Tennessee Statewide 2014
Agenda
Qualities of a cohesive team
Team members
What do teams want?
Managing the team
ACTIVITY!!!!
Qualities Of A Cohesive Team
Clear Goals and Mission
Competent, dedicated team members
Unified commitment
Standards of excellence
Results oriented
External support and recognition
Principled leadership
Clear Goals And Mission
What do you want to be when you
grow up?
Leader sets the vision
Understood by everyone
Published for all to see
Avoid “what now”?
“Individual commitment to a
group effort-that is what makes a
team work, a company work, a
society work, a civilization work”
-Vince Lombardi
Competent, Dedicated Team
Members
Hire the ATTITUDE; Train the SKILL
From data entry to analyzing (more than
a clerk)
Experience or education
“I am Accountable”
People at all levels have the skills
Training, training & more training
“The way a team plays as a whole
determines its success. You may have
the greatest bunch of individual stars
in the world, but if they don’t play
together, the club won’t be worth a
dime”
 George Herman, “Babe”, Ruth
Standards Of Excellence
Managing expectations of
customer (SLA’s)
Benchmarking to be the
best
Measure what you do
Surveys and feedback
External Support & Recognition
Team vs. the individual
Sink or swim together
PAYTECH
Company publications
Town hall meetings
Attend staff meetings of your customers
Every Team has a Leader
“If you are leading
and no one is
following, then all
you’re doing is
walking”
-John Maxwell
Leaders set the
direction
Principled Leadership
Walk the talk
Listen
What do you need to get the job done?
Supporting the decisions
You have integrity or you don’t
Leaders make mistakes too
 “Thomas Edison took 10,000 tries but
learned”
Sometimes being in charge means “ticking
people off”
Ten Minute Team
Development Cycle*
Forming Stage
(Infancy)
Storming Stage
(Adolescence)
Performing Stage
(Adulthood)
Ending Phase
(Transforming,
Celebration)
* The Ten Minute Team by Thomas Isgar
Team Structure
Similar Types of
Responsibilities
Part of a larger
team
Environment
conducive to
teamwork
ACTIVITY….
We need to better respect and value
differences. Too many people go
through life thinking everyone else
has the same style they do, but the
others are defective”.
-Larry E. Senn
Understanding Behavioral Styles
Controlling Style
Characteristics
Supporting Style
Characteristics
Strong-willed
Forceful
Sense of urgency
Perceived as
competent and
determined
Task-oriented
Patient &
understanding
Loyal
Well-liked
Always helping
others
Cooperative
Understanding Behavioral Styles
Promoting Style Analyzing Style
Characteristics
Characteristics
Energetic
Logical
Creative
Conscientious
Easily bored
Persistent and steady
Welcomes new
Follows through
challenges
Good planning skills
Understanding our Strengths
and Weaknesses
Controlling
 Take charge, decisive,
results oriented, efficient
Supporting
 Team player, friendly,
good listener, relationship
oriented
 Autocratic, insensitive,
impatient, overcontrolling, poor
listening skills
 Too tolerant,
unassertive, unable to
handle conflict
Understanding our Strengths
and Weaknesses
Promoting
 Goal oriented,
enthusiastic, innovative,
risk taker
Analyzing
 Detailed, rational,
organized, planner
 Impulsive, manipulative,
undisciplined, poor
follow-up
 Indecisive, aloof, risk-
averse, not intuitive, too
involved in detail
Types of Individuals
Controlling
I’ll tell you…
Promoting
No mountain high enough
Analyzing
Don’t you remember?
Supporting
A better place
What do teams want?
R-E-S-P-E-C-T
Appreciated for their experience
Fair and equitable treatment
Ability to make decisions
Empowerment!
From Passive/Reactive To
Proactive!
Empowered to share leadership &
“Management” functions.
Plan, control and improve own work
process.
Set goals and inspect work.
Often create own schedules & review
performance as a group.
Responsible for quality of team’s work.
Empowered Teams
Schedule vacations.
Track & update metrics (team &
dept.).
Interview potential team members.
Input on annual reviews.
Conflict resolution within team.
Conflict Resolution Model
Focus on the situation, issue, or
behavior, not the person
Maintain their self-confidence and selfesteem.
 The goal is to get the problem fixed,
not destroy them personally.
Conflict Resolution Model
Understand ALL sides
Be able to assess the REAL problem
Great Listener
Be able to rephrase well
CHANGING THE MANAGER’S
ROLE
Change (there’s that word again)
“What exactly are you doing”?
Managers as change drivers (Establish a
Vision)
Coaching
Learning new skills
Assist employees in decision-making
process and conflict resolution
“You can’t go home again…”
Once empowered it
is difficult to move
back
Viewed as a “take
away”
Perceived as a lack of
trust
They will become
stubborn
Rewards And Recognition!!
Individual vs. team
Enforce the right
behavior
Tying into metrics
Setting goals and
reviewing them
Other than monetary
“We must all
hang together or
assuredly we
shall all hang
separately”….
Benjamin Franklin
Contact Info……
Dennis Danilewicz, CPP
[email protected]