Personalysis - Workshop Activities Slides Dec

Personalysis - Workshop Activities Slides Dec. 14 2015
DRAFT Slides Dec

Personalysis - Workshop Activities
Colors Understanding Perspectives and Tendencies

My Profile – example Identify all colors 3.0 ≥ in your profile by placing the appropriate color dot in the corresponding place on the graph, one color at a time. CONTRIBUTE Like (rational) CONNECT Profile Example Should (social) ACTIVITY – Snapshot of Strengths (Color Dots) Distribute the Dimensions cards and color dots. Instruct participants to refer to their own profile and identify where they have 3 points or more of a color. Instruct them to place an appropriately colored dot in the corresponding quadrant in each dimension on the Dimension card where they have 3.0 points or more of a color. Build the profile as an example. After they have completed their card, ask them to insert this card behind their Colorgraph frame so that they can see it/it is on the side facing them. Facilitator Note: This card simplifies the colors in an individual’s profile. The snapshot view of the whole profile allows the learner to focus on just the color(s) in the dimension and prevents: Participants needing to physically handle and turn the Colorgraph toward them to view their profile Distractions/split attention as participants try to focus on the colors, dimensions and numbers. This allows them to focus more easily relate to and absorb/process core information around dimensions and colors. COMMIT Must have (instinctive)

My Profile Create a clear picture of YOUR strengths by completing the process below. Refer to your Personalysis Colorgraph. Identify all the RED numbers in your profile where the points are greater than or equal to three. 3.0+ = YES! Place a RED color dot in the corresponding color block in the grid at the right. Repeat the process for the YELLOW, BLUE and GREEN colors in your profile. R Y CONTRIBUTE G B R Y CONNECT G B ACTIVITY – Snapshot of Strengths (Color Dots) 1. Distribute the Dimensions cards and Color dots. Instruct participants to refer to their own profile and identify where they have 3 points or more of a color. 2. Instruct them to place an appropriately colored dot in the corresponding quadrant in each dimension on the Dimension card where they have 3 points or more of a color. (see the example on the next slide) 3. After they have completed their card, ask them to insert this card behind their Colorgraph frame so that they can see it/it is on the side facing them. Facilitator Note: This card simplifies the colors in individual’s profile. The snapshot view of the whole profile allows the learner to focus on just the color(s) in the dimension and prevents 1) individuals needing to physically handle and turn the Colorgraph toward them to view their profile, and 2) continually focusing on the numbers at the expense of the core colors. R COMMIT Y G B

My Profile Create a clear picture of YOUR strengths by completing the process below. Refer to your Personalysis Colorgraph. Identify all the RED numbers in your profile where the points are greater than or equal to three. 3.0+ = YES! Place a RED color dot in the corresponding color block in the grid at the right. Repeat the process for the YELLOW, BLUE and GREEN colors in your profile. R Y CONTRIBUTE G B R Y CONNECT G B Debrief – Snapshot of Strengths (Color Dots) Facilitate a discussion to help participants see their strengths: ASK: Who has the same color in all 3 Dimensions? Discuss how that serves as consistent strength for them. ASK: Is there anyone who doesn’t have a color in all 3 Dimensions? Encourage those participants to pay particular attention to the qualities of that missing color as they may have difficulty relating to people who are using these behaviors. ASK: Who has all 4 colors distributed throughout the profile? Focus on these profiles as having a range of resources and perhaps to pay attention to where they have that resource available in one Dimension but not another. As they become more aware, they that can be proactive about managing their energy and helping others understand them and consciously leveraging that color from a different dimension. R COMMIT Y G B

Color Gifts Personalysis - Workshop Activities What are the strengths and gifts of each color? RED YELLOW BLUE GREEN It is often difficult to see value in approaches that are different from our own. This activity helps a team to find the value and benefits of each color using their own words and experiences. Divide the team into four groups. Ask each group to take a color and answer the questions for that color. Then report out to the whole group. Don’t be surprised if color prejudices are exposed through this exercise. It will get the judgement out on the table and allow you as the facilitator to reframe the perspective.

Color Challenges Personalysis - Workshop Activities What are the challenges of each color when overused? What perspectives might be overshadowed? RED YELLOW BLUE GREEN It is often difficult to see value in approaches that are different from our own. This activity helps a team to find the value and benefits of each color using their own words and experiences. Divide the team into four groups. Ask each group to take a color and answer the questions for that color. Then report out to the whole group. Don’t be surprised if color prejudices are exposed through this exercise. It will get the judgement out on the table and allow you as the facilitator to reframe the perspective.

