managing team relationships -...

01/25/14 copyright Quazarconsulting.com


Tracy Wiseman Karen Haley Allen

Quazar Consulting provides human capital solutions using the D.N.A. Solutions™

ASK: What does TEAM Relationships mean?

DISCUSS in small groups

DEPICT visually on flipchart – NO WORDS

Time: 10 minutes

Debrief: 2-3 minutes each group


Identify various personality style assessments

Analyze your communication leadership style and identify communication styles of team members

Learn communication guidelines to increase productivity team effectiveness

Recognize group dynamics and the steps of building an effective team

Adapt communication styles to increase team performance and results

Learn the criteria to create high performance teams

Get the D.N.A (Do New Actions) for building effective team relationships


Personality assessments & styles

Communication challenges & strategies

Styles adapted for high performance results

Team development

D.N.A. Solutions



Understand & develop yourself

Understand & develop others

Know what motivates others

Recognize others strengths and weaknesses

Create high performance teams

Clarify team roles and leverage strengths


“A musician must make music, an artistmust paint, a poet must write, if they areultimately at peace with themselves. What aman can be he must be. This need we callself-actualization.”

Abraham H Maslow

“Different people bring out different aspectsof one’s personality.”

Trevor Dunn


Executing InfluencingRelationship

BuildingStrategic Thinking

Achiever Activator Adaptability Analytical

Arranger Command Developer Context

Belief Communication Connectedness Futuristic

Consistency Competition Empathy Ideation

Deliberative Maximizer Harmony Input

Discipline Self-Assurance Includer Intellection

Focus Significance Individualization Learner

Responsibility Woo Positivity Strategic

Restorative Relator

Relationship Strategies- How To Identify


Task

(Controlling)

People

(Supporting)

In

trove

rte

d

(In

dire

ct)

Extrove

rte

d

(D

ire

ct)

DOVE -the person who is a skilled

diplomat and is relationship-oriented

EAGLE -the person who is powerful, direct and results-oriented

PEACOCK -the person who is known for creating results and being

socially-oriented

OWL -the person who is detailed-

oriented.


Do unto others as they would have you do unto them,

OrTreat others as they wish

to be treated


Indirect Direct

Supportin

gC

ontro

lling

Supportiveness

Directness


Behavioral Grid

9

8

7

6

5

4

3

2

1

-9 -8 -7 -6 -5 -4 -3 -2 -1 0 1 2 3 4 5 6 7 8 9

-1

-2

-3

-4

-5

-6

-7

-8

-9

Count the number of

each letter

Subtract C from S

Subtract I from D

Mark them on the

chart

Example:

3S’s – 6C’s=-3C

7D’s -2 I’s = 5D

S

C

DI


DOVE

PEACOCK

OWL

EAGLE

Relationship Strategies


DOVE - 35%

EAGLE – 19%

PEACOCK – 32%

OWL - 14%


Dove Want others to have a casual,

friendly connection

Serving others

Long-term relationships

Closure

Constancy

PeacockWant to be treated with flare and

excitement

Interaction

Involvement with others

Appreciation and recognition

Freedom

OwlWant others to treat them with

accuracy and precision

Procedures and data driven

Precision, accuracy and detail

Proof and evidence

Time to process

EagleWant others to communicate rapidly and with conviction

Authority and power

Desire to win

Risk and change

Bottom line


Discuss your style in small groups

How do you relate to your dominant style?

Agree/disagree with descriptors

Discuss advantage of style in your current role

Any disadvantages?

