strength-based teaming:

STRENGTH-BASED TEAMING:Achieving Safety, Permanency & Well Being

DAY TWO

OUR JOURNEY - REVIEW

WHERE WE STARTED

WHERE WE HAVE BEEN

WHERE WE ARE

WHERE WE ARE GOING

Activity EXAMPLE ROLE PLAY

WELCOME BACK TO THE SMITH FAMILY – Review Handout

1. Common purpose (family objective)2. Review strengths3. Identify and address needs (Explore hunches)4. Prioritize5. Establish goals/strategies that are

individualized to the family

3

VIDEO

Activity

ROLE PLAY REVIEW

Activity

Strength/Needs Matrix: Review Robert’s Matrix, Sections 5,6 and 8

A JOURNEY THROUGH EACH PHASE

PLAN DEVELOPMENT

MANAGING OVER TIME

TRACKING PROGESSSUSTAINING CHANGE

Activity

ROLE PLAY PRACTICEUsing the Natalie vignette, complete sections 5, 6 and 8 on the Strengths/Needs Matrix.

CONFLICT

Activity

POSSIBLE CONFLICT

DISCUSSION

CONFLICT

PROACTIVE – MINIMIZING CONFLICT BEFORE IT HAPPENS - STRATEGIES

REACTIVE – STRATEGIES FOR DEALING WITH CONFLICT MANAGEMENT

PROACTIVE STRATEGIES

PROACTIVE STRATEGIES USE THE PROCESS CONSIDER TEAM STAGE OF

DEVELOPMENT UNDERSTAND YOUR STYLE RECOGNIZE WHAT TYPE OF

CONFLICT IS PRESENT ADDRESS NEEDS GETTING TO AGREEMENT

STAGES OF TEAM DEVELOPMENT

STAGES OF TEAM DEVELOPMENT

♥ Activities ♥ BehaviorsStage 1: FORMING

Developing a “MissionStatement” Communication from

the Leader Establishing Goals Low Energy

Planning out Tasks

& Procedures

Low Risk - Taking

Establishing Ground Rules Small Cliques, LowInvolvement

STAGES OF TEAM DEVELOPMENT

♥ Activities ♥ BehaviorsStage 2: STORMING

Establishing Accountability Champion of Causes

Giving Task Assignments Struggle for Power& Involvement

Baseline MeasurementsDecided

Vying for Attention

Developing detailed ActionPlans

Lots of Stories

STAGES OF TEAM DEVELOPMENT

♥ Activities ♥ BehaviorsStage 3: PERFORMING

Much Data is Generated/ Acceleration of Problem-Solving

High Team Spirit, Higher Energy

Risk-Taking is Underway

High level of Commitment

Goals are Clear

Confidence in Individuals andthe Work Team

Plans are Proceeding

Everyone ContributingIdeas

STAGES OF TEAM DEVELOPMENT

♥ Activities ♥ BehaviorsStage 4: REFORMING

Increase On-going Supports Confidence may beThreatened

Phase Out TemporaryPlanning Participants

Renewal of Commitments

Develop New Rolesand Configuration

Hope

Develop Long-RangePlan

Temporary Regression/ Mixed Levels-Readiness

YOUR STYLE

STYLES

1. DIRECTING2. COLLABORATING3. ACCOMMODATING

4. COMPROMISING5. AVOIDING

CONFLICT RESOLUTIONOF

CONFLICT RESOLUTION

                                     “WHAT I SAY GOES!”

“TWO HEADS ARE BETTERTHAN ONE –

LET’S WORK IT OUT.”

“IT DOESN’T MATTERTO ME.”

AKA “GIVING IN.”

“SPLIT THE DIFFERENCE;HALF A LOAF IS

BETTER THANNONE.”

“THERE IS NOTHING I CANDO.”

AKA “DON’T MAKEWAVES.”

Activity

YOUR STYLE

TYPES OF CONFLICT

Addressing Needswithin the Context of Team

UNMET NEEDS

VALUESRESOURCES

SERVICES

PROCEDURAL

INTEREST

RELATIONSHIP

DATA

PSYCHOLOGICAL/BEHAVIOR

TYPES

AutonomyAppreciationAffiliationStatus

Activities

Adapted from Shapiro, 2004

FIVE CORE CONCERNS

Person’s freedom to make decisions for him/herself

Having actions acknowledged

Being treated as an “equal” or colleague

Feeling that others respect one’s standing

Having roles & activities that are fulfilling

Type A:Type B:Type C:Type D:

Types of Common Conflict

Lack of information or inaccurate information

Similar goals but differences re: how to achieve them

Goals appear or are conflicting

Value differences-disputes over acceptablebehavior and policiesSometimes involve deep-seated relationshipdifferences. Often associated with (or maskedby) the other three types

EXAMPLES OF ADDRESSING NEEDS

Activity

NAME THE CONFLICT -ADDRESS THE NEED

Step One

Step Two

Step Three

Getting Beyond Negative Reactions to Needs:

AWARENESS

Compassionate Disengagement“DISTANCE” YOURSELF

“BRAINSTORM” POSSIBLE NEEDSCompassionate Hunches

GETTING TO AGREEMENT

Building Agreements♥ Stages of Building Agreement

♥ Process of Agreements♥ Content of Agreements

♥ Avoiding Polarization♥ Conditions for “Yes” Approach.

Miles, et al., 2000

Keys to Meeting Management

♥ Present Idea or Series ♥ Check for Understanding

♥ Check for Agreement

Miles, et al., 2000

Building Agreements

♥ Stages of Building Agreement

“What questions or comments do you have?”

“Can you agree? What will it take to agree? Can youlive with ….?”

♥ Check with participants for agreement on process

♥ Build small agreements throughout the process to keep members invested.

Miles, et al., 2000

Building Agreements

♥ Process of Agreements

“We have a long list of ideas. Are we readyto prioritize them?”

♥ Clarify what is written on paper

♥ Indicate direction or summary of a discussion

♥ Combine ideas that are similar

Miles, et al., 2000

Building Agreements

♥ Content of Agreements

“So, you’re concerned about the amount of time itwill take to complete a plan?”

“So, is it okay to combine your statements with theother point we listed?”

“Did I capture what you meant correctly? Is thereanything I should add?”

♥ Encourage “out of the box” thinking

♥ Avoid win-lose situations

Miles, et al., 2000

Building Agreements

♥ Avoiding Polarization

“There is no ONE right way. I would like to take the best of everyone’s ideas”

“If you were the ruler of the world, how would yousolve this problem?”

♥ Ask members who can’tagree what it would take tomake them feel better about the idea

♥ Solicit feedback from other membersabout the conditions for a yes

Miles, et al., 2000

Building Agreements

♥ Conditions for “YES” Approach

♥ Combine suggestions to come up with aworkable, mutually acceptable approach.

REACTIVE STRATEGIES

Activity

REACTIVE STRATEGIES -

YOUR FAVORITES

DE-ESCALATING

STEPS INCONFLICT

“RESOLUTION”

STEPS & STRATEGIES

2. Gather Points of View.1. Agree to Negotiate.

3. Focus on Interests.4. Create Win/Win Options.5. Evaluate Options.6. Create Agreement.

STEPS:

Activity

CONFLICT ANALYSIS

Activity

PRACTICE

Activity

DISCUSSION

Activity

SKILL CHECK LIST

BRINGING IT ALL TOGETHER

STRENGTH-BASED TEAMING:Achieving Safety, Permanency and Well

Being

THANK YOU!