Hidden Biases Personalysis - Workshop Activities Each color can be misperceived and/or prejudged – both positively and negatively. List descriptors and assumptions that reflect both positive and negative stereotypes for each color. RED YELLOW BLUE GREEN

Honoring and Appreciating Difference Personalysis - Workshop Activities How does each color serve a team? How does each color complement the others? RED YELLOW BLUE GREEN

Quick Check: Valuing Perspectives Personalysis - Workshop Activities RED YELLOW BLUE GREEN How does each color provide value? This Activity works best as a facilitated group discussion. It is often difficult to see value in approaches that are different from our own. This activity helps a team to find the value and benefits of each color using their own words and experiences. Teams may need to repeat this exercise several times as they learn how to appreciate, respect and leverage personality differences.

Decision Making

How do You Decide? Think of a time when you were making an important purchase or decision: What information was essential? What was necessary for you to have or do? Who did you involve? When? Why? What made you ANXIOUS? What didn’t work for you?

Commitment Essentials What information MUST you have before you can commit with confidence to a major decision? What do you need to know? ACTIVITY OPTIONAL ACTIVITY: Speaking Up (best with 4 flipcharts) Option #1 If the group is large enough/has enough diversity in the COMMITMENT dimension, create breakout groups for each color. Ask participants to capture what they absolutely MUST HAVE to commit to action on a team project. Option #2 If the group has one or two predominant color(s) do this as a group activity. Ask volunteers what considerations are most important to moving forward. What is essential – and what is nice to have. Another option – what causes you to feel anxious if others do this or DON’T do this when making decisions? Repeat with the other colors. If no participant has a color, ask the group what they think someone with that color would respond. Offer suggestions/supplement responses to make key points.

Essential Elements: Commitment Must Haves Stressors GOAL GROUP PURPOSE PREDICTABILITY

Commitment: Anxiety Producers Red gets anxious when: Yellow gets anxious when: You will think, speak and act through the framework of your color needs. Often the people we work with have needs that are different from ours. So it is not surprising that frustration, confusion and concerns arise among us. Using the language of Personalysis is an excellent way to address misunderstandings. Speaking from your color need rather than your frustration can help the conversation stay positive. Additionally, by speaking your need straightforwardly you are more likely to get that need met! Green gets anxious when: Blue gets anxious when:

Commitment: Color Quiz To feel confident in their decisions, What are the essential information needs for ? What are MUST do? What does rely on/trust? What does find frustrating or challenging? What information or behaviors are not helpful for ?

Thinking Style: Decision Making Needs To feel confident in your decisions: What information MUST you have? How do you process that information? What MUST you be able to do? Think about times when you have felt anxious about fully committing to a decision or course of action. What was missing? What types of information do you NOT trust?

Connecting and Communicating
Personalysis - Workshop Activities Connecting and Communicating

CONNECTION: Color Quiz To connect and communicate effectively: What approach does expect? What words or phrases might you use to connect to ? What behaviors might find irritating/ rude/disrespectful? In meetings, what does expect? What type of conversations may less comfortable for ?

Connection Needs When connecting with you: What is the polite/right way to approach you? What should others do? What is rude/wrong/disrespectful? What should others NOT do? Think about times when you were in a group of people on a team you don’t know well. What conversations/approaches were comfortable? What conversations/behaviors/approaches were not as comfortable? What would you rarely do?

Connecting: Speaking Up You are in a meeting, and are confused and concerned about a topic being discussed. What would you say to initiate the conversation to ensure your needs were met? OPTIONAL ACTIVITY: Speaking Up (best with 4 flipcharts) Option #1 If the group is large enough/has enough diversity in the CONNECTION dimension, create breakout groups for each color. Ask participants to write what they say – to capture their language/quotes. Option #2 If the group has a predominant color (typically yellow), do this as a group activity. As volunteers to share what they would say and how/when they would do that. If the responses are conceptual “I would probably.. “ or “I might…”, role play and ask them to speak to you as if you were a team member or the group leader. Repeat with the other colors. If no participant has a color, ask the group what they think someone with that color would respond. Offer suggestions/supplement responses to make key points.

