Team Performing Functions These functions or roles set a positive or constructive tone to the team. Ask these questions as you observe: Does anyone ask for or make suggestions as to the best way to proceed or to tackle the problem? Does anyone attempt to summarize what has been covered or what has been going on in the team? Is there any giving or asking for facts, ideas, opinions, feelings, feedback, or searching for alternatives? Who keeps the group on target? Who prevents topic jumping or going off on tangents? The following specialized vocabulary will assist faculty and students in debriefing team activities to improve understandings. Vocabulary for Debriefing Team Task Functions and Roles Clarifier or Elaborator: clarifies, gives examples, develops meaning, tries to envision how a proposal might work out if adopted Consensus Tester: periodically asks the group for opinions to determine if they are nearing a decision or consensus ; periodic vote-taking seeking win-win on the way to solution Coordinator: shows relationships among various ideas or suggestions, tries to pull diverse thoughts together, tries to draw together activities of subgroups or committees Diagnostician: determines sources of difficulty or roadblocks to success and assists in suggesting solutions Energizer: raises the level of enthusiasm, "atta boy/girl" comments; one minute manager Evaluator or Critic: analyzes or causes the group to analyze its accomplishments according to a set of standards without threatening. Measures accomplishments against goals. Information Provider: offers facts, generalizations, or personal experiences relative to the team task to illustrate points Information Seeker: seeks further, deeper expressions of values, suggestions, opinions, ideas, points of view Initiator: proposes solutions, suggests new ideas, new definitions, new approaches, new organizations of thought and materials Observer: does not participate in discussions, but observes process for purpose of feedback to group regarding the process of a meeting, either at the end of the meeting or during the meeting as decided by the team ; appointed by group Opinion Giver: states an opinion, belief, fact, values or point of view relative to the task to summarize and move forward Opinion Seeker: seeks clarification of values, suggestions, ideas, points of view Secretary or Recorder: takes minutes or notes, serving as "group memory" Summarizer: pulls together related ideas or suggestions after listening to group discussions, offers possible decisions or conclusions for adoption  or vote

Team Maintaining Functions These functions or roles raise the morale of the team, maintain harmonious working relationships and create a supportive atmosphere that encourages participation. Ask these questions as you observe: Who helps others get into the discussion? Who cuts off or interrupts? How well are members getting their ideas across? Are some members preoccupied or not listening? Are there any attempts to help others clarify their ideas? How are ideas rejected? How do members react when their ideas are not accepted? Do members attempt to support others when they reject their ideas? Vocabulary for Debriefing Team Maintenance Functions or Roles Compromiser: Offers to compromise when it is clearly necessary to move forward with the task ; this is not win-win which is a preferred solution when  possible; Empathizer: Expresses understanding of what another may be feeling Encourager or supporter: accepts contributions of others, is responsive to others' ideas, or build upon others' ideas Feelings Acceptor: maintains group awareness that feelings as expressed are neither good nor bad, but a reality of life to be acknowledged ; tries to see the viewpoint of negative input Feelings Expresser: describes one's own, honest reactions or feelings with respect to the situation, as well as articulates feelings as expressed by the group Follower: goes along with the direction of the group; listens attentively; repeats to clarify, accepts discussion and decision Gate Opener: makes it possible for others to make a contribution to discussion by saying, "We haven't heard from Jim yet" or suggesting a limit to talking time so all can contribute. Keeps communication channels open, doesn't interrupt or close down gates. Mediator or harmonizer: conciliates differences in points of view and helps manage conflict Standard Setter: suggests standards for group to achieve and challenges nonproductive norms and behaviors. stretches the group to be its best Tension releaser, Comic: drains negative feelings by jesting or putting tense situations in wider context; objective in viewpoint

Team destructing behaviors- often self oriented Self oriented behaviors divert energy of the group from a task and focus it on the individual displaying the behavior. Sometimes individuals need attention. Leaders can help align individual needs with group task. Non functional behaviors stem from unresolved issues: 1.The problem of identity What is my role in this group? Where do I fit in? What kind of behavior is acceptable here? 2. The problem of goals and needs What do I want or need from the team? Can team goals match my goals? 3. The problem of power and influence Who will control what I do? How much power or influence will I have? 4.The problem of intimacy How close will we have to get to each other? How much can we trust each other? How can we improve trust? Vocabulary for Debriefing Non-functional Team Tasks and Roles The following specialized vocabulary helps in debriefing non-functional behaviors for improved understanding. However, using these words carries a responsibility NOT TO BLAME anyone who falls into nonfunctional behavior, as this is counter productive. It is more useful to understand that it is not in a team's capacity to satisfy individual needs and that individual needs can divert team activity. Each person can also interpret behavior differently. What one sees as "blocking" behavior can be seen by another as a necessary "push" effort to test feasibility or move the group from dead center, (Playing devil's advocate) There are times when some forms of aggressive behavior actually move a group forward, but blaming destroys trust. Aggressor: seeks status by criticizing and blaming others, shows hostility against the group or some individual, deflates egos of others Blocker: interferes with group process by going off on tangents, cites unrelated personal experience, argues too much for favorite causes, rejects ideas out of hand Competitor: vies with others to produce the best idea, talks the most, plays the most roles, seeks acceptance of leaders Dominator: continually takes more than a fair share of group time. Monopolizes and interrupts Joker: horses around, mimics, disrupts work of the team Manipulator: tries to move team in self-oriented directions through distorting facts and motivations Recognition seeker: attempts to call attention to self by loud or excessive talking, extreme ideas, unusual behavior Self-confessor: uses group as a sounding board to work out own situations, diverts team attention, time, energy Special interest pleader: introduces and supports pet projects, lobbies self interests Sympathy seeker: tries to induce team to be sympathetic to life's problems, puts self down to gain support, expresses insecurity and confusion Withdrawer: acts indifferent or passive, resorts to excessive formality, daydreams, doodles, whispers to others, wanders from subject, physically or psychologically leaves group