Effective Teambuilding

Youth in Charge - Youth Development at Work

2011-07-13T09:10:00.000-07:00

Yesterday, I had an encounter with the fountain youth.

The Charge

One of my favorite clients (a Kansas City medical center) asked me to help their youth group create a name for a new program. My role was to design interactive activities and facilitate them with my usual finesse.

First let me say, "kudos" to my client for sharing the “power” with the youth community.

As you know, most adults would simply create the names themselves. Instead, my client invited youth to the decision-making table. In fact, they actually gave them the table! Here's how: during the process, the adults sat at a table behind the youth circle. Their roles were that of observers. Awesome.

Youth Development at Work

In addition to the “charge” from my client, I wanted to incorporate youth development principles from the “Advancing Youth Development” curriculum into the entire process.

Here were my personal goals:

· Process should be youth-focused (Responsibility and Autonomy)
· Process must be youth directed (Youth Engagement/Youth Participation)
· The process must be developmental and offer some insight into the world of work (Employability)

The beauty of youth development is that you can build developmental youth outcomes into just about any process. You simply need to know how...or be savvy enough to hire me. :) Either way, you can't lose!

What a smart and dynamic group of young people. I can't wait for phase II!

About Teri

Teri C. Brooks is a training and technology consultant in Kansas City, Missouri. Her specialties include team-building, effective workplace communications, and career exploration training modules. Her technology services include SEO web design, logo design and more! Visit TeriCBrooks.com (at www.tericbrooks.com) for more info!

NCMI-What a great time!

2011-06-23T12:34:00.001-07:00

If you attended any of my trainings at the NCMI conference, please subscribe here. Soon, I will post the information from my "Increasing Parent Involvement" workshop and the "Youth Development" training. In the meantime, here is the link to the research document I featured in the PowerPoint: http://rcgd.isr.umich.edu/garp/articles/eccles93e.pdf

I had a blast with you all and I'm wishing you safe journey as you return to your cities, homes, work and communities!

Stay in touch! I'm on Facebook (Teri Worten Brooks)!

Soft Skills Quiz

2011-06-22T13:11:00.000-07:00

If you attended my recent "Soft Skills" workshop at the college, here is the quiz I referenced.

Remember, the tips I gave you during the training and remember: ATTITUDE IS EVERYTHING!

Click here to download the Soft Skills Inventory.

Soft Skills training in Kansas City (PPT)

Stay tuned!

2011-06-17T09:55:00.001-07:00

In a bit, I am going to post a quiz to help you measure your current Soft Skills.

Don't miss out! Subscribe today!

Teri

Dr. Oz has tips for planning your next meeting

2011-05-27T14:51:00.000-07:00

Now that Oprah is gone, there aren't very many daytime talk shows I'd like to see in “real life”. The one exception is NBC's The Dr. Oz show.

Dr. Oz gets what many managers, trainers and teachers have yet to grasp--the magical, mystical element of engagement and full-on interaction. During every episode of the show, you can count on the charismatic Dr. Oz pulling studio audience members onto the stage for active, kinesthetic participation. He also uses rich, multi-sensory demonstrations and images to appeal to the visual learners.

That television teams understands the value of engagement. The same concepts actually apply for successful team meetings. Here are a few concepts to remember as you plan your next meeting:

1. Make it fun. Oz uses games, sounds and a variety of learning tools to drive home his points. You can do the same during routine meetings and team events. Put on your creative "hat" or hire TCB Consulting for technical assistance! Go to www.tericbrooks.com http://www.tericbrooks.com.

2. Think of everyone. Appeal to the varied learning styles within the group. Remember your visual, auditory, and kinesthetic learners as you deliver information and seek feedback. It really makes a difference.

3. Draw from the energy inside the group. Oz pulls people from the audience, right? Well, before your next meeting, draw from your team's energy. Have one person bring their energy to the morning icebreaker or reflection, have another suggest a meeting venue that captures the spirit of your team. Give them a chance to explain their thinking for a fun bonding experience.

The key is to “pull in” your teammates so that your meetings or learning opps are not a one man show.

Any other ideas?

Also check out: http://teamingwithbrooks.blogspot.com/2010/06/yet-another-meeting-planning-effective.html

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Professionally Schizophrenic No More - 1 Business Card!

