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Team Building & Leadership
2010 Leadership Training
Workshop
Mike Taylor, C.P.M.
Teamwork
“Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organizational objectives. It is the fuel that allows common people to attain uncommon results.”
Andrew Carnegie
Team Building
Definitions on the Web
Team building is a planned effort made in order to improve communications and working relationships by way of any planned and managed change involving a group of people. Team building is most effective when used as a part of a long-range strategy for organizational and personal development.
www.indiainfoline.com/bisc/jmht.html
The ability to gather the right people to join a project team and get them working together for the benefit of a project.
www.mccombs.utexas.edu/faculty/Linda.Bailey/glossary.htm
The term team-building can refer generally to the selection and motivation of teams, or more specifically to group self-assessment in the theory and practice of Organizational development (OD).
wikipedia.org/wiki/Teambuilding
Personal Accountability
“It marks a big step in your
development when you come to
realize that other people can
help you do a better job than
you can do alone.”
- Andrew Carnegie
Path Forward
• Form our team
• Grow our team
• Steer our Team
• Reward our team
1. ASK FOR HELP
2. USE THE
Getting Started
•Ask for help1
•Use the help2
Form Our team
Can I count on you to be part of our team for the…
I need a few people to help me….
Our team needs your skills at…
Recruiting Challenge
Team building is a win-win negotiation which starts with the smallest common interest and
results in a winning combination - mlt
Career Growth
Commitment Experience
Fun
Time
Facilitate Participation
Purpose, goals
Challenge with specific tasks
Camaraderie with new friends
Responsibility & recognition
Growth & support
Encouragement and reward
Turn Our Group Into a Team
The closer the correspondence between team goals and individual goals, the greater the sum of individual motivations for succeeding together.
Team-building PrinciplesDr. Martin C. Wilson
• A team is what you perceive it to bePerception
• volunteers will perform as winners when you treat them as winnersExpectation
• it’s human nature to want to please people you respectRespect
Respect
Before you can expect
anything from people, you
have to gain their respect
-The Rev. Dr. Martin Christopher Wilson
Grow Our Team- Jack Welsh
Evaluate, coach and build self-confidence
Make sure they not only see the vision, they live and breathe it
Get under their skin with positive energy and optimism
Establish trust with candor, transparency and credit
From Group to TeamNon-profit Nuts & Bolts
Define performance expectations and set standards
Encourage team activities (formal or informal)
Ask for opinions & feedback
Provide training opportunities
Create an environment that is non threatening
Conduct regular meetings
Provide cross training opportunities
Give members opportunities to use hidden talents
From Group to Team
“A group becomes a team when all members are sure enough of themselves and their contributions to praise the skill of others.”
Anonymous
How Can I Contribute?
Speaking up responsibly
Being rational – not rationalizing
Accommodating personalities
Personally accountable
Recognizing others’ contributions not just failures
Personal Accountability
- Dr. John Maxwell
My team makes me better than I am
My team multiplies my value to others
My team enables me to do what I do best
My team allows me to help others do their best
Personal Accountability
- John G. Miller, author of QBQ
There are lots of “I’s” in Team
How can I help the team reach its goal?
What can I do to support the team?
How can I be excellent in my role today?
What can I do to solve the problem
Personal Accountability
- John G. Miller, author of QBQ
“God grant me the serenity to accept the people I cannot change, the courage to change the one I can, and the wisdom to know…it’s me!”
Building Great Teams
Commitment Contribution Communication Cooperation
• Follow-through• Accuracy• Creativity• Timeliness• Spirit
Conflict Management Change Management Connections
Commitment
Contribution
Communication
Conflict Management
Change Management
Connections
Cooperation
Teamwork
“Coming together is a beginning, staying together is progress, and working together is success.”
Henry Ford
Steer Our Team
Let’s talk about our game plan
What are we doing right?
Can we improve communication?
What can we do better?
How can we help each other?
How should we divide the work?
Qualities of a
Leader
Character
Initiative
Respectful
Vision
Attitude
Communication
Three Roles of the Team Leader
Leader Manager Facilitator
Concerned with doing the right thing. Concerned with doing things right. Concerned with helping people do things.
Takes the long-term view. Takes the short-term view. Helps people find a view and articulate it.
