BalticLab- Effecitve teams and self awareness

Welcome

- Run my own business- Work for the industry and different educational companies- Studied labor relations at Stockholm University- Passionate about group development and management

- Organisational developer- Hyper Island

@[email protected]

Sofia Arvegård

What are we going to do today?First session:- Group development- The tailor-made leadership

Second session:- Self Awareness, strengths and areas of development

How are we going to do this?

- We will go though the latest research regarding group development- I wish for a dialogue whit thoughts and questions- I will share my own experiences and hopefully so will you- Action and consequent- Inspiration- Increased knowledge regarding groups and self awareness

No correct solutions, no correct answersNo one is right or wrong

Is it necessary for us to understand groups?- Groups influence individuals -individuals influence groups- We need diversity to solve complex task- We need each other to achieve collective intelligence- Well functional groups are effective and profitable

”We can support groups better and we will become better leaders if we understand groups and learn how to

interpret their needs”

A little bit of history

Susan A Wheelan - psychologist, scientist and author

- studied 100 years of research- validated model of group development from a development perspective

source:Create effective teams

A group process from a development perspective

Have you ever belonged to a well functional group?

Yes, I have ...

"... I felt involved and important, people listen to me ... I knew what I was suppose to do and what others should

do. I trusted my colleagues. I got support!

After we met, I had more energy.It felt like I learned stuff!

It was really fun! "

Have you ever belonged to a dysfunctional group that was not as pleasant?

"... it was not fun ... I was overlooked. Nobody asked me what I thought. I did not feel that I contributed. I did not

know what to do. I had a stomach ache before each meeting.

It was a lot of bullshit at the coffee machine.The others were pretty weird! "

Yes I have ....

Dependency and inclusion

Counter-dependency and fight

Trust and structure

Work and productivity

1

2

3

4 Conclusion

5IMGD - Integrative Model of Group Development

What do we see in a group?

Dependency and inclusion1.

- Courtesy- Looking for directives from the leader- The members obey- Conflicts are rare- Talking about non-relevant subjects

- Will I be accepted- Fear of being rejected- The desire to belong- Insecurity regarding expectations- Need of safety

Why is this?

- Conflicts rises to the surface and becomes visible- Dissatisfaction about the roles and responsibilities- Clarification of roles and values- Leaders and members are challenged- Participation increases- Subgroups may be formed

- Do I accept you / Do you want to be here?- What role would you like to have and how does it affect me?- How much power and influence do I get?- What is expected of me / the desire for safety

Counter-dependency and fight2.


Why is this?

- Greater clarity and consensus- Roles and responsibilities adapted to skills- Task-oriented communication- Valuable deviations are tolerated- Increased acceptance for subgroups- Cohesion and trust increases

- I trust you and your skills- I know what to do and I contribute- I'm being listened to and can influence- I know what is expected of me / I feel safe

Trust and structure3.


Why is this?

- The team is task-oriented- The team spend enough time discussing and making decisions- Decisions are implemented and evaluated- The communication is direct and clear- Production is high- Task-oriented subgroups formed- Greater focus on problem solving and improvement

- I accept my role and my responsibility- I feel competent and important- I'm being challenged and I get the support I need- I am rewarded for good performance and I get confirmation

Work and productivity4.


Why is this?

- Focus on the task reduces- We are talking about irrelevant topics- Resignation- Irritation- The leader and members can be challenged

- What will happen to me now?- What has been my contribution- What do I take with me?- What can I expect- What is expected of me- The desire for safety

Conclusion5. What do we see in a group?

Why is this?



Trust and structure

Work and productivity

1

2

3

4 Conclusion

5IMGD - Integrative Model of Group Development

1.

- Inform (what, how, whom, when, why, where)- Confirm- Create relationship-oriented events- Control by clarity- High availability- High level of attendance

The tailor-made leadership

What do we see in a group?- Courteous- Looking for directives from the leader- The members abide- Conflicts are rare- Talking about non-relevant subjects

- Will I be accepted- Fear of being rejected- The desire to belong- Insecurity regarding expectations- Need of safety

Why is this?


