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