Presentation is loading. Please wait.

Presentation is loading. Please wait.

USCG Auxiliary Deck Plate Leadership Series 1 Auxiliary Deck Plate Leadership Series Group Development USCG Leadership Competency: Leading Others: Team.

Similar presentations


Presentation on theme: "USCG Auxiliary Deck Plate Leadership Series 1 Auxiliary Deck Plate Leadership Series Group Development USCG Leadership Competency: Leading Others: Team."— Presentation transcript:

1 USCG Auxiliary Deck Plate Leadership Series 1 Auxiliary Deck Plate Leadership Series Group Development USCG Leadership Competency: Leading Others: Team Building Learning Outcomes:  Describe the five states of group development  Assess what stage the flotilla or division is at A group is defined as a collection of two or more interacting individuals with a stable pattern of relationships who share common goals and who perceive themselves as being a group. Reviewed, DIR-T USCGAUX

2 Definitions A group is two or more interacting individuals with a stable pattern of relationship who share common goals and who perceive themselves as being a group. Ex. Flotilla or Division Formal groups are defined by organizational structure: Command groups or Task groups (boat crew) Informal groups are groups that form to respond to common interests or social interaction: Interest groups or Friendship groups USCG Auxiliary Leadership Deck Plate Series 2 Reviewed, DIR-T USCGAUX

3 Generational Components Generational Components:ValuesWork ConstructMotivators & RewardsRecruiting & Retention Workplace Groups or Cohorts Born By 21 years of age, the worldview is set and determines values development. Our role models help define our work construct. What will I chose to do to place food on my family’s table Work construct determines what internal and external motivations inspire me. These drive people to accomplish, excel and perform. Leading different generations, requires that we know them and fulfill their needs as members of the organization. Veterans F's: faith, family, friends and freedom. Patriotic; duty before pleasure. Work = Duty The greater good; connecting work with the benefit to the organization; tangible symbols of loyalty and commitment. Recognize past contributions, provide flexibility in pace of activity; involve in decision making; help to learn new methods. They are critical to our success. Boomers Social consciousness: civil rights, women’s rights, Brown vs. Board of Education, cold war, and environmental pollution Work = Worth Their value to the organization: personal appreciation, promotion, recognition, status symbols, such as a corner Office, Title, Privileges, MONEY Emphasize their value to the organization; recognize their efforts; provide PERKS, they prefer the hierarchy; need to see steps to a defined goal; help to balance the responsibility of the sandwich generation. USCG Auxiliary Leadership Deck Plate Series3 Reviewed, DIR-T USCGAUX

4 Generational Components Continued USCG Auxiliary Leadership Deck Plate Series4 Generational Components:ValuesWork ConstructMotivators & RewardsRecruiting & Retention Workplace Groups or Cohorts Born By 21 years of age, the worldview is set and determines values development. Our role models help define our work construct. What will I chose to do to place food on my family’s table Work construct determines what internal and external motivations inspire me. These drive people to accomplish, excel and perform. Leading different generations, requires that we know them and fulfill their needs as members of the organization. Gen Xers Self Reliance, Informality, Technoliteracy, balance between work and self (family); global thinking, Fun Work = Expand skills = Better Resume Job Flexibility, Sense of fun, Autonomy, Immediate gratification, challenging work, opportunity to learn. Tell them what needs to be done and manage by results; Provide freedom and flexibility; accept their straight forwardness; Provide continuous learning and promote technology. Millennial Family, Friends, Technology, Mentors, Team Oriented, Achievement, Diversity Veteran Can-do + Boomer Teamwork + GenX Techno-Savvy = Millennial Connect action to goals, work must have meaning, tangible rewards. Respect their contributions and skills; Provide clear expectations and goals; Establish a mentor program; they respond well to team work, a fun environment and will engage in work that has meaning. Reviewed, DIR-T USCGAUX

5 Why do people join volunteer organizations? Security Status Self-esteem Power Goal achievement Cultural identity USCG Auxiliary Leadership Deck Plate Series 5 Photo retrieved from / Reviewed, DIR-T USCGAUX

6 Group Development Stages Forming – caution, confusion, uncertainty. Storming – tension, hostility, and intragroup conflict. Norming – group norms and developing of close relationships. Performing - focusing on the accomplishment of the task. Adjourning – getting closure. USCG Auxiliary Leadership Deck Plate Series 6 Reviewed, DIR-T USCGAUX

7 Forming USCG Auxiliary Deck Plate Leadership Series 7 High dependence on Flotilla Commander for guidance and direction. Little agreement on Flotilla aims other than received from leader. Member roles and responsibilities are unclear. Leader must be prepared to answer lots of questions about the Flotillas purpose, objectives and external relationships. Leader directs. Reviewed, DIR-T USCGAUX

8 Storming USCG Auxiliary Deck Plate Leadership Series8 Decisions don't come easily within Flotilla. Members vie for position as they attempt to establish themselves in relation to other members and the leader, who might receive challenges from members. There is some clarity of purpose but plenty of uncertainties persist. Cliques and factions have formed and there may be power struggles. Leader coaches. Reviewed, DIR-T USCGAUX

9 Norming The Flotilla is more strategically aware; the members know clearly why they are doing what they are doing. The members have a shared vision and is able to stand on its own feet. There is a focus on over-achieving. Disagreements occur but now they are resolved within the Flotilla positively, and necessary changes to processes and structure are made by the members. The members are able to work towards achieving the goal, and also to attend to relationship, style and process issues along the way. Members look after each other. The Flotilla receives delegated tasks and projects from the leader. Members might ask for assistance from the leader with personal and interpersonal development. Leader delegates and oversees. USCG Auxiliary Deck Plate Leadership Series9 Reviewed, DIR-T USCGAUX

10 Performing Agreement and consensus largely forms among the members, who respond well to facilitation by leader. Roles and responsibilities are clear and accepted. Big decisions are made by member agreement. Smaller decisions may be delegated to individuals or small teams within Flotilla. Commitment and unity is strong. The Flotilla may engage in fun and social activities. There is general respect for the leader and some of leadership is more shared by the members. Leader facilitates and enables. USCG Auxiliary Deck Plate Leadership Series10 Reviewed, DIR-T USCGAUX

11 Assessing Flotilla stage Stage changes with group membership Stage changes during times of high stress Stage changes with tasks/topics Can also be used with individuals USCG Auxiliary Leadership Deck Plate Series11 Reviewed, DIR-T USCGAUX


Download ppt "USCG Auxiliary Deck Plate Leadership Series 1 Auxiliary Deck Plate Leadership Series Group Development USCG Leadership Competency: Leading Others: Team."

Similar presentations


Ads by Google