2.

- Inform (how and by whom)- Skills Inventory- Educate- Distribute / Delegate- Praise and acknowledge- High availability- High level of attendance

- Conflicts rises to the surface and becomes visible- Dissatisfaction about the roles and responsibilities- Clarification of roles and values- Leaders and members are challenged- Participation increases- Subgroups may be formed

- Do I accept you / Do you want to be here?- What role would you like to have and how does it affect me?- How much power and influence do I get?- What is expected of me / the desire for safety


Why is this?



3.

- Inform- Be transparent- Delegate responsibilities and mandates- Support and develop- Compliment and acknowledge- Give criticisms- Provide feedback

- Greater clarity and consensus- Roles and responsibilities adapted to skills- Task-oriented communication- Valuable deviations are tolerated- Increased acceptance for subgroups- Cohesion and trust increases

- I trust you and your skills- I know what to do and I contribute- I'm being listened to and can influence- I know what is expected of me / I feel safe


Why is this?


Trust and structure

Work and productivity4.

- Inform- Be transparent- Talk about vision- Support and give coaching- Compliment / Confirm- Give criticism- Provide feedback

- The team is task-oriented- The team spend enough time discussing and making decisions- Decisions are implemented and evaluated- The communication is direct and clear- Production is high- Task-oriented subgroups formed- Greater focus on problem solving and improvement

- I accept my role and my responsibility- I feel competent and important- I'm being challenged and I get the support I need- I am rewarded for good performance and I get confirmation


Why is this?


Conclusion5.

- Inform (what, how & why)- Confirm- Evaluate- Create relationship-oriented events- Control by clarity- Celebrate

- Focus on the task reduces- We are talking about irrelevant topics- Resignation- irritation- The leader and members can be challenged

- What will happen to me now?- What has been my contribution- What do I take with me?- What can I expect- What is expected of me- The desire for safety


Why is this?


0- Direct/ control

38% Be supportive/ pedagogical

68% Interacting/Delegating

75% Interactive/ visionary

evaluate/ make a conclusion

IMGD - Integrative Model of Group Development

START GOAL

WHAT

HOW

WHERE

WHOM

... good to think of!

WHY

"... I felt involved and important, people listen to me ... I knew what I was suppose to do and what others should

do. I trusted my colleagues. I got support!

After we met, I had more energy.It felt like I learned stuff!

It was really fun! "

... good to know!

What we have done so far!

First session:- Group development- The tailor-made leadership


Thanks for listening to me and welcome back for the second session!

Welcome

- Run my own business- Work for the industry and different educational companies- Studied labor relations at Stockholm University- Passionate about group development and management

- Organisational developer- Hyper Island

@[email protected]

Sofia Arvegård

What are we going to do today?

First session:- Group development- The tailor-made leadership


How are we going to do this?

- Reflect upon your own behavior- Emotional Guidance scale- Find your focus (love, competence and profitable)- Find your goal 2013

Paper and a pen

- I wish for a dialogue, share your thoughts - Action and consequent, No one is right or wrong- Inspiration- Increased knowledge and self awareness

No correct solutions, no correct answers

Why Self-awareness?

- Our knowledge, theoretical and practical- Our strengths and weaknesses - Our strategies- Our work capacity, our limitations- Our passion

- My ability to manage my self and different assignments, different work relations and different situations

You are increasing your chances of finding yourself in the right context, in the right environment and that will increase your

chances of becoming happy!

- Our ability to management our assignments, our work relations and different situations

Create groups with 4 members in each group

Make a short introduction of yourself- your name

- your business / line of work



1

2 3

4 5

6

7


What you love

What you´re good

at

What pays well

Happy but

poor

Just a dream

Rich but bored

WIN

Goal2013

- clients- achievements- assignments

- network- digital presence

- turnover

- 5 bold concrete steps

Thank you for this day.Good luck in the future.

[email protected]

BalticLab- Effecitve teams and self awareness

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