design thinking and innovation course - day 2 - teams and innovation

TEK495 - Design & Innovation

Day 2TEAMS & INNOVATION

TEK495

Ingo Rauth, Lisa Carlgren, Pamela NowellSeptember 7, 2015

A big thank you to previous course contributors: Maria Elmquist (2014), Karl Magnus Möller (2014).

TEK495 - Design & Innovation 2

Slide/Exercise Time Material Facilitator

PrepareRe-Arrange room to work group island mode

Print: wallet exercise sheetsBring: Prototyping material, adapter, backup sound, laptop, notebooks for students

All

Warm-up 10 min none all

Group reflection diary conversation

10 min none all

Team Intro 20 min Syllabus Printouts Ingo

Coffee break 15 min none

What makes great teams 55 min marker, whiteboard Lisa leadIngo sidekick

Coffee break 15 min

Managing Conflicts in teams 50 min Prototyping material, print outs Pamela

Coffee Break 15 min

Project 2 & Team pitch 30 min Ingo


WARM-UPImage Source: Wikimedia

https://upload.wikimedia.org/wikipedia/commons/5/5f/Rock-paper-scissors_(scissors).png


Agenda

8:00-8.45 Introduction & reflectionBREAK

9:00-9.55 What makes great teams &team formation for project IIBREAK + get to know your team

10:10-11:00 Dealing with conflict BREAK

11:15-11:45 Your team’s pitch for project II


Aim of today

▪ Know what a good team is▪ Get to know the roles you play in teams.▪ Be able to form a good team▪ Know the basics of how to deal with conflict in teams.

INTRODUCTION TO TEAMS


INTRODUCTIONTO TEAMS

1#


Speed-Dating

- Best experience of teamwork- Worst experience of teamwork- 2x1 minutes per conversation



What is teamwork?INTRODUCTION TO TEAMS


“A small number of people with complementary skills who are committed to a common purpose, performance goals and

approach for which they hold themselves mutually accountable”

What is a team?

Katzenback & Smith (1993)

Image source: Deviantart.com team supreme



Commitment & Common Purpose #1 INTRODUCTION TO TEAMS

Source:Dilbert.com (Scott Adams Inc, 2003)


P

Commitment & Common PurposeINTRODUCTION TO TEAMS

FunctionalGroups

Lightweight Project Team

Heavy weight Project Team

Autonomous Project Team

P

P

enhancementsmall changes

derivativebased on

existing but new market/product

platformbase for a new

direction

breakthroughentirely new

Adapted from Tidd & Bessant (2013) Fig. 10.1 & 10.2

independent interdependent


AccountabilityINTRODUCTION TO TEAMS


▪ clearly defined tasks and objectives

▪ effective team leadership

▪ good balance of team roles and match to individual behavior style

▪ effective conflict resolution mechanisms within the group

▪ continuing liaison with external stakeholdersSource: Tidd et al. (2001)

Prerequisites for successful teamsINTRODUCTION TO TEAMS

Image source: Wikimedia


References on teams and innovation

Tidd & Bessant (2013) Managing InnovationStamm (2008) Managing Innovation, Design and CreativityKatzenback & Smith (1993) The discipline of teams


Image source: Wikipedia

https://books.google.se/books?id=TmxEMgEACAAJ&dq=tidd+bessant+managing+innovation&hl=sv&sa=X&ved=0CDcQ6AEwAWoVChMIw7iU1tncxwIVQowsCh209Qg7

http://books.google.se/books?id=IlC7bN94zWgC&printsec=frontcover&dq=managing+innovation+design+and+creativity&hl=en&sa=X&ei=NSD8U4u-J4baaLSIgLgL&ved=0CDoQ6AEwAA#v=onepage&q&f=false

http://dirkjanswagerman.nl/static/files/MBI/Module%2015/The%20Discipline%20of%20Teams.pdf


BREAK3x Tell me about your dream day?

15


BUILDING GREATTEAMS

2#


ExerciseBUILDING GREAT TEAMS

Count how many things you have in common!

Image source: Flickr Ralph Aichinger

https://www.flickr.com/photos/sooperkuh/



ExerciseBUILDING GREAT TEAMS

Count how many things that differ between you!