2011-04-08T15:13:00.000-07:00

Me doing what I love...TALKING!

“You're a communication consultant.”

Those words rang through my psyche the way the word “Christmas” makes a five year old shudder with excitement.

Being the “Orange” that I am, I have varied interest, and varied skill sets. As I acquire new abilities, my business plan is becoming more complicated- actually, “muddy” is the word that comes to mind.

The other day, while enjoying coffee with my newest client, I told him about my emerging professional dilemma.

“I'm a trainer that also enjoys web design and SEO content” I exhaled. “How do you create a business card for that?”

Without much thought, my client said, “You're a communication consultant.”

“Hmmmm…” It made sense.
If you have a varied skill base, you can still capitalize on each area. All you need to do is look at the "big picture" of your expertise. Chat with a mentor, friend or simply map our your skills to create a conceptual framework for your business.

Me doing a web layout!

My Conceptual Framework: I train and coach people to effectively exchange ideas and work toward a common goal. My primary method is training and facilitation. The audiences are often youth workers in the field of youth development, teams of professionals and nonprofits reaching out to parents.

Ta-DAAAA! At last, a heavenly light has beamed down on my professional perplexity.

But, still the attraction to technology and social media beckon this restless soul...

So, in the world of technology, I work with companies and organizations to help them shape and communicate a message about their offerings, services, and products.

I'm a communication consultant! OMG! I almost felt that I should pay that client for his wonderful insight ….but, I didn't. I'm still a consultant, for crying out loud! However, I am eternally appreciative.

I guess it's time for new business cards!

Learn more about my work with teams here: http://www.tericbrooks.com/

Explore my technology "bug" here: http://tcbdesigns.tericbrooks.com/

2011 Oscars: Portrait of a weak team

2011-03-01T12:19:00.000-08:00

You know, I really think the folks at the Oscars really should have given me call! No, not for my acting abilities -although I have a flair for the dramatic (hardee har har). Even so, if you caught the Academy Awards the other night, you saw the forced, and sometimes awkward, interactions between the two hosts, James Franco and Anne Hathaway. They confirmed what I have been saying for years: team-building doesn't just happen.

When people are not comfortable with one another, it shows. This is not a problem when project success does not hinge on communication, synergy and trust between co-workers. If you can work in a silo and still meet performance outcomes, go for it. But, when colleagues are interdependent on one another for team and individual success, a lack of rapport can create problems, conflict and even a whole "lotta" drama. Each of these can inhibit peak performance.

Back to the pitiful hosts.

On "paper,” those two should have worked well together and achieved the show's outcomes: higher ratings and a younger demographic.

Didn't happen.

HLN reported ratings were down 10 percent from last year. Was it the hosts' fault? I don't know, but I think their lack of rapport played a role. Again, in some jobs, workplace rapport is everything.

Either way, this was a perfect example of an ill-functioning team. The same happens in the workplace when managers haphazardly throw together a department or group, label it a team and expect professional "magic". I was part of a group like that and it was maddening. Teams are not like Ramen noodles- just add water and stir. So much more is involved to develop a strong team. It requires effort, opportunity and, sometimes, a whole lot of planning.

Certainly, a company handles a team of two completely differently than a team of twenty; but some common themes apply regardless of size.

For instance, new and old teams need:

* (mandatory) time together to mesh and work out team cohesion barriers

* intentional, well-planned experiences to accelerate connectedness and relationship-building

* a platform to discuss needs, peeves and stress points

Each of the above works in tandem. With a little consideration, team performances can be a huge success - both on and off the red carpet.

TCB consulting can help. Call the office today to find out how this Kansas City team-building consultant can help your team via training or online technical assistance.

Watch for information about webinars and a brand new team-building eBook!

Freebie Friday: 17 Inherently Useful Freebies for Freelancers

2011-02-24T21:44:00.000-08:00

Consultants and small business owners appreciate a good freebie just as much as the next guy does…perhaps, even more so.

Today, I came across this incredible list of free online resources for freelancers compiled by Adrian Try on Envato Notes.com..

The list is marked for freelances, but, you'll also thank me if you're a busy entrepreneur or professional in the "brick and mortar world as well.

The list features links to everything from sample contracts to free accounting applications to keep your profits and expenses in perfect order.