Essential Elements: Communication Polite/Right Rude/Wrong

Connecting in Color Hello. Is this a good time? The reason I ask is that I think we might have a problem with XYZ … and I want to make sure you know what’s going on so that… As I suspected, we have a problem meeting the deadline on XYZ project. How do you want me to handle it? We can’t let this get out of hand. “Hi! How is it going? How’s the family? We sort of have a problem. Whenever you have some time, we probably should talk.” “We have a problem with the XYZ project. I need five minutes.”

Meeting Expectations In meetings, we should… …be inclusive and discuss options to be sure that everyone is in the loop. …talk about context, ideas, and ask questions to develop the best alternatives. …have agendas and follow them. Everyone should come prepared, stay on topic and on track. …be focused and make decisions to move things forward. Only the key people need to attend.

Reflection: Perspective Taking Think of time when you had a misunderstanding with a friend, family members or colleague. What did they do or not do that irritated you? How did you react? What should they have known/done differently? How might you have misread them/the situation? What assumptions did you make? How might you have been misunderstood? If you could do it again, what could you do differently?

Contribution

When do you CONTRIBUTE your best? List activities that… Your Profile Delight / Excite You Drain / Dread You

Essential Elements: Contribution Work Activities

Personalysis - Workshop Activities Enhancing Collaboration
Working Together Enhancing Collaboration

Discussion: Team and Leader SAMPLE SAMPLE x Insert Team Profile and Team Leader profile on this slide A comparison of the team leader can often lead to a productive discussion among the team. Ask questions about what they notice. How does the leader’s profile compliment the collective trends in the team? How might their differences create challenges or misunderstandings? The Team The Leader

Team Snapshot As a team, what do most of us enjoy doing? What is our default communication style? What is right/polite behavior? What is rude/wrong? When making a decisions, what do we tend focus on? What are we less likely to consider? Insert team profile

Conversations for Alignment Personalysis - Workshop Activities 1 2 1. Identify the Goal 2. Generate Options & Possibilities WHAT is the desired outcome? What does success look like? What COULD we do? Let’s discuss possibilities… Each color brings a unique perspective and energy to conversations around decision making. Teams with diverse thinking styles make better decisions, and when everyone’s perspective is considered, members are more engaged and committed to the outcome. The challenge getting and keeping everyone on the same page in decision making conversations, though, is that we all tend to rely heavily on OUR strengths and our colors in the bottom dimension. The following process allows teams to be in the same question at the same time, ensure everyone’s needs are met, to create shared meaning and committed to moving forward at TOGETHER. FACILITATION NOTE: The two key facilitation challenges are: Keeping team members in the same color conversation. Team members inevitably jump forward or back depending on their thinking style. Helping the group notice when questions or comments are a different color (e.g., GREEN ‘how is that going to work?’ often comes up in earlier stages) allows them to recognize the power of their colors and to honor their commitment to following the group’s process. Gain explicit agreement before moving from one color to the next on. Ensure everyone is ready to move to the next phases of discussion by asking for a visible/verbal indication of their willingness to move forward. FACILITATION TIP: Defining a time window/setting a timer (or even dedicating a meeting to a particular color stage) can help the group be clear on the outcome and boundaries of a discussion. 4. Define the Plan 3. Explore Alternatives and Choose HOW will we achieve the outcomes? Who will do what & when? What WILL we do? What are the best alternatives? 4 3

Activity Scenario One: The team has come up with a great idea for cost cutting. They have obtained the necessary facts and done the research. They have defined a process and have a plan for implementation. But… they haven’t told the project sponsor. They are about to go into a meeting with to pitch their idea. What recommendations might you offer to help the team gain the project sponsor’s support to go forward?

Activity Scenario Two: The Leader needs to announce to her team that the timeline for the pilot of the program they have been working on needs to be accelerated by two weeks. They are almost finished with the testing, and they were on track to be ready one week early anyway. Her VP (new to the organization) has asked for the plan for the new timeline and pilot by the end of the week. One of the key program leads is scheduled to be on vacation the week before and the week of the pilot. What might the leader consider doing to help the team manage this change and ensure the pilot is a success?

