Team training

Team training is training in teams with the aim of improving the overall performance of the team. In contrast to individual training, however, it is not personal skills and competencies that are developed, but processes within the team, for example communication , conflict behavior , performance and the like. Although team training has long been common in team sports, scientific studies of the effects of interaction and behavior are relatively new. In addition to skills and knowledge, the mental models of a team influence performance. This includes shared assumptions about the roles and functions within the team, the jointly agreed work processes and the materials used.

Similar to “Singletrail” or “Handy”, “Team Training” is not an English term; in English the expression "team building course" or similar is used. used.

Methods of training

Cannon-Bower and Salas name the following methods of team training:

Cross training - team members have to fulfill different roles, so that redundancies in skills and knowledge arise.
Guided Team Self-Correction - Developing the self-correcting skills to provide correctives to the team.
Team coordination and adaptation training - developing the ability to deal with stress.

In addition to these team disciplines, the individual development of skills is also mentioned, which serve the self-assertion of the team members and the leadership function in the team:

Assertiveness training - individual development of skills to deal with team processes.
Team leader training - individual development of leadership skills.

rating

One of Salas et al. The published meta-analysis came to the result that cross-training as well as team coordination and adaptation training show weak to medium effects . The guided team self-correction training and the self-assertion training both showed only weak effects. Overall, it turned out that it is worthwhile to conduct team training.

literature

IL Goldstein, KJ Ford: Training in organizations: Needs assessment, development, and evaluation. Monterey, CA: Brooks / Cole, 2002.

Individual evidence

↑ Salas, E., Nichols, DR, & Driskell, JE (2007). Testing three team training strategies in intact teams - A meta-analysis. Small Group Research , 38, 471-488.
^ ^A ^b Salas, E., DiazGranados, D. Klein, C., Burke, CS, Stagl, KC, Goodwin, GF, & Halpin, SM (2008). Does team training improve team performance? A meta-analysis. Human Factors: The Journal of the Human Factors and Ergonomics Society , 50, 903-933.
↑ ^a ^b ^c ^d Cannon-Bowers, JA, & Salas, E. (1998). Team performance and training in complex environments: Recent findings from applied research. Current Directions in Psychological Science, 7 , 83-87.
↑ Marks, MA, Sabella, MJ, Burke, CS, & Zaccaro, SJ (2002). The impact of cross-training on team effectiveness. Journal of Applied Psychology, 87 , 3-13.

[1] Salas, E., Nichols, DR, & Driskell, JE (2007). Testing three team training strategies in intact teams - A meta-analysis. Small Group Research , 38, 471-488.

[Meta_Salas-2] A ^b Salas, E., DiazGranados, D. Klein, C., Burke, CS, Stagl, KC, Goodwin, GF, & Halpin, SM (2008). Does team training improve team performance? A meta-analysis. Human Factors: The Journal of the Human Factors and Ergonomics Society , 50, 903-933.

[Cannon-3] Cannon-Bowers, JA, & Salas, E. (1998). Team performance and training in complex environments: Recent findings from applied research. Current Directions in Psychological Science, 7 , 83-87.

[4] Marks, MA, Sabella, MJ, Burke, CS, & Zaccaro, SJ (2002). The impact of cross-training on team effectiveness. Journal of Applied Psychology, 87 , 3-13.