Team building & Development CPA Leadership Forum Chad Cook Cook Consulting Katherine Burik The Interview Doctor, Inc. 1 © Cook Consulting LLC 2013 All.

Team building & Development CPA Leadership Forum Chad Cook Cook Consulting Katherine Burik The Interview Doctor, Inc. 1 © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

POLL 2 Currently, we use teams in our firm for: 1. Special projects only 2. All our clients are handled in unique teams with specific people performing specific roles 3. Our employees work with individual deadlines and projects, independent of other co-workers © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

POLL 3 Our experience with teams has been: 1. Teams formed years ago still function well. 2. We tried it once but it didn’t work out 3. I have heard the term but I am not sure what it really means. I am curious. 4. We form teams when we need them and dissolve them when they complete their mission. © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

6 Partner Manager Staff HR Different motivations looking for Best practices

Planning, support, resources Pool ResourcesResults! Project 1 Project 2 TomCindyPatLamar Happy Clients Random people 13 © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

POLL 22 What would you do? 1. Hire more production supervisors 2. Move production offshore 3. Find different way of structuring business 4. None of these options sound particularly good © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Created short term team  Identify the work to be done  Understand the process  What is necessary and not  Problems and bottlenecks 27 © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Note to self: 29 Teams can be:  Temporary to solve a particular issue or  A more permanent way to address work needs © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

POLL 36 Why doesn’t a team spring from nowhere? 1. Have to know what to do 2. Have to have support from leadership 3. Has to be a goal 4. All of the above © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Note to self: 42 Teams require a lot of training: communication leadership problem solving overall business skills Have to know how to think © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Team growth Teams start as groups, unaffiliated and dependent on leader then become independent of leader to get results 52 © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Note to self: 58 Getting to “team” is a transition Necessary for leader to back off so team can function independent of leader © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Forming Feelings Optimism Pride Suspicion Anxiety Behavior Try to define Abstract discussions Impatience with abstract 60 © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

WE are accountable to team for results 63

Define your mission 65 Team Name Sponsored By Mission Goals 1. 2. 3. 4. 5. 6. Climate Membership 20 to 25 words identifying the primary customer/client, the primary service/product, and the link to Company’s business. 3 to 6 statements reflect where you will invest the teams’ resources of time, money, information, and people in achieving its’ mission. Brainstorm all the actions you feel must be done to achieve the mission, and then group them in categories. Give the categories outcome names and place them by the goal numbers. Sponsor supports team, but is not a member of the team. Must have enough control of resources and power to break down organizational barriers. Coaches team, measures and evaluates team performance. How will you work together to accomplish the mission and goals defined above. What is environment? Team name gives team identity © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137 Form

Note to self: 66 Agreeing to a mission with specific outcomes at the beginning keeps everyone on the same page Do it while “Forming” Form © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Leader is active and direct Leader owns the vision 68 Not command and control but quite direct Accepts little variation The team is not ready to have much input yet Form © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Move to the right… Forming Depend on leader Storming Jockeying for position Leader coaches NormingPerformingAdjourning 69 © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Not always fun 71 Arguing Jockeying for position Clarifying boundaries Requires:  Training, coaching, problem solving  Good to have coach push problem solving back on group Storm © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Watch for: Relationship problems Confusion Resentment Competitive feelings Role problems: Hidden agendas Unwilling to accept defined role 72 © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137 Storm

Can lead to… Disagreements over procedures Climate of fear Lack of clarity and uncertainty 73 © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137 Undermines team effort Storm

Leader adjusts style 76 Leader coaches Not command and control Hang in there with the vision BE COMMITTED This is not the flavor of the day Storm © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Move to the right… Forming Depend on leader Storming Jockeying for position Leader coaches Norming Working together Leader facilitates PerformingAdjourning 77 © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Norming Feelings Constructive Acceptance Relief Behavior Look for harmony Friendly & personal Cohesion and spirit Maintain team norms 78 © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137 Norm

Note to self: 83 Lots of training required at beginning Additional training and analysis at NORMING level is really meaningful Members finally understand WHY Norm © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Four Questions What questions? What changes? What concerns you? What engaged you? 12 34 84 Help clarify the issues © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137 Norm

Leader adjusts style 87 Answers questions and provides feedback Removes barriers Supplies needed tools and training Runs interference as needed Norm © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Move to the right… Forming Depend on leader Storming Jockeying for position Leader coaches Norming Working together Leader facilitates Performing Optimizing individual for the team’s best Leader gets out of the way Adjourning 88 © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Performing Feelings Insight Understand each other well Satisfaction High trust Behavior Constructive self- change Work through problems Close attachment to each other 89 © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137 Perform

Raise your hands 97 Raise your hands if: You regularly track team progress with scorecards, charts, graphs, and or performance reviews? © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

How do you communicate progress? 98 Does everyone understand the goals, measures, and progress? Does everyone have a piece of the pie? © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Raise your hands! 99 Raise your hands if: All team members know exactly where the team is regarding progress towards goals © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Ok, so get moving! 101 Make a chart for each performance target  Success indicators  Tracking methods  Reporting procedures © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137 Update regularly! Share with everyone

How healthy is your team environment? 102 Take the quiz, health audit, & team member preferences What can be done to improve team environment? © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

Katherine Burik, Partner, The Interview Doctor, Inc.® www.InterviewDoc.comwww.InterviewDoc.com 330-495-2337 Katherine@InterviewDoc.com 110 Chad Cook, Chief Catalyst, Cook Consulting Group, LLC www.cookconsulting.bizwww.cookconsulting.biz (330) 329-3137 Chad.Cook00@gmail.com © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137

111 © Cook Consulting LLC 2013 All Rights Reserved www.cookconsulting.biz 330-329-3137 Team building & Development CPA Leadership Forum Chad Cook, Chief Catalyst, Cook Consulting Group, LLC www.cookconsulting.bizwww.cookconsulting.biz (330) 329-3137 Chad.Cook00@gmail.com Katherine Burik, Partner, The Interview Doctor, Inc.® www.InterviewDoc.comwww.InterviewDoc.com 330-495-2337 Katherine@InterviewDoc.com CONNECT WITH US ON LINKEDIN

Team building & Development CPA Leadership Forum Chad Cook Cook Consulting Katherine Burik The Interview Doctor, Inc. 1 © Cook Consulting LLC 2013 All.

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