The TEAM Thing …trying to get weird people to function together … Presented by Steve Thomas June 3, 2015 [session three] RETHINK!

The team player! But, first a little REVIEW?

Almost anything that functions together as one can be considered a team! You have to decide what team looks like to you! WHAT IS TEAM?

u-ni-ty arrangement of elements [people] so that each contributes to the main theme…unchanging singleness of purpose or action…

STRENGTHS 1. Every person must be convinced there is more to gain by working together than not! 2. Every person must pledge themselves to the sense and feeling of team! 3. Every person must recognize that every person is vital to the cause! Unswerving Core Values SYNERGY SPIRIT

What does every leader have to have to be a leader? Followers!! Then, session 2…

You must be FOLLOWABLE!

The FOLLOWABLE leader… Character people believe in you as a person! Competence people believe in your ability! Confidence people believe that you believe! Connection people believe you believe in them! Now, what makes an effective team PLAYER?

What is TEAM? The word originally referred to a group of animals hitched together pulling in a common direction to a common goal …as in the case of a team of horses or a dog team. Expressed in this manner it becomes graphically clear that if one of the horses strays and wanders off course, all the other horses have to pull harder to keep the team in line and enable it to achieve its goal. Or, if one of the dogs falls asleep in its traces, all the other dogs have to work harder to move the team along. And so it is with teams of people. A team requires a dynamic shared commitment where everyone makes a difference. As a team player, what you do either contributes to moving the team in the desired direction, or what you do impedes the group’s progress and everyone has to work harder to move you and the rest of the team towards the desired end. In this respect the team challenge is a personal one. And a commitment to enhancing individual performance can enrich both the player’s and the team’s experience. Dr. Saul Miller – Why Teams Win

As a team player, what you do either contributes to moving the team in the desired direction, or what you do impedes the group’s progress… common direction to a common goal

As a team player, what you do either contributes to moving the team in the desired direction, or what you do impedes the group’s progress… common direction to a common goal (+) (-)

4 kinds of team players… Unintentional (+) Contribution Intentional (+) Contribution Unintentional (-) Contribution Intentional (-) Contribution

Unintentional (+) Contribution Intentional (+) Contribution Unintentional (-) Contribution Intentional (-) Contribution 4 kinds of team players…

Why would someone make Unintentional (-) Contribution?

+Things going on at home +Not happy +Feel they can’t do the job +Low confidence +Negative person by nature +Haven’t fully learned the job +People skills are underdeveloped +Company culture is down for everyone +Stress due to…(too many expectations/home/finances/etc.) +They don’t know what positive contribution looks like Why would someone make Unintentional (-) Contribution?

What does IN (+) CON look like to you and your team? You cannot hold someone accountable for what they don’t know!

To further explain the importance, let’s look at this… DO + ARE What difference does each one make?

DO + ARE Who you What you = IN (+) CON What makes someone valuable to the organization? [or anything?] How do you define each one?

DO + ARE Who you What you Job descriptions Strategy Org chart Core values Team operating values Vows

DO + ARE Who you What you Job descriptions Strategy Org chart Core values Team operating values Vows = Complete Culture What does each look like and how do you deal with them?

“Work is either fun or drudgery. It depends on your attitude. I like fun.”

characteristics…  engaged [Gallup says they are 13% of the workplace]  highly participative  gets along with people  follow-able and embraces it…even if concerned with improving it  produces results  listens to advice and correction  can be coached and wants to be coached [coachable]  will coach others with intent of better  when coaching/correction is given they will adjust and change  they want to grow and improve how to deal with them…  coach them intentionally  provide honest feedback…correction and encouragement  challenge them to grow and help them set goals  use them to coach others  spend most of your time with them  reward what they are doing that you want more of Intentional(+)Contributors

characteristics…  disengaged [Gallup says they are 63% of the workplace] [24% actively disengaged]  complains and may disguise it as “helping”  non-participative  not follow-able but they think they are [however, they may have some followers of the same attitude due to charisma]  their way is the way  makes excuses and blames especially when confronted  not coachable  they will not make themselves part of the problem [“if you,” “if they”]  may be gifted and may be a producer, which makes it harder to correct how to deal with them…  do not allow them to impede progress  identify specific patterns and attitudes while confronting them  get to the root of the problem  listen to their story  set consequences and follow through  have whole team discussion on positive contribution, team, etc.  are they aware of their negative contribution? Unintentional(-)Contributors

So, what does IN (+) CON look like to you and your team? Clearly define expectations and create accountability! attitudes…behaviors…outcomes

“To win in the marketplace, you must first win in the workplace!” Doug Conant

“The goal of leadership is to create a culture in which people can come to work and be the best version of themselves!”

1. Determining what is team to your organization? 2. Do you lead from the right place? Are you FOLLOWABLE? Use the 20 most admired traits in leadership for evaluation. [from session two] Evaluate your team on the 3 Drivers for Engagement from Gallup… + relationship with immediate supervisor + belief in the senior team + pride in the working for the company 3. Create your ARE expectations for the organization. Discuss with the team…what does IN(+)CON look like? Identify your IN(+)CON and your UN(-)CON. List what each one does. What are their practices/behaviors? Look at the practices of the IN(+)CON and determine what you want others to emulate? What do you want to be the standard of the organization? WHAT NOW? Begin creating effective team by… expectations for IN(+)CON! clarity! leadership matters!

20 most admired traits in leaders… Kouzes and Posner – The Leadership Challenge Imaginative Intelligent Competent Broad-minded Straightforward Cooperative Honest Courageous Mature Self-controlled Forward-looking Inspiring Fair-minded Supportive Dependable Determined Ambitious Caring Loyal Independent

Once we determine what team looks like to us, get our leadership together and on board, and clarify our ARE expectations, what are some foundations that we can begin to put in to place to build on? Effective Team!

That’s for next time… The TEAM Thing …trying to get weird people to function together … September 2, 2015 …session 4 Foundations of Effective Team RETHINK!