Welcome to your SDI & Team Building Workshop.

We will be starting shortly, so grab a coffee, relax and talk to someone who looks interesting!

Spirax-Sarco Ltd

Did you bring your open minds learn easily.

This is adult learning. To maximise your day:

Be comfortable

Take a break when you need to

Pay attention when you want to

Take what is useful to you

Audience participation is required

Be curious – questions help learning

It is your programme – let me know if the pace needs to change.

Why are we here?

Increase self & peer awareness

Build stronger relationships with team members

Develop knowledge & understanding to develop stronger relationships outside of the team.

Develop knowledge & understanding of keys to developing high performance

Identify and reduce conflict

Identify areas for change and consider personal and team action points.

•

Keep what you see to yourself.

Now that you know it is there, can you not see it?

Treat others how you would like to be treated.

Treat others how they would like to be treated for everyone’s benefit.

Key Relationships

Relationship Awareness Theory

Elias H. Porter, Ph.D. 1914-1987

PREMISE 1

We all do what we do because we want to feel good about ourselves.

“Behaviour is driven by motivation”

PREMISE 2We tend to take two different approaches to life:

1. when we feel that things are going well.

2. when we feel that we are faced with opposition or conflict.

“Motivation changes in conflict”

PREMISE 3

A “personal weakness” is no more or no less than the overdoing or misapplying of a personal strength.

“Overdone Strengths”

PREMISE 4

We naturally tend to perceive the behaviours of others through our own Motivational Value System.™ (MVS)

“Personal filters influence perception”

The Motivational Value System

The basis for which a person expects to feel valued:-

By self By others

In all life situations

Motivation, Intention and Behaviour

what you are trying to do!

Your self-perception is based on…

Motivation(Internal)

Intentions

Behaviour

what they are seeing you do!

Their perception of you is based on…

Motivation

Intentions

Behaviour(External)

BEHAVIOUR

Priorities

Beliefs

Values

Motivational Value System

Motivation Vs. BehaviourMotivation Vs. Behaviour

BEHAVIOUR

Priorities

Beliefs

Values

Motivational Value System

Motivation Vs. BehaviourMotivation Vs. Behaviour

Complete the SDI

Open your booklet and write your name on page 3.

Answer the statements honestly – as you are.

Distribute 10 points

0 doesn’t mean never, it means less than 1 in 10

Complete page 4 and page 5 in turn

Add the numbers in each column together

Check these add up to 100

Go no further than page 5!5

VALUED RELATING STYLE (how they do it)

Concern for the Protection, Growth and Welfare of Others

Being open and responsive to the needs of others

Seeking ways to bring help to others

Trying to make life easier for others

Trying to avoid being a burden to others

Ensuring others reach their potential

Ensuring others are valued

Defending the rights of others

Altruistic-Nurturing - BLUE

Assertive-Directing - RED

Concern for Task Accomplishment, the Organisation of People, Time, Money and Any

Other Resources to Achieve Desired Results

VALUED RELATING STYLE

Competing for authority, responsibility and positions of leadership

Exercising persuasion

Being alert to opportunity

Claiming the right to earned rewards

Accepting challenges

Accepting risk-taking as necessary and desirable

Demonstrating competitiveness

Concern for Assurance That Things Have Been Properly Thought Out, Meaningful Order Being Established and

Maintained Individualism, Self-Reliance & Self-Dependence

Analytical-Autonomising - GREEN

VALUED RELATING STYLE

Being objective Being right Being principled Being in control of emotions Being practical Being cautious and thorough Being fair Being resolute Being serious Being their own “judge and jury” Being their “own person” Thinking things through before

acting

FLEXIBLE–COHERING - HUB

VALUED RELATING STYLE

Concern for Flexibility, the Welfare of the Group the Members of the Group and Belonging to the Group