Personally, I like the “Freelance Switch Calculator”that helps you configure fees based on your desired earnings. Visit http://freelanceswitch.com/rates/ to check this one out directly.

For the rest of the freebies, click the link below:

Freebie Friday: 17 Inherently Useful Freebies for Freelancers

Workplace romance and the team

2011-02-18T10:36:00.000-08:00

Romance at work - A slippery slope

For years, workplace romances have been fodder for Hollywood.

You must admit, there's just something intriguingly “soap opera-ish” about romance sprouting in unlikely places. But in real life, workplace affairs are nothing to shrug off.

Two Challenges of Love in the Workplace
Workplace love presents two major problems for the work environment. First, they can wreak havoc on a cohesive team. Toss in issues of morality, corporate liability and ethics; and you have a hotbed of controversy.

Secondly, these relationships tend to be very common. It's no wonder when more than half your waking hours are spent at work. Look at it this way: a gigantic problem that happens "sometimes" is not nearly as hazardous as one that happens "all the time". Those two factors, controversy and frequency, present challenges for everyone involved - the company, workplace teams and the couples as well.

"Choose a Side"
When two people begin a personal, emotionally-fueled relationship alliances form. There is no way around it. These alliances can threaten the larger group because trust and team commitment are questioned.

Think of reality shows like "Survivor" or "Big Brother". Each show’s premise examines human behavior and participants' ability to manage large group dynamics with their own personal ambition to win. Sound familiar? It's just like the workplace! As on TV, alliances eat away at the core of the whole (team) and chaos ensues.

Jennifer Mueller studies workplace relationships and team dynamics for Wharton University of Pennsylvania. She states “anytime people hoard resources -- or are seen to be hoarding resources -- that decreases the team's ability to be effective and makes people angry…" Resources can be defined as tools, supplies, investment or, even personal investment. Remember, perceptions can be more detrimental to the team than the reality. Sub-alliances, of any kind, may compromise team success - plain and simple.

So, what is a team leader, manager or employer to do? Consider these tips for protecting your team:

1. Weigh the risks. If the two “daters” are on the same professional level; not so much a problem as when a supervisor dates a subordinate. In such a case, management should step in to avoid potential sexual discrimination liability. In larger companies, Human Resources should be notified.

In a “BusinessWeek” article entitled How Employers should Handle Workplace Romances author, Karen E. Klein, suggests companies purchase “employment practices liability insurance” to handle legal fees should lawsuits be filed.

2. Be proactive. Examine your organizational policies prior to an episode. Let's be frank. Fraternization policies cannot completely supervise human behavior. They can, however, communicate expectations. Do not wait until an issue has arisen [within the team] before clearly and openly communicating how the company will handle workplace relationships. If you are a small business, allow the team to define ground rules and expectations before a situation develops. Utilize online polling tools like Survey Monkey to get anonymous feedback.

3. Listen to the team. Hopefully, you've cultivated a relationship with the group that fosters open, honest dialogue. Should two team-members begin dating, monitor the “temperature” of the team to determine if it is a distraction or team inhibitor. Ignoring the situation, and even gossip, could make you culpable in the event of the lawsuit.

Also, once the relationship is obvious, consider pulling the couple aside to review company policies and best practices. Remember, your focus and interest in on the health to the team.

In the end, some elements of the workplace you can “manage” others you cannot. Workplace love falls into latter category. Evaluate risks, be proactive to protect your team and your organization.

What do you think? Email me.

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Sources:

“More Confident, Less Careful:
Why Office Romances Are Hard to Manage”
http://knowledge.wharton.upenn.edu/10000women/article.cfm?articleid=6045

"How Employers Should Handle Workplace Romance"
"Business Week"
http://www.businessweek.com/smallbiz/content/feb2010/sb20100211_326976.htm

About Teri
Teri Worten Brooks is a training and technology consultant in Kansas City. Her specialties include team-building, effective workplace communications, and career exploration modules. Her technology services include SEO web design, logo design and more! Visit TeriCBrooks.com for more info!

Dealing with difficult people at work: A woman's perspective

2011-02-09T17:19:00.000-08:00

It's no secret women 40 (and over) have been reared to be a bit more accommodating than men. In other words, women have been, and continue to be, socialized to take a lot more "guff" than their male counterparts.

