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Welcome to your SDI & Team Building Workshop. We will be starting shortly, so grab a coffee, relax and talk to someone who looks interesting! Spirax-Sarco Ltd Did you bring your open minds learn easily. This is adult learning. To maximise your day: Be comfortable - PowerPoint PPT Presentation
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Welcome to your SDI & Team Building Workshop.
We will be starting shortly, so grab a coffee, relax and talk to someone who looks interesting!
Spirax-Sarco Ltd
Did you bring your open minds learn easily.
This is adult learning. To maximise your day:
Be comfortable
Take a break when you need to
Pay attention when you want to
Take what is useful to you
Audience participation is required
Be curious – questions help learning
It is your programme – let me know if the pace needs to change.
Why are we here?
Increase self & peer awareness
Build stronger relationships with team members
Develop knowledge & understanding to develop stronger relationships outside of the team.
Develop knowledge & understanding of keys to developing high performance
Identify and reduce conflict
Identify areas for change and consider personal and team action points.
•
Keep what you see to yourself.
Now that you know it is there, can you not see it?
Treat others how you would like to be treated.
Treat others how they would like to be treated for everyone’s benefit.
Key Relationships
Relationship Awareness Theory
Elias H. Porter, Ph.D. 1914-1987
PREMISE 1
We all do what we do because we want to feel good about ourselves.
“Behaviour is driven by motivation”
PREMISE 2We tend to take two different approaches to life:
1. when we feel that things are going well.
2. when we feel that we are faced with opposition or conflict.
“Motivation changes in conflict”
PREMISE 3
A “personal weakness” is no more or no less than the overdoing or misapplying of a personal strength.
“Overdone Strengths”
PREMISE 4
We naturally tend to perceive the behaviours of others through our own Motivational Value System.™ (MVS)
“Personal filters influence perception”
The Motivational Value System
The basis for which a person expects to feel valued:-
By self By others
In all life situations
Motivation, Intention and Behaviour
what you are trying to do!
Your self-perception is based on…
Motivation(Internal)
Intentions
Behaviour
what they are seeing you do!
Their perception of you is based on…
Motivation
Intentions
Behaviour(External)
BEHAVIOUR
Priorities
Beliefs
Values
Motivational Value System
Motivation Vs. BehaviourMotivation Vs. Behaviour
BEHAVIOUR
Priorities
Beliefs
Values
Motivational Value System
Motivation Vs. BehaviourMotivation Vs. Behaviour
Complete the SDI
Open your booklet and write your name on page 3.
Answer the statements honestly – as you are.
Distribute 10 points
0 doesn’t mean never, it means less than 1 in 10
Complete page 4 and page 5 in turn
Add the numbers in each column together
Check these add up to 100
Go no further than page 5!5
VALUED RELATING STYLE (how they do it)
Concern for the Protection, Growth and Welfare of Others
Being open and responsive to the needs of others
Seeking ways to bring help to others
Trying to make life easier for others
Trying to avoid being a burden to others
Ensuring others reach their potential
Ensuring others are valued
Defending the rights of others
Altruistic-Nurturing - BLUE
Assertive-Directing - RED
Concern for Task Accomplishment, the Organisation of People, Time, Money and Any
Other Resources to Achieve Desired Results
VALUED RELATING STYLE
Competing for authority, responsibility and positions of leadership
Exercising persuasion
Being alert to opportunity
Claiming the right to earned rewards
Accepting challenges
Accepting risk-taking as necessary and desirable
Demonstrating competitiveness
Concern for Assurance That Things Have Been Properly Thought Out, Meaningful Order Being Established and
Maintained Individualism, Self-Reliance & Self-Dependence
Analytical-Autonomising - GREEN
VALUED RELATING STYLE
Being objective Being right Being principled Being in control of emotions Being practical Being cautious and thorough Being fair Being resolute Being serious Being their own “judge and jury” Being their “own person” Thinking things through before
