1. Building & Leading Teams for Impact December 20, 2011

2. There’s no “I” in team. There’s no “1” in the One Million Campaign.

3. We all have a piece of the puzzle.

4. Building Your Team

5. You’ve got to organize & mobilize!

6. Mobilizing to Action: PSA Solution: Hope What specifically & meaningful can be done about? Problem: Anger Action: Opportunity What are they angry about Make the specific & or threatened by? doable ask

7. Organizing Conversations Intentional conversations that go deeply into a person’s:  Issues: What we act on  Values: Principles, what motivates us  Interests: What’s our stake in it Assessment from the conversation:  Capacity: What resources can be offered  Commitment: What resources are offered Goal: Learn a person’s story and what matters to them. Build a relationship, assess them, and figure out potential common concerns.

8. Mobilizing Conversations Prompted conversations that make the ask. Solution Problem Action Goal: Find common concern. Find what is a problem or point of agitation for a person to make link between person’s problem and the solution that leads them to take some action.

9. Coming Together As A Team

10. Team Phases

11. 1.Forming: Team meets & learns about challenges & opportunities; agrees on goals; begins to tackle tasks 2.Storming: Team addresses issues, such as what problems they are really supposed to solve, how they will function independently & together, & what leadership model they will accept 3.Norming: Team manages to have one goal & come to mutual plan for team 4.Performing: Able to function as unit as team find ways to get job done smoothly & effectively without inappropriate conflict or need for external supervision

12. Working Together: The Team Charter

13. Team Charter: Purpose  What kind of team?  What “work” does the team do?  What topics belong “in” this team and what’s “out”?  What is the team responsible for accomplishing?

14. Team Charter: Context  Who are we accountable to?  What other groups / teams do we connect?  What do they want / need from us?

15. Team Charter: Goals  What specific results do we expect from our efforts?  What outcomes?  How can we measure that?

16. Team Charter: Roles  Who is on the team?  What perspective does each member bring?  Are there special roles or subgroups within this team?  What do subgroups require of us?

17. Team Charter: Procedures  Work Processes:  What processes will we use to do the team’s work?  How often will we meet?  Who determines & manages our agenda?  How will we connect with our stakeholders & other sponsors of our work?  Decision Making:  What decisions are made within this team?  What is out of bounds?  What level of decision making responsibility do we have?  What decision process will we use?  Communication:  How will we communicate & connect to others within the organization?

18. Team Charter: Norms  What do we expect of each other?  How do we agree to handle conflict?  What are our team norms and/or operating principles?

19. Team Norms Exercise  Think of the worst team you have been on  Spend 2 minutes writing down what made that experience so terrible  Think of the best team you have been on  Spend 2 minutes writing down what made that experience so good  Write down suggestions for behaviors that would make being on this team a positive experience

20. Working Together: Team Needs

21. Team Needs: Planning Phase  Team Charter: Overall objectives, resources, & constraints are defined by or for team  Goals: ID of measurable team output & related milestones  Team Norms: Agreed upon standards of behavior that regulate team member performance during & between interactions  Task Performance Strategy: Development of overall approach to task & key actions to achieve goals  Shared Understanding: ID of key assumptions & beliefs that will affect performance to create a common perspective  Team Memory: Inventory of relevant knowledge, information, & skills available to team (& gaps)

22. Team Needs: Action Phase  Monitoring Output: Tracking & communicating progress toward task completion & goal accomplishment  Monitoring Systems: Tracking resources available to team & tracking external environment  Coordination: Prioritizing & orchestrating sequence & timing of key activities & events  Communication: Ensuring high quality communication within group  Monitoring Team Behavior: Providing feedback & coaching to help members perform tasks or ensure others complete those tasks  Managing Boundaries: Ensuring high quality information flow with other groups or units, including acquisition of resources, coordinating activities, & advocating team interests

23. Team Needs: Interpersonal  Motivation Building: Generating sense of personal accountability for individual & team performance, team cohesion, & motivation toward task accomplishment  Psychological Safety: Developing shared sense of trust so team members can openly speak their minds without fear of rebuke or retaliation  Emotion Management: Ensuring set-backs & frustration (& even over-confidence) don’t undermine team performance  Conflict Management: Proactively ensuring differences of opinion don’t prevent task accomplishment; helping team have healthy debate without personal acrimony

24. Working Together: Virtual Teams

25. Virtual Teams It is harder to follow a meeting from a distance. So…  Make meeting plan very explicit & more detailed  List all planned activities, timelines, processes, etc.  Engage vested interested of participants in advance  Correspond personally with each to confirm participation & interest  Enunciate interim process goals & make smaller & chronologically shorter

26. Virtual Teams People don’t get feedback when working over a distance. So…  Proactively seek out & provide feedback from all participants  Engage in process check-ins frequently  Enable private virtual dialogue

27. Virtual Teams It’s harder to build a team over a distance. So…  Achieve very clear, unambiguous goals  Arrange for distributed “breaks” to allow informal dialogue

28. Virtual Teams There is an art to using audio & video in a distributed meeting. So…  Engage in a dialogue rather than giving a briefing  Stay close to the microphone  Explicitly ask for comments and feedback

29. Teams in Review  Have organizing & mobilizing conversations to add team members  Teams go through phases – it’s perfectly normal  Create a team charter  Spend time developing team norms  Teams require trust  Manage team conflict before there is conflict  Virtual teams require a little extra TLC

30. Sample Team Meeting Agenda  Round of introductions / personal stories  Team norms exercise  Set team norms  Determine how team will meet  Determine how team will communicate  Create team charter  Assign team roles & general responsibilities  Lay out plan

31. Questions?