You know what I mean; terms like “behave like a lady” or “ladies don't do that” play over and over in our minds and act as professional cyanide until we learn to re-program and re-define. This rings true in various spheres of many women's lives, including the workplace.

For instance, when conflict rears it's ugly head in the workplace, male co-workers are not likely questioning their hostility because of silly suppositions related to their gender. If anything, they were raised to execute aggression without abandon. Anything else would be less than “acting like a man”. *Sarcasm implied, and hopefully, not wasted*

“Be a Man, Kid”

We all have society's noise inside our heads in one way or another, but for women it is just…well…different. The aggression associated with “acting like a man” works on behalf of the guy's, while the meekness associated with being a “lady” can potentially cripple us in the workplace. It's sort of like running a race with someone who has a head start. You can still win; but, you just have to run harder and faster. Add to the "burden" that the world views our participation in the "race" completely differently than the guys. The playing field is not as level as it should be.

For instance, during Hillary Clinton's 2008 presidential campaign, the GOP leader stated that she was too “angry” to be president.” Reality check: she was no “angrier” than John McCain, but the comment, and it's pejorative connotation, was especially piercing because of her gender. She later cried publicly, but that's another blog post altogether.

Back to the Workplace

A team is only as strong as the measure of authenticity each team-mate is allowed to disclose. Transparency is everything on a team. If women are reticent expressing their frustrations and - dare I say, their emotions in the workplace, then the team becomes something other than it should be.

Team -

a group of fully-invested, transparent persons

working synergistically toward a common goal.

So, women handling difficult people in the workplace would to the team a greater service by "parking" the gender labels and dealing with the situation head on. Resist the temptation to simply avoid the person. Many women are notorious for handling conflict with passive/aggressive behavior. Withdrawing solves nothing. According to an article in "Psychology Today" this may create more problems than it [temporarily] solves.

"Try to move toward the person who is most critical of you,
show some interest in his work and ideas, and give the difficult person
credit for good qualities they have." Psychology Today June 10, 2009

So, how does a woman handle a difficult person at work? Here are a few conflict resolution strategies:

Schedule a meeting to discuss issues. Make a list of your concerns; then pitch it and make a mental list. Going into the meeting with a bucket list of someone's faults will only exasperate the conflict.

Until you have spoken with the other person, keep the entire situation “under wraps”. Discuss it with no one, except maybe a mentor. The last thing you need is your allies "working you up" before a conflict resolution meeting.

Prepare yourself for every possible response to your concerns. Then, fair-mindedly consider their perspective. Preparation will minimize the risk of you returning an emotionally-fueled response to a "below the belt" retort.

Clearly, some situations are just too complicated to resolve at work. But, don't let your "womanhood" influence your decision either way. You're a professional first, and woman second.
Agree? Disagree? Email me and let me know what you think?

Sources:
Psychological Science (Wiley-Blackwell)
March 1, 2008

Surviving Difficult People at Work

Taking the Fear, Angst & Dread Out of Difficult Conversations

Quiz: “Are YOU the one everyone finds difficult?”

K25ZBQZABZ7U- ignore this

7 traits of a great workplace - had to share!

2011-02-07T20:08:00.000-08:00

This is a great article and a great reminder of what we're working toward.

7 traits of a great workplace

True Colors personality - the emotional manager

2011-02-03T05:20:00.000-08:00

Tips for BLUE Managers

Often the most prominent barrier to team success is at the top of the organizational chart. Consider these tips to ensure you are not inhibiting team cohesion - with your management style.

Your Innate Strength
As a member of the “Blue” temperament, you are a champ at interaction! As I say in my trainings, you can make friends with a tree.

Possible Weakness: Misplaced emotions and wearing your "heart" on your sleeve.

Beware of:
Be careful your patience and caring isn’t mistaken for weakness by others on your team. Maintain clear boundaries to ensure subordinates cannot mistake your management style for friendship or your flexibility for indecision. Friendship and management don’t mix in most settings and can lead to team disharmony, tension and even legal action. Keep it professional.

Don’t be afraid to make decisions that may hurt feelings. As a decision-maker, it is inevitable someone will be disappointed by a decision you make at one time or another. That’s part of the responsibility you carry as a manager. No matter how much you wish it to be so, everyone cannot win all of the time. Don't take it personally.

