Developing the PROSPER Team

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Developing the PROSPER Team

• Iowa Learning Community
• November 20, 2008
• Jim Meek and Eugenia Hanlon

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PROSPER is a partnership of prevention scientist
from Iowa State Universitys Partnerships in
Prevention Science Institute, ISU Extension,
local school districts, and community volunteers.
Work on this product was supported by research
grant DA 013709 from the National Institute on
Drug Abuse.
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What is a PROSPER Team?

• A PROSPER team is a group of 8 to 10 people who
  represent specific community roles
• and share a common understanding about the risk
  and protective factors that face youth and
  families in the community
• and believe in using evidence based programs that
  will assist positive youth development and enrich
  the functioning capacity of families.

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Leadership vs. Management

• Often defined as the difference between
  effectiveness and efficiency.
• Managers do the right things and leaders do
  things right.
• Kouzes and Pozner, 1995

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Leadership Trends

• OLD STYLE
• Hierarchy
• Directive Controlling
• Conflict
• Reactive Responsive
• Exclusive
• Single function

• NEW TRENDS
• Teamwork
• Enabling learning
• Cooperation
• Proactive creative
• Inclusive
• Multifunction

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Leadership YOU bring to the team

• Knowledge and Skills
• Time and Energy
• Attitude and Enthusiasm
• Building Capacity, Enhancing Ability

• Transferring Skills from one Situation to Another

• Reflecting and Developing a Leadership Philosophy
  

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Core Leadership Components
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Team Development Stages
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Bringing in new team members

• Leaders need to be aware that adding new members
  to a team is similar to dissolving the old team
  and starting a new one.
• Some hints to ease the transition are
• Use the PROSPER Orientation Guide before the
  first meeting
• Allow the team ten minutes to learn about the new
  member
• Discuss some appropriate roles for the new member

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Bringing in new team members (cont.)

• Spend some meeting reviewing and dialoging about
  the team vision and mission
• Discuss the family and school programs and past
  PROSPER successes
• Lead a discussion about the strengths of the team
  in developing and conducting programs
• Talk a bit about risk and protective factors and
  about evidence based programs
• Explain the three-tiered PROSPER partnership

(this slide assumes that new members are added
infrequently)
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Basic needs of people on Teams

• Sense of belonging
• Share in planning goals
• Share in rule making
• Knowledge and expectations
• Challenging responsibilities
• Progress toward goals
• Trust in leader and members

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Team Conflict
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What are the Causesof Group Conflict?

• Competing interests or goals
• Different ideas about methods of reaching goals
• Incomplete understanding of our hidden personal
  values and feelings

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Conflict Development
Tension Development

Adjustment
Role dilemma
Confrontation
Injustice collecting
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Methods of Dealing with Conflict

• Avoidance- get away from the situation
• Diffusion- cool off the situation
• Confrontation- win-lose (power) strategies
• Arbitration- if there is a stalemate a third
  party decides
• Voting- A civilized fight where majority wins
• Consensus- parties come to a mutual resolution
• Synergy- win-win strategy satisfies everyone

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Conflict Resolution Results

• SUCCESSFUL

UNSUCCESSFUL

• Better ideas produced
• Search for new approaches
• Long standing problems addressed
• People forced to clarify views.
• Tension stimulates interest and creativity

• People feel defeated and humiliated
• Distance between parties increases
• Climate of distrust develops
• Cooperation may decrease
• Resistance develops when teamwork is needed
• People leave in the turmoil

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Team Member Engagement
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Teamwork involves Confidence and Trust
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Regular Interaction

• Creates unification
• Develops group trust
• Enhances unanimity
• Improves team loyalty
• Improves team identity in the community
• Develops a sense of shared expertise within the
  team.

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Shared Mission
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Individual Member Roles

• When teams are formed the leader will identify
  prospective members based on perceived strength.
• As members function their team roles will evolve.
• As the team members accept responsibility the
  leader must accept failure along with success
  (true trust).

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Now What?
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Please visit our websites at
www.prosper.ppsi.iastate.edu www.ppsi.iastate.edu
www.prevention.psu.edu