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Agenda

Review Your Learning – Chapter 7

Article Reviews on Win-Win Scheduling

Team Interpersonal Skills

Chapter 8 – Teamwork in the Foodservice & Hospitality Workplace

Test Your Knowledge

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D.A.R.E.

Team Interpersonal Skills

To better understand your own personality traits, we will all take the D.A.R.E. Survey

Count the number of D’s, A’s, R’s, & E’s

Now that you have tallied your score, you are probably curious how your numbers stack up, and where you fit in the personality type matrix.

The higher the number, the more you lean to that type of personality.

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We will now look at what each of these letters represent, and how they may reflect your personality:

D for Driver

A for Analytical

R for Relator

E for Expressive

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Driver:Strengths Leadership ability Independent Compulsively active Action-oriented Self-confident Goal setters Make decisions quickly & effectively Excellent in emergencies Thrive on opposition & challenge

Vulnerabilities Unrealistic expectations of others

and yourself Discount others’ ideas Unwilling to admit mistakes Want it done NOW Hasty decisions Not listening

Advice to Drivers: Prepare others for your decisions; a little preparations resolves hours of frustration. Take notes on responses when you ask others for opinions. Rephrase and feedback your interpretation of what Relators and Analytics say to you to show that you have listened and understand. Practice lowering your voice ad slowing your pace.How to live with Drivers: Understand that they need to be “in control”. They show they care by DOING IT FOR YOU, not listening to you. Compliment them, even if they “shrug it off.” Talk to them privately and tactfully, not in a critical manner.

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Analytic:Strengths Patient Organized Creative Determined Persistent Detailed Finish what they start

Vulnerabilities Over-analyze Stressed Slow to make decisions Long, drawn out explanations Don’t work well under pressure Perfectionist

Advice to Analytics: On less important issues, take a risk. Give others a chance to understand you; tell them of your reluctance to speak. Initiate friendships and interpersonal contacts. Understand that you may be hard to approach. Practice positive statements: “I will; I can” instead of “I’ll see; I don’t know”How to live with Analytics : Encourage them to talk; then truly listen. Don’t make sudden decisions affecting them. Allow time for thought, appeal to their sense of logic.

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Relator/Amiable:Strengths Easy going Pleasant Calm Polite and reserved Steady/dependable Mediators Good listeners Uncomplaining Enjoy people

Vulnerabilities Don’t get a lot of work done Ideas don’t get heard Opinions easily swayed Indecisive Feelings hurt easily

Advice to Relators/Amiables: Set goals regularly; start small, perhaps, but be more decisive. Say “vanilla” or “chocolate”, not “Whatever you think.” Practice speaking up.How to live with Relators/Amiables : Encourage them to talk; then truly listen. Don’t make sudden decisions affecting them. Allow time for thought; appeal to their sense of logic.

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Expressive:Strengths Make friends easily Outgoing Humorous Cheerful Generate enthusiasm in others Willing to try new things Spontaneous Positive

Vulnerabilities Don’t listen Unorganized Not dependable Where’s lunch?

Advice to Expressives: Ask a willing Analytic to help you remember dates, times & details. Write notes to yourself. Always mark things down; don’t trust your memory. Carve out some time for yourself and allow others their own peaceful times. Ask people not to tell you things they don’t want repeated.How to live with Expressives: Talk to them occasionally; listen to them often. Realize that this too shall pass. Don’t expect them to enjoy isolation. Be prepared for lots of activity. Assign them people jobs. Tell them to be places ½ hour before they are expected. Enjoy them.

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Behavioral Style Axes

We hold people to different expectations because of their personalities.

We have all kinds of people on our team. The box below defines the behavioral tendencies that will be accepted.

Directing but not

Demanding

Analyticalbut not

Anal-retentive

Lightheartedbut

Focused

Agreeablebut

Give Input

Extroverted

Task

Introverted

People

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Working with Personality Types in a Group

In order to perform as a team, we have to learn how to treat each other as team members. The most important aspect of being a team member is to learn how to understand and relate to each other with our different personalities. The first step in that process is to know yourself.

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Working with Personality Types in a Group

We must learn our personality as it relates to others. Each personality type has strengths and potential pitfalls. We can learn to maximize our personality strengths and build upon identified methods to improve our areas of development.