Blue Values: Communication, Authenticity and Self-Improvement

Stressors: Tension, Office “Politics” and Unfairness

What you may enjoy most about your work: helping others, expressing creativity and being part of a functional and sensitive team.

Some thoughts on teambuilding...

2011-02-02T14:55:00.000-08:00

I recently added this to my website to explain my new team-building process in the workplace.

It makes some interesting assertions, so I thought I'd share it here as well.

Companies want to retain quality employees and inspire team growth, right? Guess what-- employees want the same thing. Most employees enjoy being part of a team environment that values them as assets. Further, a healthy, thriving and expanding team is a wonderful thing! Such a team doesn't just "happen" and it doesn't stay that way without regular maintenance. Each person must know (the team reminded) how they contribute to the team beyond workplace skills.

As you know, every individual has gifts (or soft skills) he or she brings to the group dynamic. Simply discovering and inventorying gifts is no longer enough. The best and most creative managers find ways to leverage these strengths and amplify them in everyday interactions.

Once you know people's "listening filters", personal motivators, and what elements build their personal self esteem, you'll be able to get the very best from them - and they'll be happy to give it.

Agree?

Natural hair in the workplace

2011-01-31T13:52:00.000-08:00

Question: Should something as variant as a hairstyle compromise a career?

Check out this article on the We Magazine for Women website:
Natural Or NOT?

Do you think hair influences or impacts one's professional advancement? Now, I'm not talking about an untidy or disheveled appearance, but something a bit more complex. Instead, I'm referring more to using hair as a cultural or fashionable statement of self-expression. Does it affect how others, particularly clients and colleagues relate to us? It's a scary thought that my ability to be attractive is linked to my professional success (can you say lookism?).

Is it ugly or just different?

Further adding to the complexity of all this is the fact that we each have our own "bent" toward what we consider physically favorable or attractive. For instance, one potential client may find my "fro" a cutting-edge, non-conformist indication of my strong personality. While another possible client may see a wild, rebel at war against the "establishment". It all depends on where you were raised, how you were raised and around whom you were raised.

Either way, you've gotta get to know me to see who I am. Herein lies the problem: will people give themselves a chance to find out who "Teri" is before going on to another prospective consultant?

I hope so because I just love my fro!

What is the difference between team-building and team cohesion? - Part 2

2011-01-26T11:40:00.001-08:00

As a consultant, I am often asked: "what's the difference between team-building and team cohesion?"

Well, as you may know, these two terms are often (and inaccurately) used synonym ously.

But, in reality, they are actually two distinct concepts.

Team-building, well, builds the team and results in team cohesion. In it's best contexts, team-building is the direct result of intentional plans, exercises and/or experiences.

For example, say a group of colleagues participate in an intentional (or unintentional) team-building activity. It is very likely the group will build fresh bonds and learn more about one another's needs and life perspectives.

This information is very useful for workplace interactions, but that's another article.
On the other hand, team cohesion is a "closeness" rooted in understanding and acceptance. It influences interactions, reduces conflicts and cultivates a sense of belonging and a sort of membership to the work group, department or organization. But, here's the kicker: team cohesion doesn't last on it's own. It's temporary. Without regular team maintenance, it burns out and fades away.

How does this happen?

Controversial changes in the workplace, miscommunications, and plain old, garden variety work interactions threaten the camaraderie cultivated during the team-building experience. Ah yes, cohesion must be developed, protected and maintained through a series of actions, opportunities and systems. This is why I'm adding some "muscle" to my consulting technical assistance products. Training isn't enough anymore, we must examine systems in order to have sustainable change. More about that soon!

So, in short:

Team-building - the process of bringing everyone together. (the journey)

Team cohesion - the state of being that enables individuals to feel connected to other team members, organizational goals and purposes. (the destination)

A cohesive team works in tandem with one another. They trust one each other to (each) perform their (own) jobs well and pick up the pieces during difficult times.

Make sense? No? Yes?

View Part 1

Consulting: Online vs. Real life Client Relationships

2011-01-21T10:03:00.000-08:00

The new trend (at least with my clients) is to manage project details virtually, or on-line, instead of during good "old fashion" face-to-face meetings.

