Transcript of Leading Change in Turbulent Times Executive Education Seminar HIGH PERFORMING OR DYSFUNCTIONAL: HOW...
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- Leading Change in Turbulent Times Executive Education Seminar
HIGH PERFORMING OR DYSFUNCTIONAL: HOW HEALTHY IS YOUR TEAM? Tammy
Reynolds, MBA October 2013
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- A little about me Grew up in Pittsburgh, Pennsylvania Have two
awesome sons and a husband Tim (who you met earlier) Have a big
lovable dog Worked in industry for 20+ years, most recently with
Whirlpool Corporation Joined Ohio University August 2012 Love the
outdoors skiing, biking, hiking, kayaking
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- Sources used for this presentation
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- The Good, the Bad, and the Ugly Discuss at your table: Think
about your best team experience sports, school, social
organization, work place? What made it great? Now think of the
worst team Why was it so bad?
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- Groups Two or more interacting and interdependent individuals
who come together to achieve specific goals. Formal groups Informal
groups
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- What Is a Team? Groups whose members work intensely on a
specific, common goal using their positive synergy, individual and
mutual accountability, and complementary skills.
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- Tuckmans Stages of Team Development
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- Team Dynamics Groupthink - when a group exerts extensive
pressure on an individual to align his or her opinion with that of
others. Social loafing - the tendency for individuals to expend
less effort when working collectively than when working
individually.
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- Groupthink http://www.youtube.com/watch?v=mWoFQAqeZnQ
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- Mini Case Instructions: 1. Take a few minutes to read the case
individually and answer the 3 questions 2. Discuss at your table 10
minutes and try to reach agreement on the 3 questions 3. Prepare
your response and elect a spokesperson for the group 4. Review as a
large group
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- Inattention to Results Avoidance of Accountability Lack of
Commitment Fear of Conflict Absence of Trust Invulnerability
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- Lack of Trust What are some examples of lack of trust on teams
that you have experienced?
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- Building Teams that Trust
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- Steven Covey - Trust
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- Emotional Bank Account Steven Covey Group Exercise At your
tables, discuss deposits and withdrawals that you might make into
the emotional bank account of someone you love Next, discuss
deposits and withdrawals that you might make with fellow teammates
at work
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- Emotional Bank Account Steven Covey
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- Other ways to build trust on teams Share styles, strengths and
personality differences Get to know each other outside of work
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- Teams that trust Admit weaknesses Ask for help Accept questions
and input regarding their areas of responsibility Appreciate and
tap into one anothers skills and experiences Offer and accept
apologies
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- Lost at Sea
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- Inattention to Results Avoidance of Accountability Lack of
Commitment Fear of Conflict Absence of Trust Artificial Harmony The
Five Dysfunctions of a Team by Patrick Lencioni
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- Fear of Conflict Traditional view of conflict - the view that
all conflict is bad and must be avoided. Conflict - perceived
incompatible differences that result opposition.
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- Functional Conflict Conflicts that support a groups goals and
improve its performance. Task conflict - conflicts over content and
goals of the work. Process conflict - conflict over how work gets
done.
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- Dysfunctional Conflict Dysfunctional conflicts - conflicts that
prevent a group from achieving its goals(typically
interpersonal)
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- SO, IS CONFLICT ALWAYS A BAD THING? Clearly Not
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- Relationship Between Level of Conflict and Level of
Performance
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- Five Conflict-Handling Styles Avoiding - Maybe the problem will
go away Accommodating Lets do it your way Forcing You have to do it
my way Compromising Lets split the difference Collaborating Lets
cooperate to reach a win-win solution that benefits both of us
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- Programmed Conflict Devils advocacy process of assigning
someone to play the role of critic to voice possible objections to
a proposal and thereby generate critical thinking and reality
testing Dialectic method process of having two people or groups
play opposing roles in a debate in order to better understand a
proposal
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- Teams that engage in healthy conflict Have lively interesting
meetings Put critical topics on the table for discussion Tackle
issues head on Solve real problems quickly Minimize politics
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- Inattention to Results Avoidance of Accountability Lack of
Commitment Fear of Conflict Absence of Trust Ambiguity The Five
Dysfunctions of a Team by Patrick Lencioni
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- Lack of Team Commitment What does lack of commitment look like:
Fuzzy goals, no clear direction Revisit discussions and decisions
over and over again Encourages second guessing
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- A team that commits Creates clarity around priorities Moves
forward without hesitation Aligns the team members around common
objectives
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- Inattention to Results Avoidance of Accountability Lack of
Commitment Fear of Conflict Absence of Trust Low Standards The Five
Dysfunctions of a Team by Patrick Lencioni
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- Avoidance of Accountability Encourages mediocrity Misses
deadlines and key deliverables
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- Teams that hold each other accountable Ensure poor performers
feel pressure to improve Identify potential problems quickly by
questioning one anothers approaches
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- Inattention to Results Avoidance of Accountability Lack of
Commitment Fear of Conflict Absence of Trust Status & Ego The
Five Dysfunctions of a Team by Patrick Lencioni
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- Inattention to Results The ultimate dysfunction of a team is
the tendency of member to care about something other than the
collective goals of the group. (Lencioni, 2002) Rarely defeats
competitors Encourages team members to focus on their own careers
and individual goals
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- Teams that focus on results Win! Retain achievement oriented
employees Minimizes individualistic behavior Learn to subjugate
individual egos and agenda for the good of the team
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- Inattention to Results Avoidance of Accountability Lack of
Commitment Fear of Conflict Absence of Trust Status & Ego Low
Standards Ambiguity Artificial Harmony Invulnerability The Five
Dysfunctions of a Team by Patrick Lencioni
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- How healthy is your team? Referring to Lencionis model,
determine how healthy your team is What does your team do well?
What can it improve upon? What one thing will you commit to
changing on your team?