Ordinary People- Extraordinary Life's!

Ordinary People- Extraordinary Life's!

Seek the Leader in you!Seek the Leader in you!

Team Building and Leadership workshop

“I will pay more for the ability to

deal with people than for any

other ability under the sun”

- John D. Rockfeller

Team Leader

“Your first and foremost job as a

Leader is to take charge of your

own energy and then orchestrate

the energy of those around you”

- Peter Drucker

Dynamic Team

HighPerforming

Interdependent

Confident

A Dynamic Team

Clearly states its mission and goals;

Operates creatively;

Focuses on results;

Clarifies roles and responsibilities;

Is well organized;

Builds upon individual strengths;

Supports leadership and each other;

Resolves disagreement;

Communicates openly;

Evaluates its own effectiveness.

Steps to build a ‘Dynamic’ Team

Drive

Map out your

team’s mission

statement. Define

its purpose of

existance.

Chart out the

team’s goals and

priorities.

Register your

“rules of the road”

- Guidelines.

Drive

Strive

Clarify team

members’ roles

and

responsibilities.

Set realistic goals.

Identify

roadblocks.

Draw up action

plans.

Steps to build a ‘Dynamic’ Team

Drive

Strive

Thrive

Provide feedback.

Commit to conflict

resolution.

Collaborate for

creativity.

Deal with decision

making -

Empowerment

Steps to build a ‘Dynamic’ Team

Drive

Strive

Arrive

Thrive

Celebrate

success.

Keep track of

progress.

Consistently

encourage

involvement.

Revitalise team

meetings.

Steps to build a ‘Dynamic’ Team

Drive

Strive

Revive

Arrive

Thrive

Unwelcome intrusions / changes

disrupt plans. Eg. 2 members quit / new project.

Restructuring of department ? Need to backtrack few steps to

regroup. Reestablish team’s goals,

priorities & re-look at responsibilities.

Steps to build a ‘Dynamic’ Team

The ‘Dynamic’ Team

Drive

Strive

Revive

Arrive

Thrive

Symptoms of poor teamwork

Guarded communication.

Lack of disagreements.

Unwilling to share information.

Ineffective team meetings.

Unrealistic goals.

Unhealthy competition.

Little faith in others.

After the Team Challenge

Observer’s comments on group behaviour and performance.

How did you feel at the different stages of the exercise?

Did the team develop a successful strategy to cope with destructive members?

How did you feel to be a saboteur ?

What are the positive and negative aspects of competition?

What are your learnings ???

Different Roles in a team

Team Enhancing Roles Team Impeding Roles Knowledge

Contributor Process Observer People Supporter Challenger Listener Summarizer Conciliator Mediator Gatekeeper

Concealer Pessimist Squelcher People diagnoser Dominator Flaw Finder Naysayer

The ‘OK’

Corral

Transactional Analysis

What is TA?

A model for understanding human behavior

Three Ego States (parent, adult, and child) or “parts of the brain”

Parent's is a language of values

Adult's is a language of logic and rationality

Child's is a language of emotions

Effective functioning in the world depends on the availability of all three, intact ego states.

Parent ego

What are the Parent Types?Prejudiced

(lacks facts & logic)

Nurturing (caring and sympathetic behavior)

Critical (fault-finding, condescending…)

The Child (Ego) in all of us…

Represents the feeling/emotional part of us.

Includes the impulses, feelings, and behaviors that comes naturally to a small child.

Often referred to as the ‘emotional’ part of us.

The Child Ego State

A Child is… ImpulsiveSelf CenteredPleasure LovingAngry

FearfulHappyRebelliousSadAggressive

The Adult Ego

That part of us that deals objectively

with reality (why is this important?)

Gathers objective information

Organizes

Tests reality

Computes dispassionately

Claude Steiner, PhD

“Being able to see things as they are without

the emotional attachments and aversions of our Child and

without the prejudices of our Parent (be they that I/You are

OK or not) gives us the power to make

decisions on the basis of the closest

approximation to reality that we can attain given our

experience at the moment.”

So what about the Adult Ego…

Looks at the past but doesn’t dwell on it.

Think of a person who lives in the past…what other characteristics do you see in them?

Focuses on information and objectively analyzes data to make decisions.

Often referred to as the computer part of us.

Ego Portraits

Most people have a favorite ego state.

when at work where do people spend most of their time?

What about with family?

The Parent Ego:AP C

What are characteristics of someone with a large adult ego?

The Adult Ego:AP C

What are characteristics of someone with a large adult ego?

The Child Ego:AP

C

Contamination…

Occurs when prejudice, beliefs, pre-

conceived notions are so strongly

held that they contaminate the

adult’s ability to think logically.

C A

P

YOU’RE OK

I’m OK

You’re OK

I’m Not OK

You’re OK

I’m OK

You’re Not OK

I’m Not OK

You’re Not OK

I’M OK

I’M NOT

OK

YOU’RE NOT OK

The ‘OK’ Corral

Examples and Characteristics

I’m OK, You’re OK - I feel good about my

own performance and the whole team is

doing very well now.

Characteristics:

Mutual respect. Collaboration, Construtive

approach to problems and disagreements.

Confidence. Refusal to put self or others

down

I’m OK, you ‘re not OK- The boss really likes

my effort. He didn’t say much about yours,

though

Characteristics:

Smugness. Superiority. Competitiveness

regardless of cost to others. Will put others

down readily and with enjoyment. Hostility.

Constantly looking for errors by others.

Victimization and harassment of others.

Characteristics ... (Contd)

I’m not OK, you’re OK- Other people are so

much better at their jobs than I am.

Characteristics:

Feelings of inadequacy and powerlessness.

Withdrawal. Under valuing of own skills and

abilities. Running away from Problems.

I’m not OK, you’re not OK - We’ve made a

mess of this project. It’s just terrible.

Characteristics :

Hopelessness. Sense of getting nowhere. ‘

Why bother?’

Appreciation:Key to Effective Team Work

46% of people who quit their

job do so because they feel

unappreciated!

- US Dept. of Labour

Team Work is no accident,

it is the by-product of

good leadership!

Mental blocks / Inner barriers that hinders effective team working

They are built from your assumptions on how you & others should work.

They gradually transform into rules governing you - your response to people & situations.

One believes them unquestioningly .

One doesn’t think of them, or recognize them as sources of ineffectiveness at work.

What are they??

Denial :

I don’t see a problem, so it isn't there.

Blind Spots & shortcuts

What I don’t like can’t be important

Self InterestAlways look out for No. 1

Mind reading

People should know what I want without being told !

BlameIf something has gone wrong, it has to be somebody’s fault.

Being niceBeing nice to Avoid conflict at all cost.

PerfectionIf it’s not perfect its nothing

ExcusesThere is always a good reason why I don’t follow the rules everyone works by.

Being rightThere’s a right way & a wrong way, my way is always right.

Emotional Intelligence

Where the 20th century was driven by

IQ,

the key to success in the 21st Century will be

EQ - Emotional Quotient

The Stages of Effective Team Management

New Manager - “I did it”

Experienced Manager - “We did it”

Leader - “You did it”

A Team that is :

Open to ideas.

Eager to communicate.

Focused on its goals.

Accepting of all members.

. . . is DYNAMIC.

Good Managers know how to cut:They trim costs, reengineer &

restructure.

Leaders know how to grow:They realize you can’t shrink your way

to Greatness!

Business Week - Top 25 Manager s ‘95