Effective Teambuilding

Presented by Shenita HicksAugust 2009

2

What does a successful team look like?

“It is amazing what can be accomplished when nobody cares about who gets the credit.”

- Robert Yates

3

Critical Elements of a Successful Team Shared Vision

Alignment on purpose Understanding of goals Task focused

Commitment Participative leadership

4

Critical Elements of a Successful Team Trust

Shared responsibility Understanding of roles

Communication Information sharing Responsiveness

5

THE ELEMENT Communication

Why?

"One man can be a crucial ingredient on a team, but one man cannot make a team.“

-- Kareem Abdul-Jabbar

6

Good vs. Bad

7

Beginnings of Conflict

Seeking power Dissatisfaction with management style Weak leadership Lack of openness Change in leadership

8

Causes of Workplace Conflict

Alignment of amount of resources is insufficient

Leadership Problems Personal Chemistry

Cultural Generational

9

Generational Differences

Important aspect of diversity

For the first time in American History, there are four generations working side-by-side.

10

The Four Generations

Traditionalists (born 1922-1943) Baby Boomers (born 1943-1960) Generation X (born 1960-1980) Nexters/Generation Y/Millenials (born 1980-

2000)

11

Generational Facts

They all view the world differently. Their differences can cause strife in the

workplace. They all have something to add to the

workplace.

12

Generational Commonality

Employees of all generations have one thing in common. They need one good reason they should put their full faith in any one organization.

Trust is common, no matter the age.

Adapted from: K. Tyler, Neckties to Nose Rings (2002)

13

Events and Experiences

Traditionalists: Great Depression New Deal World War II Korean War Industrialization Social Security

Mandatory

Boomers: Civil Rights Movement Sexual Revolution Cold War Space travel Assassinations Television

14

Events and Experiences

Xers: Latchkey Upbringing Women’s Liberation Desert Storm Energy Crisis AIDS Video Game Personal Computers

Nexters: School shootings Internet Child focused world September 11th

Tragedy

15

Values

Traditionalists: Hard work Dedication &

sacrifice Respect for rules Duty before pleasure Honor

Boomers: Optimism Team orientation Personal gratification Involvement Personal growth

16

Values

Xers: Diversity Techno literacy Fun and informality Self-reliance Pragmatism

Nexters: Optimistic Techno Savvy Feel civic duty Confident Achievement oriented Respect for diversity

17

When Generations Fail To Communicate

May impact turnover rates May impact tangible costs

(i.e. recruitment, hiring, training, retention)

May impact intangible costs (i.e. morale)

May impact grievances and complaints

May impact perceptions of fairness & equity

18

Generational Feedback

Feedback style and form canbe impacted by generationaldifferences.

19

Generational Feedback

Traditionalists – “No news is good news.” Boomers – “Feedback once a year and

lots of documentation.” Xers – “Sorry to interrupt but how am I

doing?” Millenials – “Feedback whenever I want it

at the push of a button.”

20

Feedback Style and Impact Feedback styles that may appear informative and helpful

to one generation might seem formal and “preachy” to another.

Feedback an Xer thinks is immediate and honest can seem hasty or even inappropriate to other generations.

Some older generations have been told that there is a time

and place for feedback. Younger generations haven’t necessarily been taught this “rule.”

21

Generational Meaning of Feedback

Xers need positive feedback to let them know they’re on the right track.

Nexters are use to praise and may mistake silence for disapproval. They need to know what they’re doing right and what they’re doing wrong.

22

When You are interacting across age difference…

Find out not only about the seminal events that occurred as they were growing up, but also about the ways in which this event impacted the person with whom you are interacting

Avoid assuming that because people are a certain age they will act a certain way. There are some people that don’t fit

Instead of treating others as you like to be treated, find out how they like to be treated and respect them by honoring that

23

Conflict Indicators

Body language Surprises Conflicts in value system Lack of respect Lack of clear goals Disagreements, regardless of issue Withholding information

24

Conflict: Good or Bad?

Depends

If managed well, it can: Help raise and address problems. Focuses team on the most immediate issues. Motivates people to participate. Helps people recognize and benefit from

differences.

25

Conflict: Good or Bad?

Conflict is a problem when it:

Hampers productivity Lowers Morale Causes more and continued conflict Causes inappropriate behaviors

26

Conflict Management

Conflict Management is the principle that all conflicts cannot necessarily be resolved, but learning how to manage conflicts can decrease the odds of non productive escalation.

27

Common Conflict Management Strategies

Avoid it. Accommodate it. Compromise. Compete. Collaborate.

28

Avoiding

When a person does not pursue his/her own concerns or those of the other person.

Avoiding Skills

Ability to withdraw Ability to leave things unresolved Ability to sidestep issues Sense of timing

29

Accommodating

An individual neglects his/her own concerns to satisfy the concerns of the other person.

Accommodating Skills

Forgetting your desires Ability to yield selflessness

30

Compromising

To find some expedient mutually acceptable solution which partially satisfies both parties.

Compromising Skills Negotiating Assessing value Finding a middle ground Making concessions

31

Competing

Pursuing your own concerns at the others expense.

Competing Skills

Arguing or debating Standing your ground Using rank or influence Stating your position clearly Asserting your opinions and feelings

32

Collaboration

Involves an attempt to work with the other person to find some solution which fully satisfies the concerns of both parties.

Collaboration Skills

Active Listening Identifying concerns Non threatening confrontation Analyzing input

33

Techniques for Resolution

Meet conflict head on Set goals Plan for and communicate regularly Be honest about concerns Agree to disagree Remove individual ego

34

Techniques for Resolution

Discuss differences in values openly Communicate honestly Focus on interests vs. positions Think outside the box to develop optional

solutions

35

Valuing Differences

Information flows in all directions.Successful leaders find a way to let everygeneration be heard. They recognizethat no one has all the answers. Thisappreciation of diversity allows eachgroup to contribute and be a part of thegrowth of a division or organization.

36

Thanks for Your Attention!