You see, I live in Kansas City. Our community embodies a relational kind of "warmth" and sense of connectedness that makes it a friendly place to live and work. After several years in the nonprofit sector, I've grown accustomed to the hugs, handshakes and "real life" meetings that not only get the job done, but also build lasting relationships. Nevertheless, things are changing in the web design side of my business.

Most of my training clients typically still want to meet face-to-face to work out project details and expectations, but not so with my technology clients. The majority of them lean towards handling everything online. In fact, some of them I've never met; others I haven't seen in years. Still, we work well together. We utilize lots of conference calls, social media; and Paypal is a consultant's best friend!

As a Kansas City designer, I understand the importance of a satisfied client. Our community is too small to risk delivering sub-standard work. The same ease of technology that enables me to serve my clients well online is the same two-edged sword unhappy clients could use to annihilate my good name. As a web design professional (and consultant, in general), I cant afford a viral negative review. Besides, I care too much about my clients to let that happen.

I'm not one of those "in your face" personalities. Maybe, I'd have more if I were. That's another blog post. Anyway, managing relationships online works for me. Sure, I may have the occasional cup of coffee with a client, but for the most part, social media and emails help me to stay in touch.

Sometimes, I miss the days of "snail mail" and "meet and greets". Other times, the new technological works so well I wonder how I ever made it with them. I dunno....

About Teri
Teri Worten Brooks is a training and technology consultant in the Kansas City metro area. Her specialties include team-building, effective workplace communications, and career exploration modules. Her technology services include SEO web design, logo design and more! VisitTeriCBrooks.com for more info!

Twitter

www.twitter.com/KCTeambuilder

Facebook

http://www.facebook.com/mrstcwbrooks

Portrait of an amazing manager

2011-01-07T09:04:00.001-08:00

I've been a consultant for several years now. Pondering a career shift has prompted some reflection of my skills, attributes and talents. My success as a consultant is in great part due to my former manager [and now friend], Deborah Craig.

During my time with Deb, she positioned her team to shine, grow and acquire new skills regularly. No "power trips" or selfish motivations lurking in her management style, she was just a real and transparent leader.
The bottom line: she liked success and wanted her team to be successful. She knew the secret. She knew that as we succeeded, so did she as organizational president.

"You can do anything"

She had figured out just how much to push me and when to let me coast.
When my interest veered toward technology and web design, she supported me one 100%. Once proficient, she even gave me the organizational website. What a shot!

"You'd be a good trainer"

She saw I could potentially be an awesome trainer, even though I didn't see it. Shortly after offering words of encouragement, she (and my colleague Deth Im) threw me out of the comfort of my professional nest and turned me into an amazing trainer! What a skill to add to my repertoire. Shot #2.
With Deborah, there we no limits for her team. If it was good for the organization and the young people, she was compelled to do whatever it took to change the way Kansas City viewed youth development. She taught us to mobilize, advocate and try new things. Invaluable. Shot #2 through 500.

"I believe in you guys"

Proud of her entire team, she bragged on us, believed in us, supported us (through professional and personal struggle) and offered countless opportunities to soar.

Largely because of her, today I am a great, multifaceted professional enjoying amazing opportunities. In fact, I have made thousands of dollars from the skills cultivated under the leadership of Deborah Craig and Youthnet.

If you're a manager, take a hint from a successful manager. She is going to kill me for this, but it's my blog and I'm not scared of her...I don't think. LOL
Seriously, her management style embodies several lessons for effective leadership.

Teambuilding activity for the new year

2011-01-03T18:09:00.000-08:00

When is a great time for a team-building activity?

The first of the year! Now is a perfect time to build upon last year's activities and/or set a "team" tone for 2011.

Here's an easy way: filter in at least 45 minutes into your staff meeting for reflection, peer support and productive feedback.

1. What you'll need is a flip chart (tape, tacks or tripod for hanging), some markers and small sheets of paper or index cards with one question printed on each piece (sample questions below).

2. Establish Ground Rules to keep the peace. Prior to the activity, allow the group to generate a short list of rules/boundaries to ensure everyone feels safe to engage and interact for the duration of the activity.

Be sure to include rules to minimize judgment, snickers and other pejorative actions.

3. Divide into groups, pairs or work in a large group. Give each group/person one question per round. Have as many rounds as time (or process) allows. NOTE: The riches are in the interaction; not the process.