Image source: Flickr Ralph Aichinger




DiversityBUILDING GREAT TEAMS

Image source: Flickr Rayela Art


“Innovation is primarily about combining different perspectives in solving a problem, and there is thus

much potential value in team working.”

Tidd & Bessant (2013)

Image source: Flickr, Dominic Alves


Different aspects of diversity in innovation

Acquired diversity▪ Education ▪ Experience

Inherent diversity: ▪ gender ▪ ethnicity▪ sexual orientation

▪

BUILDING GREAT TEAMS

Personality diversity▪ introvert/extrovert▪ exploring/executing▪ task/people orientation


T-shaped peopleBUILDING GREAT TEAMS

Wide breadth of knowledge across discipline

Dee

p kn

owle

dge

in o

ne/ t

wo

spec

ific

area

s


BUILDING GREAT TEAMST-shaped people


Innovation Profile TagBUILDING GREAT TEAMS

123

Image source: Flickr, Incase


Learner

Anthropologist

Observe & Interact, Curioussee the new in everything

(Vuja De)Collect ideas & bugs

Experimenter

Curiosity & hard workExplore through prototypingFail often, succeed sooner

Cross Pollinator

Connect & AssociateBroadly interestestedrelate the unrelated

e.g. Frisbee & Hammer

We love to gather and learn to create a deeper understanding (insights)!



Collaborator

Team over the individualMultidisciplinary teams

More of a coach than a boss

Organizer BUILDING GREAT TEAMS

Hurdler

Tireless problem-solver, Optimist, Quiet Determination,

Perseverance

Don’t just “do your job”Sees beyond initial failures

Director

Big picture thinkingBrings out the best in team

membersGive center stage to othersShoots for the moon and

wields a large toolbox

We love to create conditions for innovation by organizing time, people & resources!



Experience Architect

Fend off the ordinary Facilitate positive

encounters (with products, services, organizations,

spaces, and events)

Set Designer

Liven up the workplacePromote energetic,

inspired culture

Caregiver

Empathy for individualsCreate relationships

Foundation of a good team

We love to take insights and resources and make things happen!

Storyteller

Capture imagination with a story (comics, narrative, animation)

Spark emotion & action

Builder


Innovation Profile Tag : Field 1BUILDING GREAT TEAMS

I love to gather and learn to create adeeper understanding (insights)!

I love to take insights and resources and makethings happen!

I love to create conditions for innovation by organize

time, people & resources!

Builder

Organizer

Learner

1 min

1

2

3


Discovery vs. Delivery drivenBUILDING GREAT TEAMS

Source: Dyer, Gregersen, Christiansson (2008) The Innovator’s DNA

https://books.google.se/books?id=jiUb_YkF-iEC&printsec=frontcover&dq=the+innovator's+dna&hl=sv&sa=X&ved=0CCAQ6AEwAGoVChMI2fi8vJLdxwIVTI4sCh3Y4QA6#v=onepage&q=the%20innovator's%20dna&f=false


Discovery vs. Delivery drivenBUILDING GREAT TEAMS

Source: Dyer, Gregersen, Christiansson (2008) The Innovator’s DNA

Divergen

t

Converg

ent



Innovation Profile Tag : Field 2BUILDING GREAT TEAMS

I like quick, fast decision as they areessential for progress quick delivery.I’m frustrated by people who like todiscuss things again and again looking for a better solution.

I think discovery is at the heart of innovation.Hence I think it important to come up with new

ideasand alternative points of view. I’m frustrated bypeople who stress and rush decisions.

