked through with an openminded supportive approach. An open, trusting environment is
nurtured when divergent points of view are encouraged.
(Bloom, 1995, p.56).

STAGE 4:
COLLABORATING AS AN EFFECTIVE TEAM (RODD,
(2013).

Collaborative decision making generally takes more time

but, if done properly, can result in greater feelings of empowerment
and commitment to the centre (Bloom, 1995, p.57). The team is
now working collaboratively and productively with shared
understanding and mutual respect. Rod (2013) states, The essence
of a team is that everyone works together collectively to achieve a
common gaol ( p.146). The Harvard paper by Bok, Sarkisian
(2016) states that a team is working effectively when: All
members have a chance to express themselves and to influence the
group's decisions. All contributions are listened to careful and
acknowledged (p. 5). These indicators of an effective team
acknowledge that everyones voice is important and valued and
respectful relationships have emerge. Although the team is now
working as a cohesive and collaborative team they will need to
adopt reflective appraisal on an operational, personal and
professional basis if they are to continue as a productive team.

One of the key to building productive teams is to have a leader

who has emotional intelligence who works on developing relations.
Rodd, (2013) describes one of the elements of effective leadership as
developing a team culture. I have been fortunate to work in a setting
where our leader has as innate understanding of leadership. She has
always made sure that the staff where looked after. They were my
priority, both professionally and personally. We also had a committee
member who put this into more practical terms, Good coffee machine,
good coffee, happy staff, happy children. This committee member
would leave chocolates on the table with notes, Enjoy, Thanks for all
your work.
Together they personified transformative and
participatory leadership. They built positive relationships within the
team. A sense of appreciation, respect and support both professionally
and personally, a collaborative and empowering approach to decision
making and the ability to value and acknowledge the staffs strengths
and weakness all contributed to us being a productive team and
achieving an exceeding rating. This is how a leader builds productive
teams.