Describe challenges in working with other styles

Debrief to large group


Style •Characteristics Communication guidelines

Dove Relaxed, warm, sensitive, sentimental

Relationship means a lot to them

Can be ruled by heart not head

Give positive attention

Give clear directions

Show you care about them

Peacock Enthusiastic and energetic

Avoid focusing on details and as a result can be incorrect

Good influencers

Don’t give them too much detail, big thinkers

Give them freedom in planning what they want to accomplish

Recognize them for accomplishing it

Owl Methodical and thorough

Need information

Can sometimes be constrained by procedures, rules and be too cautious

If you want to persuade them – give them proof

Give step by step logical responses

Give them time to think

Eagle Determined, practical and decisive

Can be frustrating because they look at simplistic view and not the long run

Be specific, clear, brief, professional and logical

Stay focused on the subject or you will lose their respect

Avoid getting too friendly


DOVEPeacock-

pick up the

pace

Owl – focus

on task not

feelings

Eagle – more

direct and

assertive

PEACOCKOwl – verify,

organize,

slow down

Eagle – focus

and follow-

through

Dove – not

interrupt,

slow down

OWLEagle – faster

pace, less

details

Dove – show

concern,

compromise

Peacock –

highlights,

appreciation

EAGLEDove – relax,

relationship

Peacock -

complement,

freedom

Owl – slow

the pace,

listen

DOVE TO SPOT THEM - What they say TO SPOT THEM - What they do

Make small talk, talk about family Photos of relationships out

Ask how questions Friendly functional work area

Listen more than talk Consult to others

Slow, steady delivery, low volume Patient and tolerant

EMOTION OF THE HIGH D: NON-EMOTION

Reserved with opinions Embarrassed by recognitions

Uses first names Subdued clothing

DESCRIPTORS VALUE TO THE TEAM TENDENCY UNDER STRESS

Amiable Dependable team player Non-demonstrative

Friendly Work for a leader and a cause Unconcerned

Good Listener Patient and empathetic Hesitant, wishy washy

Patient Logical step-wise thinker Inflexible

Relaxed Service-oriented Will submit

Sincere IndecisiveStable IDEAL ENVIRONMENT POSSIBLE LIMITATIONS

Team Player Stable and predictable Yield to avoid controversy

Understanding Allows time to change Freedom from restrictive rules

Difficulty in establishing priorities

HOW TO TREAT THEM Long-term work relationships Dislike of unwarranted change

Prefer others to have a casual Little conflict between people Difficulty dealing with diverse

friendly connection Personable an casual situations

PEACOCK TO SPOT THEM - What they say TO SPOT THEM - What they do

Ask who questions Animated - facial expressions

Tell vs.. ask Spontaneous

Go off on tangents Shorter attention span

Use stories or anecdotes Laugh out load and warm

EMOTION OF THE HIGH P: OPTIMISM

Express their feelings May approach you closely

Faster speech and exaggeration Stylish clothing


Charming Optimism and enthusiasm Self-promoting

Confident Creative problem solving Overly optimistic

Convincing Motivated others toward goals Gabby and superficial

Enthusiastic Team Player Unrealistic

Inspiring Negotiates conflicts will disregard

Optimistic Manipulative

Persuasive IDEAL ENVIRONMENT POSSIBLE LIMITATIONS

Sociable High degree of people contact Inattentive to details

Trusting Freedom from control and detail Unrealistic in appraising people

HOW TO TREAT THEM Freedom of movement Trust people indiscriminately

Wants to be treated with Forum for ideas to be heard Situational listener

excitement and be recognized Democratic supervisor

for ideas and contribution with who he can associate

OWL TO SPOT THEM - What they say TO SPOT THEM - What they do

Ask Why questions Focus on task and process

Ask vs.. tell Orderly, meticulous, accurate

Listen more than talk Hard to read

slower speech and volume "Sterile" work environment

EMOTION OF THE HIGH D: FEAR

Prefer to talk vs.. writing Time conscious

Precise, detailed speech Want to be right


Accurate Maintains high standards Pessimistic

Analytical Conscientious and steady Picky and fussy

Conscientious Defines, clarifies , seeks info Slow to act and change

Courteous Objective - reality based Overly critical

Diplomatic Comprehensive problem solver Will Withdraw

Fact-finer Resentful

High standards IDEAL ENVIRONMENT POSSIBLE LIMITATIONS

Patient Critical thinking is needed Defensive when criticized

Precise Technical work or specialized areas Get bogged down in details

HOW TO TREAT THEM Close relationship with small group Overly intense for situation

