1. Team-Building in 2015… Tough to do—but GREAT payback when done! Peter Loeb, OD Consultant March 7, 2015 1

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3. Why are we here today?  Gain insight into what team-building takes in this “Era”  Reflect on best and worst teams you have been on—and why  Agree upon the global culture we deal with when targeting team-building  Discuss techniques that seem to work 3

4. My Background  Yale, Trinity: MA, BA (focus on Organizational Behavior)  Athletics: College Varsity Soccer, Wrestling  Coached undefeated wrestling state champions  Careers: social work, community organizing, education, high tech, Firefighter/EMT, OD consultant  Current: OD at CCFD # 3 (Sequim, WA) 4

5. This Era—confusing to many/threats 5  Global competition/cooperation/mutual dependency  Generational differences  Speed, influence of technology  State of “capitalism” in U.S. and elsewhere  Is “The whole is > sum of parts…” valid today? Ever before?  How good is “good?”  “Team” increasingly a rhetorical term

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7. What is a team?  Collection of two or more living beings with a common purpose  People working together towards a shared goal  Not all equally skilled, motivated, or empowered  An organization with shared: purpose, responsibility, expectations  A means of accomplishing “something,” such that 1+1 >2 7

8. for team-building  Determining/reaching agreement on the shared goal  What might it take (actions, resources, help from above, below, laterally) to achieve it—the level/type of teamwork required to reach “the goal”  Belief in/practice of; “None of us is as smart as all of us”  Who is in charge, what prerogatives, what limitations 8

9. Influences: IF an effective team can be built  Clarity of organization’s mission, vision, values and PURPOSE  Group attitudes: trust, sharing, self-transcendence, workload, freedom  Generational: Millenials surely are NOT Boomers…meaning?  Establishing essentials for building, keeping the team optimally functioning 9

10. Attributes of “Best” Teams  Maximum, thoughtful effort from all  Situational leaders  Situational self-leadership—leading when you are not “in charge”  Transparent tracking of “measures that matter”  Sponsorship by someone with power and grasp 10

11. Organizational Development (OD) 11  Gibberish?  Create and sustain high commitment/high performance workforce  Easier said than done  BUT—no glide path without OD  Provided outside or inside or both

12. Team-building summary 12  Requires: trust, competence, flexibility, realism  Depends on: goal-orientation, self-transcendence, modeling  Needs: clear picture of “desired outcomes,” goodness if/harm if not  Benefits from: collaborative spirit, guidance  Virtual and F-t-F teams share core approaches, beliefs, outcome optimism