TEAM DEVELOPMENT Seminar in Transformational Leadership Summer 2015 UCSO and SOSU

OBJECTIVES Energy—Up, Sustained, Focused On The Right Things…mission, goals,etc. Find Out The Level of “Teamness” Needed Understand The “Self Development” Feature “Walk Through” The Process Decide—Should I? And, Plan!!

ALTERNATIVE TEAM DESIGNS The Hierarchy Line and Staff Pinwheel Circular How Would I Draw My Team? What Roles Are In The Team?

DIAGNOSTICS Create 4 Quadrants on Flip Charts and Fill Out Quadrant I=What do you want in your team? Quadrant 2=What are you willing to do to get it Quadrant 3=How do you stop yourself? Quadrant 4=What motivates you about your team?

SUMMARIZE FROM QUADS How are we stuck now? How can we break through that? Are we getting through the surface on these issues? What overall insights, conclusion, or suggestions can we draw from our work?

ARE WE USING STRAIGHT TALK? Ask for what you want Be specific Go direct Say “I” Do it now

SOME CONCLUSIONS ABOUT THE TEAM SELF-DEVELOPMENT PROCESS It is self-determined: The Team Leader and team members define the team they need and want to be part of No standard formula or recipe is best for a team. Each team is custom shaped The team behavior now in place has been influenced by: the team’s own internal culture; reward systems in the organization;and the total system culture and its behavioral norms

TEAM SELF-DEVELOPMENT PROCESS (continued) Teams learn certain processes to enable them to build a team Teams have more than enough talent to best deal with their own issues Team development is a discovery process It is done best by working on real team problems and issues (goals, priorities, a specific project) and analyzing the approaches being used—and, desired changes in those

TEAM SELF-DEVELOPMENT PROCESS (continued) Team development is a “Process” not a recipe— you must trust the process; teams usually don’t know what they most need until deep in the development process Teams must nurture and re-invent themselves regularly or they revert quickly to old ways Trust, openness, and candor are pre-requisites for team self-development—these are indicators that a team is moving toward a high level of development

TEAM PLANNING Identify the top ranking person on the team and major function of the team and address questions below My role in the team development effort is? What are the major team issues right now? Who most wants the team to improve? What changes (recent or expected) most impact the team?