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Ordinary PeopleOrdinary People--Extraordinary Life's!Extraordinary Life's!
Ordinary PeopleOrdinary People--Extraordinary Life's!Extraordinary Life's!
Seek the Leader in you!Seek the Leader in you!
Team Building andLeadership Skills
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I will pay more for the ability to
deal with people than for anyother ability under the sun´
- John D. Rockfeller
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Team LeaderTeam 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
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DynamicDynamicTeamTeam
HighPerforming
Interdependent
Confident
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A Dynamic TeamA Dynamic Team
y Clearly states its mission and goals;
y Operates creatively;
y Focuses on results;
y
Clarifies roles and responsibilities;y Is well organized;
y Builds upon individual strengths;
y Supports leadership and each other;
y Resolves disagreement;
y Communicates openly;
y Evaluates its own effectiveness.
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Steps to build a µDynamic¶ Team
Drive
Map out your team¶s
mission statement.
Define its purpose of
existance.
Chart out the team¶s
goals and priorities.
Register your ³rules of
the road´ -
Guidelines.
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Drive
Strive
Clarify team
members¶ roles and
responsibilities.
Set realistic goals.
Identify roadblocks.
Draw up action plans.
Steps to build a µDynamic¶ Team
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Drive
Strive
Thrive
Provide feedback.
Commit to conflict
resolution.
Collaborate for
creativity.
Deal with decision
making -
Empowerment
Steps to build a µDynamic¶ Team
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Drive
Strive
Arrive
Thrive
Celebrate
success.
Keep track ofprogress.
Consistently
encourageinvolvement.
Revitalise team
meetings.
Steps to build a µDynamic¶ Team
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Drive
Strive
Revive
Arrive
Thrive
Unwelcome intrusions / changes disruptplans. Eg. 2 members quit / new
project. Restructuring of department ?
Need to backtrack few steps toregroup.
Reestablish team¶s goals, priorities & re-
look at responsibilities.
Steps to build a µDynamic¶ Team
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TheThe µµDynamicDynamic¶¶ TeamTeam
Drive
Strive
Revive
Arrive
Thrive
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Towards building a healthy teamTowards building a healthy team
Hold team meetings regularly.
Make them interesting - share information.
Involve team members in discussion & activities.
Make them responsible for team processes.
Encourage problem solving & sharing of ideas.
Share success.
Timely recognition & appreciation.
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Symptoms of poor teamworkSymptoms of poor teamwork
Guarded communication.
Lack of disagreements.
Unwilling to share information.
Ineffective team meetings.
Unrealistic goals.
Unhealthy competition.
Little faith in others.
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After the Team ChallengeAfter 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 ofcompetition?
What are your learnings ???
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Different Roles in a teamDifferent Roles in a team
Knowledge Contributor
Process Observer
People Supporter
Challenger
Listener
Summarizer
Conciliator Mediator
Gatekeeper
Team Enhancing Roles Team Impeding Roles
Concealer
Pessimist
Squelcher
People diagnoser
Dominator
Flaw Finder Naysayer
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TheµOK
¶Corral
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Transactional AnalysisTransactional Analysis
What is TA?
y A model for understanding human behavior
y
Three Ego States (parent, adult, and child) or³
parts ofthe brain´
Parent's is a language of values
Adult's is a language of logic and rationality
Child's is a language of emotions
y Effective functioning in the world depends on theavailability of all three, intact ego states.
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Parent egoParent ego
y What are the Parent Types?
Prejudicedx (lacks facts & logic)
Nurturingx (caring and sympathetic behavior)
Criticalx (fault-finding, condescending«)
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The Child (Ego) in all of usThe Child (Ego) in all of us««
y Represents the feeling/emotionalpart of us.
y Includes the impulses, feelings, andbehaviors that comes naturally to asmall child.
y Often referred to as theµemotional¶ part of us.
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The Child EgoS
tateThe Child EgoS
tate
y A Child is«
ImpulsiveSelf Centered
Pleasure
LovingAngry Fearful
Happy
Rebellious
Sad
Aggressive
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The Adult EgoThe Adult Ego
y That part of us that deals objectively with
reality (why is t his important ?)
Gathers objective information
Organizes
Tests reality
Computes dispassionately
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Claude Steiner, PhDClaude 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.´
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So what about the Adult EgoSo what about the Adult Ego««
y Looks at the past but doesn¶t dwell on it.
Think of a person who lives in the
past«what other characteristics do yousee in them?
y Focuses on information and objectively
analyzes data to make decisions.
y Often referred to as the computer part of us.
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EgoP
ortraitsEgoP
ortraits
y Most people have a favorite ego state.
y when at work where do people spendmost of their time?
y What about with family?
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The Parent Ego:The Parent Ego:
AP C
What are characteristics of someone with alarge adult ego?
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The Adult Ego:The Adult Ego:AP C
What are characteristics of someone with a largeadult ego?
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The Child Ego:The Child Ego:AP
C
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ContaminationContamination««
y Occurs when prejudice, beliefs, pre-
conceived notions are so strongly heldthat they contaminate the adult¶s ability
to think logically.
C A
P
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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 NOTOK
YOU¶RE NOT OK
The µOK¶ Corral
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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
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I¶m OK, you µre 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)
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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. µ Why
bother?¶
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Appreciation:Appreciation:Key to Effective Team WorkKey to Effective Team Work
y 46% of people who quit their job do so
because they feel unappreciated!
- US Dept. of Labour
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Team Work is no accident,
it is the by-product of
good leadership!
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Mental blocks / Inner barriers thatMental blocks / Inner barriers thathinders effective team workinghinders 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??
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y Denial :
I don¶t see a
problem, so it
isn't there.
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y Blind Spots &shortcuts
What I don¶tlike can¶t be
important
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y Self Interest
Always look
out for No. 1
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Mind reading
People should
know what I
want without
being told !
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Blame
If something has
gone wrong, it
has to besomebody¶s
fault.
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Being nice
Being nice to
Avoid conflictat all cost.
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Perfection
If it¶s not
perfect its
nothing
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Excuses
There is always
a good reason
why I don¶tfollow the rules
everyone worksby.
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Being right
There¶s a right
way & a wrongway, my wayis always right.
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Emotional IntelligenceEmotional Intelligence
Where the 20th century was driven by
IQ,
the key to success in the 21st Century
will beEQ - Emotional Quotient
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The Stages of Effective TeamThe Stages of Effective Team
ManagementManagement
y New Manager - ³I did it´
y ExperiencedManager - ³We did it´
y Leader - ³You did it´
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A Team that is :
Open to ideas.
Eager to communicate. Focused on its goals.
Accepting of all members.
. . . is DYNAMIC.
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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!