teambuilding and models, workshop day 5
9
Susanne Bosch www.susannebosch.de [email protected] Workshop on Teambuilding and models, IP Cork, 9 th April 2013 1. Introduction · Set goals and standards: 4 exercises, learn about yourself and others in groups, e.g. team types, feedback skills, explorative skills, active listening, authentic communication, Conflict resolution (NVC, Win-Win, Mediation), Mind Mapping, Project Management, Futures Skills · Learn the basics of experiential learning, appreciative inquiry: Borders, respect, constructive Hands-on experience · Participate in 4 activities that challenge the group to find solutions by working together · Apply teamwork, problem-solving, core competencies, skills, and strengths to complete the activities · Engage in hands-on learning Reflect on each activity · Discuss the experience and the group process e.g. on the basis of physical & emotional feelings & needs, self/group experience, trust & responsibility, communication, team roles & functions, team dynamics, person process-performance balances. · Discover the lessons learned from the activity · Identify strengths and skills contributed by each participant Transfer learning to personal, educational and professional life · Relate lessons to thematic group work & real-life situations
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This workshop is based on peer learning, actual doing and joint reflection as well as discussion about the transfer of the experience. Through playing with each other and reflecting on the process we will achieve the following: Team: phases, roles & teamwork (with awareness of different concepts & diversity) Civil society skills Networking skills
Transcript of teambuilding and models, workshop day 5
Susanne Bosch www.susannebosch.de
Workshop on Teambuilding and models, IP Cork, 9th April 2013 1. Introduction · Set goals and standards: 4 exercises, learn about yourself and others in groups, e.g. team types, feedback skills, explorative skills, active listening, authentic communication, Conflict resolution (NVC, Win-Win, Mediation), Mind Mapping, Project Management, Futures Skills · Learn the basics of experiential learning, appreciative inquiry: Borders, respect, constructive Hands-on experience · Participate in 4 activities that challenge the group to find solutions by working together · Apply teamwork, problem-solving, core competencies, skills, and strengths to complete the activities · Engage in hands-on learning
Reflect on each activity · Discuss the experience and the group process e.g. on the basis of physical & emotional feelings & needs, self/group experience, trust & responsibility, communication, team roles & functions, team dynamics, person process-performance balances. · Discover the lessons learned from the activity · Identify strengths and skills contributed by each participant Transfer learning to personal, educational and professional life · Relate lessons to thematic group work & real-life situations
Susanne Bosch www.susannebosch.de
1. Exercise 1 Build a freestanding tower out of paper and masking tape. You have 10 min of time.
Susanne Bosch www.susannebosch.de
Reflect the process with the PPP model individually and then make a group chart.
What do you find out about project, person and process? How can it help a group process? When is it useful to use and look at it? Reflexion focus Processing Issues 1. What were some of the effective forms of communication that you used in completing this task? Ineffective forms of communication? 2. How were your differences handled? 3. In what ways could the group process of communication be improved to enhance its problem-solving skills? 4. How could you improve your communication and networking? 5. What forms of decision-making did you observe and how effective were they?
Susanne Bosch www.susannebosch.de
2. Exercise 2
The group has to cross an obstacle. They all have to get past a robe, only one person can jump. No touching of the robe or crawling underneath is allowed. 30 min time.
Susanne Bosch www.susannebosch.de
Reflect the roles taken with the Belbin model. Define for yourself what roles you think you fulfilled within this exercise. Discuss together what roles you think each person took.
BELBIN'S TEAM ROLES These types (or 'roles') were defined by Dr. R. Meredith Belbin after studying teams at Henley Management College (Note: in the full analysis, the members fill out a questionnaire to determine their tendential roles & strengths, yet for short spotlight on roles this is also a useful method to show values & strengths. Implementer Well-organised and predictable. Takes basic ideas and makes them work in practice. Can be slow. Shaper Lots of energy and action, challenging others to move forwards. Can be insensitive. Completer Reliably sees things through to the end, ironing out the wrinkles and ensuring everything works well. Can worry too much and not trust others. Plant Solves difficult problems with original and creative ideas. Can be poor communicator and may ignore the details.
Susanne Bosch www.susannebosch.de
Monitor/ Evaluator Sees the big picture. Thinks carefully and accurately about things. May lack energy or ability to inspire others. Specialist Has expert knowledge/skills in key areas and will solve many problems here. Can be disinterested in all other areas. Coordinator Respected leader who helps everyone focus on his or her task. Can be seen as excessively controlling. Team worker Cares for individuals and the team. Good listener and works to resolve social problems. Can have problems making difficult decisions. Resource Investigator Explores new ideas and possibilities with energy and with others. Good networker. Can be too optimistic and lose energy after the initial flush. Behaviour Leading Doing Thinking Socializing Teams work best when there is a balance of primary roles and when team members know their roles, work to their strengths and actively manage weaknesses. To achieve the best balance, there should be: Coordinator + Shaper Implementer + Completer/finisher Monitor/Evaluator + Plant + Specialist Resource/investigator + Team Worker So what? Identify types when starting up teams and ensure you have a good balance (or handle the difference)
Reflexion focus: Team roles · Which roles did you take on? Which were you assigned/given? Compare self-perception with feedback. · What characterises these roles? Gather characteristics & behaviours. · Which roles were seen & valued? Which not? Why? · Do you wish to try another role? What do you need to do this? · Which needs did the implementing team members have & how did the leaders fulfil these? · In small groups brainstorm the main characteristics of leader roles and present these? · Scaling: in pairs analyse the implementation phase and rate it on a scale of 1-10. How do you rate the various phases of the group/team work: Brainstorming? Planning? Implementation? Reflection. Compare the results in the large group and draw conclusions for future work.
Susanne Bosch www.susannebosch.de
3. Exercise 3 The group is given 3 bags of crisps with the task to transform them in 10 min into chocolate.
Reflect the conversational types in your team. How do people communicate about a project or process? Role game: the team is invited to a talk show on TV to introduce this ground breaking new product. Choose one of the communication types for yourself. Only 4 people of the team can sit in the talk show. How do the 4 communication types play out, how can they best represent the product and be productive in communication with each other?
One can distinguish numerous conversational types and usually conversational partners are a mixture of several types. Some Conversational Types in teams: The Critical One The Talkative One The Elevated One The Positive One The Shy One The Questioner The Thick-skinned The Quarrelsome The Know-all Reflexion focus: Respect und Diversity
· Which differences & similarities do you perceive/see in the group? · How did they strengthen/weaken the person/process/product? · Give examples if inter-cultural diversity and how this was dealt with? · How would you deal with this theme in future?
Susanne Bosch www.susannebosch.de
4. Exercise 4
We took the model of team phases and looked at the process we did in the last 5 days as the entire group. We read the characteristics and discussed if this is always the case. We marked on a drawing where we each think we are.