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Working with Personality Types in a Group

The key to building a successful team is learning to effectively relate to each other as team members. To do so, we must identify our individual personality types. We need to know our personality’s strengths, potential vulnerabilities, and how we interact with other personality types for success.

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Teamwork in the Foodservice and Hospitality Workplace

Hospitality and Restaurant Management

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Chapter Learning Objectives

Identify the advantages and disadvantages of teams.

Describe stages in team growth.

Identify management behaviors that affect team development and goal setting.

Describe an effective way to manage team-based projects.

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Teamwork Is Important

Many problems confronting operations typically impact more than one area and are best resolved with a team approach.

No single employee is able to address most of today’s complex problems, but a team of employees can do so.

It is a collaborative and cooperative effort to create positive results for the achievement of a common goal.

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Skills Needed for Effective Teams Technical expertise

Utilizing knowledge & skills of a cross section of an organization will strengthen the likelihood of a team achieving its goal

Problem-solving skills Identifying root causes of a situation or challenge

Interpersonal skills Members who communicate effectively and facilitate

group processes.

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Types of Teams

Interfunctional team—team of employees from the same area or department

Problem-solving team—temporary team selected to solve a problem

Cross-functional team—team composed of employees from different areas

Self-directed team—intact work unit that manages daily issues with little supervision

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Advantages to Teamwork

Positive work environment

Open communication channels

Availability of support systems

Workplace diversity

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Pitfalls to Teamwork

Taking too long to make a decision

Mishandling team agreements

Working inefficiently

Avoiding responsibilities

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Four Stages of Team Development

Forming—team members get to know each other.

Storming—interpersonal conflicts begin to surface.

Norming—team members settle differences.

Performing—team members work well together.

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Four Stages of Team Development continued

This server is a member of a team that is at the “performing” stage of team development.

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Manager’s Role in Team Development

Communicate effectively.

Use appropriate leadership styles.

Conduct team-building exercises.

Understand and explain the role of the team in accomplishing goals.

Apply effective management skills to support the team.

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Challenges to Team Development

Poor management style Using only one management style during each

of the stages of team development is counterproductive.

High turnover A reality of the industry, can contribute to a team’s

ineffectiveness.

Improper emphasis on team development Overemphasize personal team relationships instead

of focusing on achieving the project goa..

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How Would You Answer the Following Questions?

1. During the _______ stage, team interdependence is recognized.

2. During the _______ stage, interpersonal conflicts may surface.

3. During the _______ stage, team members settle their differences.

4. During the _______ stage, team members get to know each other.

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Three Types of Team Goals

Team-building goals

Information goals

Project goals

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Challenges of Team Goal Setting

Personal agendas may conflict with project goals or mission statements.

Ineffective communication

Lack of a strong connection between project goals and business needs

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Managing Team-Based Projects—Planning

Confirm that project goals are linked to identified business needs.

Brainstorming can help identify best uses of limited resources.

Determine whether special training is required.

Communicate project plans to stakeholders.

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Managing Team-Based Projects—Executing

The manager must monitor the team’s progress.

If problems evolve, team members should be asked to determine how they can be resolved.

Communicating project status to stakeholders is important.

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Managing Team-Based Projects—Evaluation

Purpose—to determine whether goals are achieved, using measures identified in the planning stage

A debrief meeting can be held, in which all aspects of the project are evaluated.

Final step—the manager should recognize and celebrate team accomplishments.

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How Would You Answer the Following Questions?

1. “Setting ground rules” is an example of what type of team goal?

2. A _______ environment is needed for teams to flourish.

3. The first step in a project involves _______.

4. All aspects of a project are evaluated in a _______ meeting.

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Key Term Review

Brainstorming

Cross-functional team

Debrief meeting

Directing

Forming

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Key Term Review continued

Interfunctional team

Norming

Performing

Problem-solving team

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Key Term Review continued

Self-directed team

Storming

Supporting

Team

Teamwork

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Chapter Learning Objectives—What Did You Learn?

Identify the advantage and disadvantages of teams.

Describe stages in team growth.

Identify management behaviors that affect team development and goal setting.

Describe an effective way to manage team-based projects.

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Next week

Article summary of Teamwork

Book Report is due

Read Chapter 9 – Dimensions of Problem Solving