Converger

Diverger

1 min

1

2

3


DiSC ModelBUILDING GREAT TEAMS

FirmDirectForcefulStrong-WilledResult-oriented

AnalyticalPrecise

SystematicReserved

High-SpiritedEnthusiasticOptimisticOutgoingLively

Even-TemperedAccomodating

PatientHumbleTactful

Dominance

InfluenceSteadiness

Compliance

TASK

PEOPLE


Design Thinking Process#4 PROJECT 1, The Wallet Exercise

34

Source: Stanford University, d.school

http://dschool.stanford.edu


DiSC Model & DesignThinkingBUILDING GREAT TEAMS


AnalyticalPrecise

SystematicReserved




Dominance

InfluenceSteadiness

Compliance

TASK

PEOPLE

IDEATE

TEST DEFINE

EMPATHIZE

For situational leadership check: Beckman and Barry (2007) Innovation as a learning process, embedding design thinking

http://static1.1.sqspcdn.com/static/f/425112/4863286/1259043624957/2_InnovationAsLearningProcess.pdf?token=aNK0Wu7qBy6gpOp6Jz1yZM7Zp0s%3D


DiSC Model : Field 3BUILDING GREAT TEAMS


AnalyticalPrecise

SystematicReserved




Dominance

InfluenceSteadiness

Compliance

TASK

PEOPLE

1 min

1

2

3


Form the best possible team of 4

▪ Good balance of team roles and match to individual behavior style

▪ Try to build a diverse team.

▪ Try to be open to new people.▪ Trust your gut feeling.▪ Find people that you believe have the

right attitude.

Try to experience something new!10 min


References

Kelley & Littman (2010) Ten Faces of InnovationFast company article that gives an overview of 10 faces by Kelley & Littman

Dyer, Gregersen, Christiansson (2008) The Innovator’s DNADISC assessment - general info on wikipediaBeckman and Barry (2007) Innovation as a learning process, embedding design thinking


https://books.google.se/books?id=udPEVfiXYucC&printsec=frontcover&dq=Litman+and+Kelley+innovation+ten+faces&hl=sv&sa=X&ved=0CB8Q6AEwAGoVChMIg8ahzuvcxwIVwwosCh2PLQI9#v=onepage&q=Litman%20and%20Kelley%20innovation%20ten%20faces&f=false

http://www.fastcompany.com/54102/10-faces-innovation

http://www.fastcompany.com/54102/10-faces-innovation


https://en.wikipedia.org/wiki/DISC_assessment





BREAK

39


MANAGINGCONFLICTSIN TEAMS

Pamela Nowel

3#


That you become aware of:

● Why we have conflicts in teamwork

● The different types of conflicts that may arise

● Some tools that can help manage and resolve conflicts

GOAL#3 Managing conflicts in teams


Diversity#3 Managing conflicts in teams

Image source: Flickr Rayela Art


#3 Managing conflicts in teamsT-shaped people

Wide breadth of knowledge across discipline

Dee

p kn

owle

dge

in o

ne/ t

wo

spec

ific

area

s


Role play a conflict

Read the case and select a character (any character!)Role play the situation in your character - really try to act out the conflict!

2 min read & 5 min role play5 min discussion in your team▪ What did you feel?▪ Why do you think you felt that way?

#3 Managing conflicts in teams


Types of Conflict

Cognitive Conflict (task-related)

Disagreement on content of a task being performedExample: Logo design

Image from factrange.com



Types of Conflict

Process(procedural-related)

Disagreement about the way work is done (who should do what, in what order, roles and responsibilities, etc.)

Example: Sue thinks everyone should sit and brainstorm around the logo together, Jack thinks they should divide up the work and take on roles.



Types of Conflict

Affective Conflict(relational, often emotional)

Interpersonal, relational, and personal incompatibilities

Example: Sue thinks Jack is lazy and doesn’t really want to work, Jack thinks Sue is controlling



Role play a conflict

Use the conflict resolution tool provided and replay your conflict scenario

▪ 1 min look over the tool▪ 5 min role play



Conflict resolution & management

Tools to help become aware of your differences

▪ Thomas Kilmann index (conflict handling style) Faces of Innovation

▪ DiSC▪ Norms: motivations,

expectations, values, goals, etc.