Session Closing/Post-Workshop Activities
Personalysis - Workshop Activities Session Closing/Post-Workshop Activities Individuals

My Gifts Contribute Connect Options Ask individuals to reflect on their gifts and capture them on this page. Ask them to review this sheet regularly and add to this. Ask individuals to gain additional insights by initiating conversations with others who know them well. What strengths do others see? Ask individuals to complete this page and reflect: What strengths/gifts are they honoring and leveraging? What gifts could they leverage even more? What gifts are they NOT honoring? What strengths might they be overlooking, minimizing or hiding? How could they ground their assessment about that aspect of their personality to learn to honor and embrace that strength? What strengths are they not leveraging/underutilizing? Where might they be able to practice, expand and contribute those gifts? Commit

Personalysis Overview
Leveraging Strengths How I can leverage them more My Gifts Options: Ask participants to reflect on what they learned and to complete this worksheet within 3 days after the session. OR Ask participants to reflect on what they learned and to complete this worksheet. Encourage them to work with a partner (someone else who is in the session or has a Personalysis Profile and is willing to do this activity) to share their reflections and support each other in seeing and leveraging each others’ gifts.

Personalysis Overview
Working with Me: The Instructions CONTRIBUTE When I am at my best: Things I really enjoy doing are: If I never had to do , I would be ecstatic. When you need my attention/assistance: Do: Don’t: I feel disrespected/it is rude when others: CONNECT When you need my support and commitment: The information I need is: Assume positive intent when I: When I am not able to , I get anxious and I COMMIT I collaborate best when: My button is:

Awareness and Understanding: Reflection Understanding Yourself What did you discover about yourself? What surprised you? What strengths are you leveraging now? Which strengths could you leverage more? Understanding Others What did you discover about others/other perspectives? Who could you partner/collaborate with to leverage your complementary strengths? ACTIVITY This activity can be either a self-directed individual exercise, a group discussion, or a team application Individual self-awareness Ask participants to reflect on what they learned and complete the form. If applicable, as them to share selective information with others to continue the learning and discover new ways of applying what they learned. Suggest that participants share their results with their leader (and coach, if applicable) as a way to inform ongoing development discussions. As a group activity Facilitate a group discussion by asking participants to share their observations. Options for teams Ask team members to reflect on what they learned and answer the questions prior to the next team meeting where the team will debrief/discuss their responses. Select specific questions and focus on one or two at upcoming team meetings. Ask team members to share: Strengths they admire in others Actions they could take to work more effectively with others with different strengths/styles A development/learning goal and ask for help from others to move forward

Working with Me: The Instructions ACTIVITY (this is also a HANDOUT) If this will be used in a team setting, ask participants to complete this prior to an upcoming team meeting. Inform them that they will share their responses and have an opportunity to learn about others. If the context of the workshop is around personal or leadership development, encourage participants to complete the activity privately and consider: Sharing it with a co-worker, friend, or family member Sharing it with others on their team (particularly if they also have a Personalysis Profile) (For leaders) Sharing it with their team as way to model transparency and open dialogue about needs, strengths and intentions NOTE: The PROFILE NOTES report in the team view in Personalysis Interactive is a great worksheet to use for this activity.

Session Closing/Post-Workshop Activities
Personalysis - Workshop Activities Session Closing/Post-Workshop Activities Teams

What did you discover / What can you do? Yourself Did anything surprise you? What one thing can you do to enhance your work / relationships? Others Did anything surprise you about your team members? Who could you partner with to compliment your strengths? Team What one thing could YOU do differently that would affect the team’s performance? Options Ask each team member to share their response ONE of the questions above. Challenge them to identify ONE action they will take to improve their personal effectiveness. Ask them to identify ONE thing they can do for another teammate that will improve their ability to work more effectively together. Ask them to identify ONE development goal and ask another team member to be their coach/learning partner to help them improve in that area.

Clear Conversations: Team Rules To ensure our own CONNECTION and COMMITMENT needs are met, we each agree to: In meetings, we will: High performance teams make explicit agreements and shared promises. Developing clear agreements and shared expectations about behaviors and actions (aka, Rules of the Road) reduces confusion, ensures everyone on the team shares the same expectations and is committed to and accountable for taking action. Ask the team to brainstorm potential options for each of the questions above. Ask them to develop a list of at least 6 options for each of the two items above. Brainstorming Options: Team members reflect individually. At a team meeting, each member shares their response and the responses are charted. In a team meeting, facilitate a time-bound brainstorming session (with the team as a whole or in subgroups – depending on the size of the team). Capture all responses. Facilitation Notes: Although the lists above show only 4 responses for each, allow the group to decide the number of agreements they can commit to. If the number exceeds 10, suggest they may want to choose a critical few to focus on initially and set a date to review them.

Working with Me: The Instructions

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