Building Leadership Skills: Leading Teams

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Building Leadership Skills Leading Teams

• Presenter
• Andrew Sanderbeck
• for the Infopeople Project
• Eureka! Leadership Series
• 2006 - 2007

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Group Discussion

• How is Leadership Different from Management?

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Questions This Seminar Will Answer

• How do we Effectively Lead Our Teams?
• Are we Leading or Managing? Or Both?
• What are the Characteristics of a Highly
  Performing Team?

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The 5 Stages of Teams

• Goal For leaders to understand the differences
  between the different stages of team development,
  to prepare for, and respond proactively as the
  team matures over time
• 1. Forming (The Polite Stage)
• 2. Storming (The Fighting Stage)
• 3. Norming (The Settling Stage)
• 4. Performing (The Performing Stage)
• 5. Adjourning (The Ending Stage)
• Handout The 5 Stages of Teams

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Stage 1 - Forming

• Strategies for moving the team to the next stage
• Provide structure and clear task direction
• Allow for get-acquainted time
• Create an atmosphere of confidence and optimism
• Active involvement
• Visionary

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Opening Exercise

• The Building of a Team

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Stage 2 - Storming

• Strategies for moving team to the next stage
• Facilitator and teacher
• Acknowledge conflict
• Guide others toward consensus
• Get members to assume more task responsibility
• Teach conflict resolution methods

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Stage 3 - Norming

• Strategies for moving the team to the next stage
• Coach and Sponsor
• Give feedback and support
• Plan celebrations
• Allow for less structure
• Promotes discussion
• Asks for contributions from all employees
• Encouraging others in making decision

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Stage 4 - Performing

• Strategies for keeping the team in this stage
• Observing, inquiring and fulfilling
• Provides little direction and decisions
• Leader sets goals team accomplishes
• Low amounts of two-way communication needed
• Give positive reinforcement and support
• Share new information

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Stage 5 - Adjourning

• Strategies for helping the team begin again
• Help team with options for renewal or termination
• Good listening
• Provide information in many different formats
• Offer direction to move group back through
  initial stages
• Guide the process
• Create opportunities for communication
• Reflection and carry forth learning to next
  opportunity

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Team Exercise

• Stage Fright
• Match the Leadership Activity to the Appropriate
  Team Stage

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The Five Stages of Teams

• Application
• Forming (The Polite Stage)
• Storming (The Fighting Stage)
• Norming (The Settling Stage)
• Performing (The Performing Stage)
• Adjourning (The Ending Stage)

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Leading Through the Myths

• 10 Myths About Teams

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Team Unity and Fostering Collaboration

• Large Group Discussion
• What can we do with the Lone Rangers in our
  workplaces?
• Why dont leaders hire people like themselves?
• What are the challenges in leading employees of
  different generations?

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Matures (1909 1945)

• In the workplace, they
• Are loyal to their employer and expect the same
  in return
• Possess superb interpersonal skills
• Are enjoying flextime arrangements today so they
  can work on their own schedule
• Believe promotions, raises, and recognition
  should come from job tenure
• Measure a work ethic on timeliness, productivity,
  and not drawing attention

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Boomers 1946 - 1964

• In the workplace, they
• Believe in, champion, and evaluate themselves and
  others based on their work ethic
• Work ethic for Boomers is measured in hours
  worked. Measuring productivity in those hours is
  less important
• Believe teamwork is critical to success
• Believe relationship building is very important
• Expect loyalty from those they work with

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Xers 1965 - 1978

• In the workplace, they
• Avoid the hard-core, super-motivated, do or die
  Boomer work ethic
• Want open communication regardless of position,
  title, or tenure
• Respect production over tenure
• Value control of their time
• Look for a person to whom they can invest
  loyalty, not a company

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Millennials 1979 - 1990

• In the workplace, they
• Search for the individual who will help them
  achieve their goals
• Want open, constant communication, and positive
  reinforcement from their boss
• Find working with someone of the Mature
  generation easy to do
• Search for a job that provides great, personal
  fulfillment
• Are searching for ways to shed the stress in
  their lives

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Team Collaboration Exercise

• The Candy Game

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Actions Leaders Take to Create More Collaboration

• Meetings with a Purpose
• Sharing Continuing Education Opportunities with
  Others
• Team Delegation
• Team Activities
• Staff Development Days
• Book Clubs

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Rewards and Recognition

• 3 Ways Leaders Build We in a Me, Me, Me Focused
  Workplace
• Reward Team Performance
• Reward Team Behavior
• Recognize Team Grief and Difficulties
• Handout Employee Recognition Survey

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Making the Connection between Leadership and
Facilitation

• Equalizing Participation
• Problem Solving
• Building Consensus
• Team Empowerment
• Less Managing Required
• Handout Dos and Donts of Facilitating TB

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Facilitating Team Situations And Empowering Team
Members

• Both Positive and Negative
• Problem Solving Model
• Brainstorming
• E R O
• Event Response Outcome

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Team Exercise

• Techniques in Facilitation

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Making Meetings Memorable

• Whats the Difference?
• Facilitating Your Meetings
• Running Your Meetings
• Controlling Your Meetings

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Large Group Discussion

• How do we use facilitation in our meetings and in
  situations of team disagreements and conflicts?
• How are facilitators notes used in meetings?

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An Agenda Exercise

• bluesnmarc - Unscramble
• The Five Key Ingredients of an Agenda

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Using Agendas Effectively

• Making the Five Ingredients Work
• Purpose
• Efficiency
• Communication
• Members Needs
• Gathering Items

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Employees First

• Whats the difference between Doing Things
  Right and Doing the Right Thing?
• Wheres the balance between getting results and
  leading with An Employees First attitude?

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Employees First Leadership

• Our organization has a philosophy of always
  putting employees first. Why? Because it's the
  right thing to do and it's part of our
  organizational strategy.
• While other organizations may focus on customers
  or boards first, we've learned that a focus on
  high-performing employees will benefit all the
  groups we serve - our customers, our boards, and
  our communities.
• Adapted from First Horizon National Corporation

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Employees First Leadership

• Three Steps to an Employees First Culture
• Tackle employee dissatisfactions
• Boost employee morale
• Motivate employees to put the customer first

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Heart-Centered Leadership

• Three Keys to Leading from Your Heart
• Developing and empowering others
• Respect and being respected
• Leading by The Diamond Rule

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Leading Team Behaviors

• Feelings Thoughts Actions
• Attitude problems (that arent a problem)
• Behavior that is rewarded
• Conflicts and disagreements
• Complacent/unmotivated
• Barely doing the minimum requirements

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Individual Exercise

• Your Emotional I.Q.

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Team Values

• Why Values are Important to Teams
• Expected behavior and actions to each other and
  customers
• How decisions are made
• Exactly what is important to you in the
  organization
• Handout Creating Team Values

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Developing Unambiguous, Measurable, and Time
Certain Goals

• That each team member can clearly articulate
• That are measurable or at least verifiable
• That have defined dates for accomplishment
• That are set by the team not imposed by the
  organization or the team leader
• Must be achievable neither too easy nor
  difficult
• Handout Creating Team Goals

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Building Leadership Skills Leading Teams

• Thanks for attending this Infopeople workshop!
• Contact Andrew Sanderbeck
• Phone [phone]
• Fax [phone]
• Email andrew_at_andrewsanderbeck.com
• Website www.andrewsanderbeck.com
• Sign-up for Andrews Free
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