Concentrates on what and why. Concentrates on how. Helps people concentrate and be clear in the
here and now.
Thinks in terms of innovations, development,
and the future.
Thinks in terms of administrations, maintenance,
and the present.
Helps people think, and helps them
communicate their thoughts.
Sets the vision: the tone and direction. Sets the plan: the pace. Helps people make meaning of tone and
direction, and to function well at the required
pace.
Hopes others will respond and follow. Hopes others will complete their tasks. Hopes others will engage in the process.
Appeals to hopes and dreams. Monitors boundaries and defines limits. Helps others make meaning of hopes and
dreams; pushes appropriately on boundaries.
Expects others to help realize a vision. Expects others to fulfill their mission or purpose. Helps others articulate a shared vision and
common mission or purpose.
Inspires innovation. Inspires stability. Helps people respond to things that are new and
things that remain the same.
Lead people, manage tasks and facilitate decisions.
Managers as Facilitators, by Richard G. Weaver and John D. Farrell, p. 6.
http://www.teambuildinginc.com/article_kiwanis.htm
Leading a Winning Team
As the leader, you must highlight the importance of roles played by your team members and their uniqueness.
Encourage questions and listen to what your team members say.
Let team members know how they can build on each other’s contributions – set the example.
Make teamwork fun!!!
• Socializing improves group dynamics
Inspire Confidence
Catch them doing something right and praise immediately Set the example and set standards Confidence happens when folks feel good about
themselves. Exercise raises self-esteem Guard your discussions.
• Positive is important• Approach negatives from positive
Talk about what can and will be done
Break things down into easy to understand steps, so that your team can have hundreds of SMALL successes, which we all know build to great success.
Set behavioral standards which does not allow self-defeating behavior from flourishing
Teamwork
“Alone we can do so little; together we can do so much.”
Helen Keller
Conflict Management
Conflict is a result of diversity in thought and opinion. Strong teams manage conflict respectfully and make it a positive!
It takes time for a team to learn to work together
Reframing
Taylor vs. Recktwo roads converge in the teamwork forest
Resolve the problem not the people
Focus on the people then they will resolve the problem
Recognition - Encourage the Heart- James M. Kouzes
- Barry Z. Posner
Create a team that cares about each other...
• Set Clear Standards
• Expect the Best
• Pay Attention
• Personalize the Recognition
• Tell the Story
• Celebrate Together
• Set the Example
Loyalty
“Loyalty is not something a person can demand. It is something people - the constituency - choose to grant to a leader who has earned it.”
Kouzes and Posner
Turn Our Group Into a Team
Encourage team members to try new ideas, even at the risk of an occasional failure
Cross-train team members• Increase skill level
• Increase understanding of each other’s jobs
Give team members opportunity to use their “hidden talents”
Reward the Team
Plan team activities
• More than just meetings
Give the team identity
• Web site, pictures, shirts, badges
Feedback
• Letters of recommendation
• Personal gratitude
Boost Moral - Center for Creative Leadership
• Learn together
• Communicate
• Celebrate Success
Recognition
A pat on the back is only a few vertebrae removed from a kick in the pants, but is miles ahead in results.”
- Ella Wheeler Wilcox
Summary
Teams are dynamic and evolve over time
Teams are much stronger than individuals
Show your team members that you genuinely care about them
Be personally accountability - your team will follow your lead
Know who you are and what you stand for
Recognize others thoughtfully
Have fun!
Mantras
People like to be part of a working team
A common goal helps everyone focus their energy
Every member of a team deserves the opportunity to contribute and share in the team’s results
Respect is contagious
Volunteers are where you find them
Take Time for Yourself
“People who cannot find time for recreation are obliged sooner or later to find time for illness”
-John Wanamaker
Thank You! For participating in our ISM association
For being part of our affiliate leadership team
For getting involved in the development of our profession
For contributing to the professional growth of our peers
For including us in your career
Coming together is a beginning.
Keeping together is progress.
Working together is success.
- Henry Ford
Discussion1. How can a team form without a leader?