Being curious about what others think and feel, open minded and willing to adapt

Experiments with different ways of acting

Proud to be a “member” Likes to know a lot of people Likes to be known by a lot of

people

Likes to be known as flexible

Assertive–Nurturing - RED-BLUE

VALUED RELATING STYLE

Concern for the Protection, Growth and Welfare of Others Through Task Accomplishment and Direction

Actively seeking opportunities to help others

Persuading others to ensure maximum growth and development of others

Being open to proposals for creating welfare and security for others

Creating enthusiasm and support in tackling obstacles to success

Judicious–Competing - RED-GREEN

VALUED RELATING STYLE

Concern for Intelligent Assertiveness, Justice, Providing Direction, Order, and Fairness in Competition

Providing rational direction that can assess risks and opportunities

Being decisive and proactive when all the facts are in place

Challenging opposition through thoughtful process and strategy

Cautious–Supporting - BLUE-GREEN

VALUED RELATING STYLE

Concern for Affirming and Developing Self-Sufficiency in Self and Others, Thoughtful Helpfulness with Regard for Justice

Building effective processes and resources to protect or enhance welfare of others

Offering assistance for greater self-sufficiency and independence

Supporting activities that lead to growth

Fighting for principles that are fair

Charting Template

Jack15 70 15

Fran15 15 70

Chris32 33 35

Peter70 15 15

Peter

Chris

Fran

Jack

The HIGHER the total in any range, the more FREQUENTLY one is motivated by the

prioritiesin that range.

Quality of Behaviour is dependent on the

individual

Frequency is not

quality

E. Z. Arrow50 26 24

Exercise: Make my Day!

In MVS Groups

Dynamic Triangle

What are our strengths?

What are our blind sides?

How could we improve the working effectiveness of our group?

What would a new group member see on their first day with this group?

What could you have predicted?

What was a surprise?

Exercise

In your MVS Groups, prepare a 2 minute sales pitch, using

cross MVS language, behaviour and styles to sell your selected item to the

other MVS’s.

“A person’s sense of self worth

is enhanced when their

feedback is consistent with their

value system.”

What is conflict?

Conflict is a reaction to a perceived threat to self-worth.

People are willing to go into conflict about things that are important to

them.(conflict triggers)

When we see conflict in other people, we can discover what is important to them.

The Conflict Style.The Conflict Style.

A way of behaving which is used:-A way of behaving which is used:-

To defend the Motivational Value Systems To defend the Motivational Value Systems

andand

Results in a return to the Valued Results in a return to the Valued Relating Style.Relating Style.

Conflict Style

Jack15

1070

1015

80

Fran15

1015

2070

70

Chris32

2533

5035

25

Peter70

4015

3015

30

Peter

Chris

Fran

Jack

62

20

18

RGB ( )

Conflict Sequence

36

The Conflict Sequence

62

20

18

RGB ( )

Conflict Sequence

36

CONFLICT STAGE

FOCUS ON BLUE RED GREEN

1 SelfProblemOther

Simply being accommodating to the needs of others

Simply rising to the challenge being

offered

Simply being prudently cautious

2 SelfProblemOther

Giving in and letting the opposition have

its way

Having to fight off the opposition

Trying to escape from the opposition

3 SelfProblemOther

Having been completely defeated

Having to fight for one’s life

Having to retreat completely

Internal Experience in Conflict

CONFLICT STAGE

FOCUS ON BLUE RED GREEN

1 SelfProblemOther

Accommodate others

Rise to the Challenge

Be prudently cautious

2 SelfProblemOther

Surrender conditionally

Fight to winPull back and

analyse

3 SelfProblemOther

Surrender completely

Fight for survival Withdraw

Observable Behaviour in Conflict

E. Z. Arrow50

1026

6024

30

Exercise

1. In your MVS Groups: What puts you into conflict?

2. In your first stage conflict groups: What we do....Most productive response you can give us...Non-productive responses....

3. In small groups: Conflict is productive when...

4. Individually: Actions I can take to get out of my first stage conflict