summer institutejuly 7-8, 2015 | tulsa, ok strengthening teams from within. karly pulcinella, city...
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SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Strengthening Teams from within.
Karly Pulcinella, City Year Program Manager ([email protected])
Marissa Johnson, School Transformation Facilitator ([email protected])
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
ObjectiveParticipants will better
understand the communication and working styles of diverse people in
order to effectively problem solve and have a collegial
relationships.
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Partners
City Year
• Impact Director
• Impact Manager
• Team Leader
• Corps Members
• Field Manager
• Site Coordinator
• Interns
TDS
• Field Manager
• STF’s
• Instructional Facilitators
• S4
• DNIST
SCHOOL
• Principal• Coaches• Counselor• Dean of
Students• Students• Parents
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Workplace Conflict
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Which image best describes your current work environment?
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Have you ever asked the question?
• Why am I not informed about what is going on in building?
• Do my partners know and understand my role?
• You do realize that Diplomas Now is one of many reform models across the country.
• I’m in charge of 25 corps members, do you think I have the capacity to help you with your job?
• Why is he/she ignoring my e-mails?
• I don’t feel involved in the school community. Why is that?
• Why didn’t the teacher just approach me if he/she had a concern?
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Whatever the question is
we’ve all been there…
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
-At your table share different conflicts you have had at work.
-Choose one conflict to share out with the bigger group.
-Give this conflict a name, write it on your poster paper along with a brief description of the conflict and who was involved without using any identifiers.
DISCUSSION
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
The Four Styles of Communication
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Understanding Behavior
Platinum Rule• “Do unto others as they
would have you do unto them” OR “treat others the way they would want to be treated.”
• Recognizes that people are different
• Allows for individual differences/preferences
• Requires you to be able to “read people” –observing, active listening etc.
Golden Rule• “Do unto others as you
would have them do unto you.”
• Based off the assumption that people want to be treated the same way
• One-sided• Can hinder relationships
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Understanding Behavior
• You can begin by classifying an individual’s behavior on two dimensions:o Supportingness: The readiness and willingness with
which a person outwardly shows emotions or feelings and develops interpersonal relationships.• Characteristics: warm, relaxed, responsive, informal
o Directness: The amount of control and forcefulness a person attempts to exercise over situations or others’ thoughts and emotions.• Characteristics: assertive, fast-paced, confident, take
risks
• We all express some level of openness and some level of directness
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Supporting vs. Controlling
• Supportingo Relaxed and Warmo Opinion orientedo Flexible about timeo Relationship orientedo Shares personal feelingso Feeling oriented
• Controllingo Formal and Propero Fact orientedo Disciplined about timeo Task oriented o Hides personal feelingso Thinking oriented
The DimensionsSupporting
Very Supporting-
Somewhat Supporting-
Somewhat Controlling-
Very Controlling-
Controlling
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Direct vs. Indirect• Indirect:
o Avoid Riskso Meditative decisionso Less Assertiveo Easygoingo Listenso Reserved
• Direct:o Takes Riskso Swift Decisionso Confrontingo Impatiento Outgoingo Expresses opinions readily
The Dimensions
Indirect Direct
Very Indirect Somewhat Direct
Somewhat Indirect Very Direct
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Your own Behavioral-Style Evaluation
• You must understand yourself before you can begin to adapt to others
• This evaluation is a selected list of statements and adjectives derived from managerial, psychological, and sociological literature describing these observable behaviors
• By completing your evaluation and plotting your score on the grid, you will develop a behavioral “self-portrait.”
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
The Four Styles
Reflective
Supportive Directive
Emotive
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Break-out groups
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Behavior Under Stress• With each style comes differences in pace (in
actions, words etc.) and priorities • When tension is high, each style tends to
manifest symptoms of behavioral stress, often called “back-up behavior”
• Behaviors result from a need to reduce tension immediately o Supportive: tends to gives in or “submit”o Reflective: tends to withdraw from a situationo Directive: tends to become overbearing, pushy, uncompromisingo Emotive: tends to verbally attacks the person causing the stress
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
What causes you stress at work?
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Behavioral Flexibility• The willingness to exercise behaviors not
necessarily characteristic of your own, for the benefit of the relationship
• Involves making strategic adjustments to your methods of communicating and behaving, based on the particular needs of the relationship at that particular time
• You can reduce tension by providing what they need most at that given time
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
What does the research say?
• 79% of employees who quit their job site that a lack of appreciation by the manager, by management and their colleagues is one of their primary reasons for their leaving. Money is not the other reason.
• 65% of North American workers say that they have received no recognition or appreciation in the last twelve months.
~Paul White
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
The Objective of Appreciation
• Is to improve performance but to support and encourage a person.
• Appreciation is not directional it can be communicated from anyone to anyone else.
• As partners we should know how to encourage and motivate our colleagues, partners and students.
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
We have to Appreciate/recognize people
• Individually and personally• You have to take the time to get to
know people and communicate in away that is meaningful to them for what they have brought to this situation.
• It absolutely has to be viewed as authentic.
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Benefits of Appreciation
• They like coming to work more• They are on time• Absenteeism is reduced. • Decrease staff turn over• Diminish tension and conflict• Improve customer satisfaction
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Determining your Language of Appreciation In The Work
Place
Please take some time to complete
“The languages of Appreciation Quiz”
SUMMER INSTITUTE JULY 7-8, 2015 | TULSA, OK
Sources:Four Styles: The Art of Better Communications, Dr. Tony Alessandra.
The 5 Languages of Appreciation in the Workplace, Gary Chapman and Paul White