Certificate in Team Management

Form teams by defining the problem, setting goals and objectives, and outlining strategies; assign roles, build trust, and establish clear communication to overcome challenges.

Identify and empower a team leader who encourages open communication, leads by example, motivates, keeps focus on goals, and fosters problem-solving, collaboration, healthy dynamics, creativity, risk-taking, and recognition.

Discover key team member roles, including initiator, recorder, devil's advocate, optimist, timekeeper, gatekeeper, and summarizer, and how a team leader assigns these responsibilities.

Explore eight personality types from the Mother Briggs type indicator or ambito, including extroverts, introverts, sensors, intuitive, thinkers, fillers, judges, and procedures, to understand yourself and teammates.

Explore extroverts and introverts shaping teen team dynamics, highlighting think out loud explainers and those who need time to process. Guide leaders to balance styles and ensure introverts are heard.

Explore how intuitive and sensor types contribute to teams, balancing big-picture thinking with task execution. Learn the ideal mix to optimize teamwork based on work goals.

Balance thinkers, who understand how things work, with feelers, who know why tasks matter, using personality tests to identify roles and tailor team composition to objectives.

Balance teams with judges who plan and decide quickly and receivers who seek information; use online tests to identify judge, perceiver, feeler, thinker, and expert traits.

Observe the forming stage of team building through Remember the Titans, where coach Boone merges black and white players, sets rules, and assigns roles to foster unity.

Navigate the storming stage of team building by addressing difficult tasks and doubts, then establish common goals and agreed roles and responsibilities supported by effective communication and decision systems.

Lead teams through storming by negotiating conflict and separating people issues from problem issues. Identify core problems, listen to viewpoints, and restate core issues to resolve them.

During the storming stage, the team struggles with poor collaboration and leadership gaps as members clash over roles and accountability, questioning the captain's responsibility.

In the norming stage, team members accept one another and the rules, clarify roles, and build trust as individuality emerges and collaboration and synergy drive the group's objectives.

Move teams from competition to cooperation in the norming stage, cultivate constructive confrontation of issues, and promote constructive criticism focused on problems rather than people.

Learn to give constructive feedback during the norming stage by being descriptive, avoiding labels, not exaggerating, staying nonjudgmental, speaking for yourself, and using I statements.

Develop the skills to receive feedback effectively by listening carefully, not interrupting, taking notes, asking for clarity, paraphrasing to confirm understanding, acknowledging valid points, and allowing time to process.

Team members move from storming to norming, accepting roles and rules while coordinating offensive and defensive plays. They replace competition with cooperation and constructive criticism, forming a unified team spirit.

In stage four, the team performs with clear roles, shared goals, and strong communication. Members leverage strengths, resolve conflicts constructively, and bond to sustain efficient processes and balanced participation.

Learn the psychology of teams, set clear goals, select the right people, lead by example, and foster open communication, collaboration, and team-based rewards to sustain morale.

Learn how teams reach the performing stage by leveraging trust, role clarity, and effective processes, illustrated through a movie example of teamwork, motivation, and game-winning collaboration.