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Transcript of Team Building
Ordinary People- Extraordinary Life's!
Ordinary People- Extraordinary Life's!
Seek the Leader in you!Seek the Leader in you!
Team Building and Leadership workshop
“I will pay more for the ability to
deal with people than for any
other ability under the sun”
- John D. Rockfeller
Team Leader
“Your first and foremost job as a
Leader is to take charge of your
own energy and then orchestrate
the energy of those around you”
- Peter Drucker
Dynamic Team
HighPerforming
Interdependent
Confident
A Dynamic Team
Clearly states its mission and goals;
Operates creatively;
Focuses on results;
Clarifies roles and responsibilities;
Is well organized;
Builds upon individual strengths;
Supports leadership and each other;
Resolves disagreement;
Communicates openly;
Evaluates its own effectiveness.
Steps to build a ‘Dynamic’ Team
Drive
Map out your
team’s mission
statement. Define
its purpose of
existance.
Chart out the
team’s goals and
priorities.
Register your
“rules of the road”
- Guidelines.
Drive
Strive
Clarify team
members’ roles
and
responsibilities.
Set realistic goals.
Identify
roadblocks.
Draw up action
plans.
Steps to build a ‘Dynamic’ Team
Drive
Strive
Thrive
Provide feedback.
Commit to conflict
resolution.
Collaborate for
creativity.
Deal with decision
making -
Empowerment
Steps to build a ‘Dynamic’ Team
Drive
Strive
Arrive
Thrive
Celebrate
success.
Keep track of
progress.
Consistently
encourage
involvement.
Revitalise team
meetings.
Steps to build a ‘Dynamic’ Team
Drive
Strive
Revive
Arrive
Thrive
Unwelcome intrusions / changes
disrupt plans. Eg. 2 members quit / new project.
Restructuring of department ? Need to backtrack few steps to
regroup. Reestablish team’s goals,
priorities & re-look at responsibilities.
Steps to build a ‘Dynamic’ Team
The ‘Dynamic’ Team
Drive
Strive
Revive
Arrive
Thrive
Symptoms of poor teamwork
Guarded communication.
Lack of disagreements.
Unwilling to share information.
Ineffective team meetings.
Unrealistic goals.
Unhealthy competition.
Little faith in others.
After the Team Challenge
Observer’s comments on group behaviour and performance.
How did you feel at the different stages of the exercise?
Did the team develop a successful strategy to cope with destructive members?
How did you feel to be a saboteur ?
What are the positive and negative aspects of competition?
What are your learnings ???
Different Roles in a team
Team Enhancing Roles Team Impeding Roles Knowledge
Contributor Process Observer People Supporter Challenger Listener Summarizer Conciliator Mediator Gatekeeper
Concealer Pessimist Squelcher People diagnoser Dominator Flaw Finder Naysayer
The ‘OK’
Corral
Transactional Analysis
What is TA?
A model for understanding human behavior
Three Ego States (parent, adult, and child) or “parts of the brain”
Parent's is a language of values
Adult's is a language of logic and rationality
Child's is a language of emotions
Effective functioning in the world depends on the availability of all three, intact ego states.
Parent ego
What are the Parent Types?Prejudiced
(lacks facts & logic)
Nurturing (caring and sympathetic behavior)
Critical (fault-finding, condescending…)
The Child (Ego) in all of us…
Represents the feeling/emotional part of us.
Includes the impulses, feelings, and behaviors that comes naturally to a small child.
Often referred to as the ‘emotional’ part of us.
The Child Ego State
A Child is… ImpulsiveSelf CenteredPleasure LovingAngry
FearfulHappyRebelliousSadAggressive
The Adult Ego
That part of us that deals objectively
with reality (why is this important?)
Gathers objective information
Organizes
Tests reality
Computes dispassionately
Claude Steiner, PhD
“Being able to see things as they are without
the emotional attachments and aversions of our Child and
without the prejudices of our Parent (be they that I/You are
OK or not) gives us the power to make
decisions on the basis of the closest
approximation to reality that we can attain given our
experience at the moment.”
So what about the Adult Ego…
Looks at the past but doesn’t dwell on it.
Think of a person who lives in the past…what other characteristics do you see in them?
Focuses on information and objectively analyzes data to make decisions.
Often referred to as the computer part of us.
Ego Portraits
Most people have a favorite ego state.
when at work where do people spend most of their time?
What about with family?
The Parent Ego:AP C
What are characteristics of someone with a large adult ego?
The Adult Ego:AP C
What are characteristics of someone with a large adult ego?
The Child Ego:AP
C
Contamination…
Occurs when prejudice, beliefs, pre-
conceived notions are so strongly
held that they contaminate the
adult’s ability to think logically.
C A
P
YOU’RE OK
I’m OK
You’re OK
I’m Not OK
You’re OK
I’m OK
You’re Not OK
I’m Not OK
You’re Not OK
I’M OK
I’M NOT
OK
YOU’RE NOT OK
The ‘OK’ Corral
Examples and Characteristics
I’m OK, You’re OK - I feel good about my own
performance and the whole team is doing
very well now.
Characteristics:
Mutual respect. Collaboration, Construtive
approach to problems and disagreements.
Confidence. Refusal to put self or others
down
I’m OK, you ‘re not OK- The boss really likes
my effort. He didn’t say much about yours,
though
Characteristics:
Smugness. Superiority. Competitiveness
regardless of cost to others. Will put others
down readily and with enjoyment. Hostility.
Constantly looking for errors by others.
Victimization and harassment of others.
Characteristics ... (Contd)
I’m not OK, you’re OK- Other people are so
much better at their jobs than I am.
Characteristics:
Feelings of inadequacy and powerlessness.
Withdrawal. Under valuing of own skills and
abilities. Running away from Problems.
I’m not OK, you’re not OK - We’ve made a
mess of this project. It’s just terrible.
Characteristics :
Hopelessness. Sense of getting nowhere. ‘
Why bother?’
Appreciation:Key to Effective Team Work
46% of people who quit their
job do so because they feel
unappreciated!
- US Dept. of Labour
Team Work is no accident,
it is the by-product of
good leadership!
Mental blocks / Inner barriers that hinders effective team working
They are built from your assumptions on how you & others should work.
They gradually transform into rules governing you - your response to people & situations.
One believes them unquestioningly .
One doesn’t think of them, or recognize them as sources of ineffectiveness at work.
What are they??
Denial :
I don’t see a problem, so it isn't there.
Blind Spots & shortcuts
What I don’t like can’t be important
Self InterestAlways look out for No. 1
Mind reading
People should know what I want without being told !
BlameIf something has gone wrong, it has to be somebody’s fault.
Being niceBeing nice to Avoid conflict at all cost.
PerfectionIf it’s not perfect its nothing
ExcusesThere is always a good reason why I don’t follow the rules everyone works by.
Being rightThere’s a right way & a wrong way, my way is always right.
Emotional Intelligence
Where the 20th century was driven by
IQ,
the key to success in the 21st Century will be
EQ - Emotional Quotient
The Stages of Effective Team Management
New Manager - “I did it”
Experienced Manager - “We did it”
Leader - “You did it”
A Team that is :
Open to ideas.
Eager to communicate.
Focused on its goals.
Accepting of all members.
. . . is DYNAMIC.
Good Managers know how to cut:They trim costs, reengineer &
restructure.
Leaders know how to grow:They realize you can’t shrink your way
to Greatness!
Business Week - Top 25 Manager s ‘95