Image source: pixabay

https://pixabay.com/en/army-blade-compact-cut-equipment-2186/


Ass

ertiv

e

50

One style is not necessarily better than

another – it is situational.#3 Managing conflicts in teams / Conflict resolutionKilman Index

COMPETE(win/lose)

COLLABORATE(win/win)

AVOID(lose/lose)

ACCOMODATE(lose/win)

high

highlow

low

COMPROMISE(win a bit / lose a bit)

Cooperative

TEST YOURSELF: http://www.buildingpeace.org

http://www.buildingpeace.org/act-build-peace/learn/conflict-styles


CUDSA model

Confront the conflictUnderstand the other’s positionDefine the problemSearch for and evaluate alternative solutionsAgree upon, implement & evaluate the best solution

#3 Managing conflicts in teams / Conflict resolution


Non-violent communication

A. What I observeB. How I feelC. What needs I haveD. My concrete and

positive wishes

“When you do not let me finish

my sentence (A) I feel frustrated

& angry, and I go into defense

mode (B). I need to be able to

finish my sentences without

being interrupted (C). I wish you

would do avoid interrupting me

when I speak (D)”.

Giraffe language: based on taking responsibility for one’s emotions – in contrast to “wolf-language” that is purely emotion-based.



“We were sufficiently similar to understand each other easily and sufficiently different to surprise each other”

Kahneman (2011)


References

• Jehn (1997) A Qualitative Analysis of Conflict Types and Dimensions in Organizational Groups; Administrative Science Quarterly, Vol. 42, No. 3 (Sep., 1997)

• Disc Profile• Kudsa Model• Kilman Index overview article

On Wikipedia• Giraffe Language• Non-violent Communication • Conflict Management• Kilman Index

54


http://raptor1.bizlab.mtsu.edu/s-drive/lbuckner/GA/School/Negotiation/Class%20Material/Jehn+ASQ+1997+-+A+qualitative+analysis+of+conflict+types+and+dimensions+in+organizational+groups.pdf

http://raptor1.bizlab.mtsu.edu/s-drive/lbuckner/GA/School/Negotiation/Class%20Material/Jehn+ASQ+1997+-+A+qualitative+analysis+of+conflict+types+and+dimensions+in+organizational+groups.pdf

https://www.discprofile.com/what-is-disc/overview/

https://www.discprofile.com/what-is-disc/overview/

http://trainingsoutheast.blogspot.se/2011/07/managing-conflict-cudsa.html

http://trainingsoutheast.blogspot.se/2011/07/managing-conflict-cudsa.html

http://www.kilmanndiagnostics.com/overview-thomas-kilmann-conflict-mode-instrument-tki

https://sv.wikipedia.org/wiki/Giraffspr%C3%A5ket

https://sv.wikipedia.org/wiki/Giraffspr%C3%A5ket

https://en.wikipedia.org/wiki/Nonviolent_Communication



http://en.wikipedia.org/wiki/Conflict_management

http://en.wikipedia.org/wiki/Conflict_management

https://en.wikipedia.org/wiki/Thomas%E2%80%93Kilmann_Conflict_Mode_Instrument

https://en.wikipedia.org/wiki/Thomas%E2%80%93Kilmann_Conflict_Mode_Instrument


BREAK

55


YOUR TEAM’s PITCH FOR PROJECT II

4#


The masterstudent thesisexperienceProject 2

How to improve the:

Image source: pixabay

https://pixabay.com/en/entrepreneur-startup-start-up-man-593378/


Pitch your team

Why are you the perfect hirefor project 2?

Include:▪ team name▪ team competences▪ conflict resolution styles▪ backgrounds and experiences

2x5 min

#4 Your Team’s pitch for project II

Image source: wikimedia.org

https://upload.wikimedia.org/wikipedia/commons/8/8b/Thomas_H_Ince_-_Megaphone_1922.jpg


Play by your rules

What are the guidelines andrules your team would like toplay by?

10 min

#4 Your Team’s pitch for project II


Tasks till next session

▪ Reflect about this session, using your diary.▪ Watch video: https://vimeo.com/102508380▪ Make a list of your individual goals and ambitions.▪ Meet in the team, present them and come up with a set

of common goal/ambition for this project. ▪ Describe what unites you as a team (the glue).▪ Describe what competencies / elements you might

LACK in your team, and how you could compensate for this

Project II▪ Do some desk research.

Homework

https://vimeo.com/102508380


“Embrace Diversity”IDEO, Stanford d.school