Want others to treat them Familiar work Appears somewhat aloofwith accuracy and precision Private office or work area and cool

Finds information and tests it

EAGLE TO SPOT THEM - What they say TO SPOT THEM - What they do

Ask What questions Task four, Result OrientedTalk more that listen Impatient, Direct , forcefulGo right to the issue Time ConsciousFast speech History of achievement

EMOTION OF THE HIGH E: ANGER

Authoritative tone good eye contactOpinionated Rely on gut feelings

DESCRIPTORS VALUE TO THE TEAM TENDENCY UNDER STRESSAdventuresome Bottom-line organizer Demanding and pushyCompetitive Forward-looking CriticalDaring Challenge-orientated Aggressive and blunt

Decisive Initiates activity EgotisticalDirect Innovative Will dictateInnovative UncooperativeProblem - solver IDEAL ENVIRONMENT POSSIBLE LIMITATIONSResults orientated Freedom from controls Overuse of positionSelf starter Supervision and details Self standards too high

HOW TO TREAT THEM Forum to express ideas Lack tract and diplomacyBe direct and to the point Non-routine work Take on too much, too soon

Know your information Innovative and future-oriented too fast

Communicate rapidly and Work with challenge

with conviction and opportunity


Discuss how your style works with others

Focus on Values, Stressors, and Possible

limitations

How would you coach others to work with you?

Which styles are easiest to work with? WHY?

Which styles are most challenging to work with?

WHY?

Tuckman's Group Development Model

Forming

Storming

Norming

Performing

Adjourning



Team Member

Characteristics Hesitant participation

Complaints and gripes common

Possible suspicion and fear

Looking for sense of belonging

Watching other members’ behavior

Effective Leader

Behaviors Ensure team members

get acquainted

Be sensitive to team members’ needs

Provide clear direction and information

Give team simple tasks

Provide “awareness” training


Team MemberCharacteristics Conflict between team

members begins to show

“One-upmanship” develops

Concern over team vs. individual responsibilities

Continuing confusion about team member roles

Effective Leader

Behaviors Continue to be positive

and informative

Reassure team that conflict is normal

Deal openly with conflict

Give team more responsible tasks


Team MemberCharacteristics Over-reliance on leader

Possible conflicts reduced

Sharing and discussion become team norms

Greater team cohesiveness develops

Harmony among team members becomes more common

Effective Leader

Behaviors Provides less structure

Give team even moreresponsibility

Ensure team does not overly rely on any one member

Focus on goals/tasks


Team MemberCharacteristics Loyalty among team

members develops

Teams can become competitive with other teams

Teams need greater information

Teams become more innovative

Team members become more confident

Effective LeaderBehaviors Ensure team’s

information needs are fulfilled

Ensure the team celebrates its successes

Encourage team toward continued growth

Encourage team members to rotate roles


Team MemberCharacteristics Feelings of grief, loss

Restless behavior exhibited

Momentum & motivation slows down

Bursts of extreme energy, followed by lack of energy

Effective LeaderBehaviors Evaluate team performance

Recognize & reward team efforts

Use deep listening skills

Encourage reflection & collaboration for future projects


Team Development - Trio exercise

Identify and discuss which stage your team is in?

What characterizes this phase of development?

Does your style contribute to this phase of

development?

What can you do to move your Team to High

Performance?


Consider your Relationship Style and Project

Team/Leadership role

Identify which styles are best suited to phases

and tasks of each stage of Group Development

As Project/Team leader – what can you do to

adapt your style to best fit the leadership roles

for each given phase of development?

Which roles and which stages of group/team

development are most challenging/stressful?

Identify personality styles of your team

Discuss strengths, challenges & roles

Adapt to team development stages

Execute the communication guidelines

Implement controls to monitor results

Complete and implement Action Planner



Complete Action Planner

We offer results-driven, experiential workshops to build success!!

Team Relationship Strategies

Change Management Series

Leadership Development

Communication Series

Process Improvement

Coaching



Free Strategy Consultation

Contact us at –[email protected]

(925) 787-4384

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