acting
FLEXIBLE–COHERING - HUB
VALUED RELATING STYLE
Concern for Flexibility, the Welfare of the Group the Members of the Group and Belonging to the Group
Being curious about what others think and feel, open minded and willing to adapt
Experiments with different ways of acting
Proud to be a “member” Likes to know a lot of people Likes to be known by a lot of
people
Likes to be known as flexible
Assertive–Nurturing - RED-BLUE
VALUED RELATING STYLE
Concern for the Protection, Growth and Welfare of Others Through Task Accomplishment and Direction
Actively seeking opportunities to help others
Persuading others to ensure maximum growth and development of others
Being open to proposals for creating welfare and security for others
Creating enthusiasm and support in tackling obstacles to success
Judicious–Competing - RED-GREEN
VALUED RELATING STYLE
Concern for Intelligent Assertiveness, Justice, Providing Direction, Order, and Fairness in Competition
Providing rational direction that can assess risks and opportunities
Being decisive and proactive when all the facts are in place
Challenging opposition through thoughtful process and strategy
Cautious–Supporting - BLUE-GREEN
VALUED RELATING STYLE
Concern for Affirming and Developing Self-Sufficiency in Self and Others, Thoughtful Helpfulness with Regard for Justice
Building effective processes and resources to protect or enhance welfare of others
Offering assistance for greater self-sufficiency and independence
Supporting activities that lead to growth
Fighting for principles that are fair
Charting Template
Jack15 70 15
Fran15 15 70
Chris32 33 35
Peter70 15 15
Peter
Chris
Fran
Jack
The HIGHER the total in any range, the more FREQUENTLY one is motivated by the
prioritiesin that range.
Quality of Behaviour is dependent on the
individual
Frequency is not
quality
E. Z. Arrow50 26 24
Exercise: Make my Day!
In MVS Groups
Dynamic Triangle
What are our strengths?
What are our blind sides?
How could we improve the working effectiveness of our group?
What would a new group member see on their first day with this group?
What could you have predicted?
What was a surprise?
Exercise
In your MVS Groups, prepare a 2 minute sales pitch, using
cross MVS language, behaviour and styles to sell your selected item to the
other MVS’s.
“A person’s sense of self worth
is enhanced when their
feedback is consistent with their
value system.”
What is conflict?
Conflict is a reaction to a perceived threat to self-worth.
People are willing to go into conflict about things that are important to
them.(conflict triggers)
When we see conflict in other people, we can discover what is important to them.
The Conflict Style.The Conflict Style.
A way of behaving which is used:-A way of behaving which is used:-
To defend the Motivational Value Systems To defend the Motivational Value Systems
andand
Results in a return to the Valued Results in a return to the Valued Relating Style.Relating Style.
Conflict Style
Jack15
1070
1015
80
Fran15
1015
2070
70
Chris32
2533
5035
25
Peter70
4015
3015
30
Peter
Chris
Fran
Jack
62
20
18
RGB ( )
Conflict Sequence
36
The Conflict Sequence
62
20
18
RGB ( )
Conflict Sequence
36
CONFLICT STAGE
FOCUS ON BLUE RED GREEN
1 SelfProblemOther
Simply being accommodating to the needs of others
Simply rising to the challenge being
offered
Simply being prudently cautious
2 SelfProblemOther
Giving in and letting the opposition have
its way
Having to fight off the opposition
Trying to escape from the opposition
3 SelfProblemOther
Having been completely defeated
Having to fight for one’s life
Having to retreat completely
Internal Experience in Conflict
CONFLICT STAGE
FOCUS ON BLUE RED GREEN
1 SelfProblemOther
Accommodate others
Rise to the Challenge
Be prudently cautious
2 SelfProblemOther
Surrender conditionally
Fight to winPull back and
analyse
3 SelfProblemOther
Surrender completely
Fight for survival Withdraw
Observable Behaviour in Conflict
E. Z. Arrow50
1026
6024
30
Exercise
1. In your MVS Groups: What puts you into conflict?
2. In your first stage conflict groups: What we do....Most productive response you can give us...Non-productive responses....
3. In small groups: Conflict is productive when...
4. Individually: Actions I can take to get out of my first stage conflict