2. How can we get younger members involved?
3. How can non-volunteers be added to a team?
4. How can team members help grow the team?
5. How can we address these barriers:
1. Lack of time to meet or contribute
2. Lack of skill or experience
3. Frustration with progress
6. What are some positive ways to start building a team?
7. How can a team be rewarded?
Team Interaction Styles
Style Profile Strengths Weaknesses
DRIVER
● Take charge person
● Strongly influential
● Focused on results
● Determined
● Thorough
● Decisive
● Efficient
● Direct
● Dominating
● Unsympathetic
● Demanding
● Critical
● Impatient
ENTHUSIAST
● Social specialist
● Expressive
● People person
● Personable
● Stimulating
● Enthusiastic
● Innovative
● Opinionated
● Undependable
● Reactionary
ANALYZER
● Well-organized
● Likes specific projects
● Puts structure to ideas
● Industrious
● Persistent
● Serious
● Orderly
● Methodical
● Indecisive
● Uncommunicative
● Critical
AFFILIATOR
● Adaptive
● Relationship oriented
● Likes stability
● Wants to be part of bigger picture
● Cooperative
● Supportive
● Dependable
● Helpful
● Conforming
● Uncommitted
● Hides true feelings
from Teamwork, a project of the Team Engineering Collaboratory, Dr. Barbara O’Keefe, University of Illinois- Urbana/Champaign.
http://www.teambuildinginc.com/article_kiwanis.htm
Managing Virtual Teams
The Five C’s Of Managing Virtual Teams -Jennifer Rasmussen
Communicate
Chat
Change it up
Cut out
Celebrate
Volunteer Management –ISM Resources
1. The Art of Delegatingwww.ism.ws/files/secure/index.cfm?FileID=15130
2. The Short-Term Volunteerwww.ism.ws/files/secure/index.cfm?FileID=15161
3. A Get-in-Gear Guide for Volunteer Recruitment www.ism.ws/MembersOnly/content.cfm?ItemNumber=8361
ISM brochures and flyers. Search ISM web site for “tri-fold”
Volunteer Management –ISM Resources
1. A Creative Approach to Recognizing Volunteers www.ism.ws/MembersOnly/content.cfm?ItemNumber=8333
2. Affiliate Planning Meetings: A Recipe for Success www.ism.ws/MembersOnly/content.cfm?ItemNumber=8364
3. Can We Talk? Communication and Conflict Resolution www.ism.ws/MembersOnly/content.cfm?ItemNumber=8378
4. Creating a Volunteer Job Skills Bank www.ism.ws/MembersOnly/content.cfm?ItemNumber=8395
5. Effective Committees Identifying, Recruiting and Training Leaders www.ism.ws/MembersOnly/content.cfm?ItemNumber=8409
Resources
1. Bradberry, Travis and Greaves, Jean, Emotional Intelligence, TalentSmart, 2003.
2. Kouzes, James M. and Posner, Barry Z., Encouraging the Heart, Jossey-Bass, 2003.
3. Lencioni, Patrick, The Five Dysfunctions of a Team, Jossey-Bass, 2002
4. Maxwell, John. The 21 Indispensable Qualities of a Leader, Nelson Business, 1999.
5. Miller, John, QBQ!, Putnam, 2004
Resources
1. Mike Taylor Leadershipwww.mltweb.com/seminars/Leadership4.pdf
2. www.funteambuilding.com/top10.html
3. Kurt Lewin Field Theory4. Jennifer Rasmussen The Five C’s Of Managing
Virtual Teamswww.rasmussencentral.com
Resources
1. Teamwork links & selected reviewsreviewing.co.uk/toolkit/teams-and-teamwork.htm#general
2. Team - building - working - playing - developingreviewing.co.uk/reviews/teambuilding.htm
3. GMU - Center for Service and Leadershipwww.gmu.edu/student/csl/5stages.html
4. MAP for Nonprofits, Group Dynamicswww.mapnp.org/library/grp_skll/theory/theory.htm
5. Best of Non-Profit Nuts & Boltswww.nutsbolts.com/np-articles.htm
Know Who You Are
“It’s not always easy to do the right thing. But, doing the right thing makes you strong, it builds character, it forces you to make decisions based upon your beliefs and not what other people think. In life, and in business, you have to stand for what you believe in and sometimes you have to stand alone. But, what makes you a leader is having the courage of your convictions.”
- Queen Latifah