Team Buliding & Leadership Skills
Transcript of Team Buliding & Leadership Skills
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Ordinary People-Extraordinary Life's!Seek the Leader in you!
Team Building andLeadership workshop
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I will pay more for the ability to
deal with people than for anyother ability under the sun
- John D. Rockfeller
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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
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Dynamic Team
HighPerforming
Interdependent
Confident
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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.
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Steps to build a Dynamic Team
Drive
Map out your teams
mission statement.
Define its purpose of
existance.
Chart out the teams
goals and priorities.
Register your rules of
the road -
Guidelines.
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Drive
Strive
Clarify team
members roles and
responsibilities.
Set realistic goals.
Identify roadblocks.
Draw up action plans.
Steps to build a Dynamic Team
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Drive
Strive
Thrive
Provide feedback.
Commit to conflict
resolution.
Collaborate for
creativity.
Deal with decision
making -
Empowerment
Steps to build a Dynamic Team
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Drive
Strive
Arrive
Thrive
Celebrate
success.
Keep track of
progress.
Consistently
encourageinvolvement.
Revitalise team
meetings.
Steps to build a Dynamic Team
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Drive
Strive
Revive
Arrive
Thrive
Unwelcome intrusions / changes disruptplans. Eg. 2 members quit / new
project. Restructuring of department ?
Need to backtrack few steps toregroup.
Reestablish team
s goals, priorities & re-look at responsibilities.
Steps to build a Dynamic Team
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The Dynamic Team
Drive
Strive
Revive
Arrive
Thrive
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Symptoms of poor teamwork
Guarded communication.
Lack of disagreements.
Unwilling to share information.
Ineffective team meetings.
Unrealistic goals.
Unhealthy competition.
Little faith in others.
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After the Team Challenge
Observers comments on group behaviour andperformance.
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 ???
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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
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TheOK
Corral
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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 theavailability of all three, intact ego states.
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Parent ego
What are the Parent Types?
Prejudiced
(lacks facts & logic)
Nurturing
(caring and sympathetic behavior)
Critical
(fault-finding, condescending)
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The Child (Ego) in all of us
Represents the feeling/emotionalpart of us.
Includes the impulses, feelings, andbehaviors that comes naturally to asmall child.
Often referred to as theemotional part of us.
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The Child Ego State
A Child is
Impulsive
Self Centered
Pleasure Loving
Angry
Fearful
Happy
Rebellious
Sad
Aggressive
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The Adult Ego
That part of us that deals objectively with
reality (why is this important?)
Gathers objective information
Organizes
Tests reality
Computes dispassionately
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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.
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So what about the Adult Ego
Looks at the past but doesnt dwell on it.
Think of a person who lives in the
pastwhat 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.
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Ego Portraits
Most people have a favorite ego state.
when at work where do people spendmost of their time?
What about with family?
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The Parent Ego:AP C
What are characteristics of someone with alarge adult ego?
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The Adult Ego:AP C
What are characteristics of someone with a largeadult ego?
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The Child Ego:
AP
C
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Contamination
Occurs when prejudice, beliefs, pre-
conceived notions are so strongly heldthat they contaminate the adults ability
to think logically.
C A
P
Th OK C l
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YOURE OK
Im OK
Youre OK
Im Not OK
Youre OK
Im OK
Youre Not OK
Im Not OK
You
re Not OK
IM
OK
IM
NOTOK
YOURE NOT OK
The OK Corral
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Examples and Characteristics
Im OK, Youre 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
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Im OK, you re not OK- The boss really likes my effort.
He didnt 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)
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Im not OK, youre 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 awayfrom Problems.
Im not OK, youre not OK - Weve made a mess of this
project. Its just terrible.
Characteristics :
Hopelessness. Sense of getting nowhere. Why bother?
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Appreciation:
Key to Effective Team Work
46% of people who quit their job do
so because they feel
unappreciated!
- US Dept. of Labour
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Team Work is no accident,
it is the by-product of
good leadership!
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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 doesnt think of them, or recognize them as
sources of ineffectiveness at work.
What are they??
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Denial :
I dont see a
problem, so it
isn't there.
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Blind Spots &
shortcuts
What I dont
like cant be
important
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Self Interest
Always look
out for No. 1
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Mind reading
People should
know what Iwant without
being told !
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Blame
If something hasgone wrong, it
has to besomebodys
fault.
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Being nice
Being nice to
Avoid conflictat all cost.
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PerfectionIf its not
perfect its
nothing
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ExcusesThere is alwaysa good reason
why I dontfollow the ruleseveryone worksby.
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Being right
Theres a right
way & a wrongway, my wayis always right.
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Emotional Intelligence
Where the 20th century was driven by
IQ,
the key to success in the 21st Century
will be
EQ - Emotional Quotient
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The Stages of Effective Team
Management
New Manager - I did it
Experienced Manager - We did it
Leader - You did it
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A Team that is :
Open to ideas.
Eager to communicate.
Focused on its goals.
Accepting of all members.
. . . is DYNAMIC.
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Good Managers know how to cut:They trim costs, reengineer & restructure.
Leaders know how to grow:They realize you cant shrink your way to
Greatness!
Business Week - Top 25 Manager s 95