After the groups have shared, debrief by recording results on chart paper for discussion and exploration.

Expect a few chuckles, but prepare for conflict. Remember, conflict is healthy when it's productive, facilitated well and leads to a solution.

Sample Questions:

* What 3 professional accomplishments are you most proud of in 2010?

* Which team-member(s) were instrumental in your 2010 workplace success? How?

* What processes/systems made your job easier in 2010? Which made it more difficult? (You may need to re-visit the responses in future meetings, but allow this "vent" time and record the responses on a separate sheet of hanging paper labeled "parking lot".

* What worked well for our team in 2011? What did not?

* What is your professional slogan for 2011?

This activity is simply a concept. You may customize it any way you'd like. Need ideas? Contact me at tericbrooks.com!

5 things to do during holiday down time

2010-12-21T09:03:00.001-08:00

When work flow slows, so does your adrenaline. Your eyes feel like weights and the minutes seem like hours when the phone stops ringing.

"Will 5:00 ever come?"

Here are some ideas to fill those lagging hours.

1. Organize paper files. Add to, throw away - do whatever is necessary to get organized for 2011.

2. Organize online files. Delete old emails, files and defragment your hard drive to keep your computer running smoothly.

3. Touch base with clients and customers that may have fallen through the "cracks" during the busy year.

Difference between team-building and team cohesion - Part 1

2010-12-18T09:19:00.000-08:00

Is there a difference between team building and team cohesion?

One word answer: YES!

I'll explain both, but first let's discuss team-building. We'll touch on cohesion in a later article.

What is team-buliding?
Team-building is a process, not an activity. It's the systematic process of unifying a workplace team to perform optimally as a unit.

The process guides and propels a group into a place of closeness, mutual understanding and relationship. This minimizes barriers to effective workplace interactions

Why bother?

I'm glad you asked! The answer is simple. A team that works well together performs at a higher level of productivity than one struggling with conflict, mistrust and silly bickering.

During effective team-building, a group explores the motivations, personalities, weaknesses, values, triggers and needs of other team members. In other words, they learn how to "handle" one another; ways to leverage team strengths and work well together.

Team-building is not static. It is an ongoing process. Common everyday situations can cause a high functioning team to drop in efficiency. Here are a few:

* new team members
* organizational/departmental changes
*societal issues that effect the company, community or even the nation (i.e. company scandal 9/11, war, economic crisis, etc)

Each are almost like a monkey wrench thrown into a well-oiled machine.

After which, the team-building process must start afresh before performance is severely impacted. What do you think?

Teri Worten Brook is a team-building consultant in the Kansas City area. She provides online coaching and technical assistance as well as face-to-face workshops and training modules. Visit TeriCBrooks.com for more information.

"Difference between team-building and team cohesion - Part 2" (a look at team cohesion)
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Workplace holiday party don'ts

2010-12-16T20:16:00.000-08:00

So, with all good intentions, you decide to allow a holiday party for your team. Now what?

It takes more than food and an empty room to make a successful holiday gathering among colleagues.

Here are a few tips to help you plan for holiday party a success:

1. Plan a series of low risk icebreakers and escalate to medium risk. Trust me, there's more to discover about your colleagues even of you worked with them for years.

2. Don't let people choose their own seating. You know what will happen. Everyone will buddy up.

3. Have "get to know you" questions on each table. Each must answer one. Leave time for report outs.

Be intentional about making the employee holiday party a team building experience that unites the group, organization or department.

Happy holidays!

Barrier to Teambuilding - handling nitpickers at work

2010-12-11T17:40:00.000-08:00

Few things are worse at work than the "nit picker. You know, the person that finds, seeks and struggles to find something to complain about. This person is usually someone with a low self-image searching for ways to make themselves feel better about their workplace performance, lack of education or competency.

Often this person makes up; conjures up reasons to criticize and complain.

What most people don't know is that playing out their power issues in the workplace can thwart creativity, create conflict at work and play a role in high turnover.

Five ways to handle the nit-picking nit-wit:

1. Ignore them if you do not report to them. Just smile and think of your favorite 70's song in your mind as they go "blah" "blah" "blah".

2. Schedule a meeting and gently explain your frustration with their behavior. Lack of communication in the workplace is barrier to team cohesion. But, prepare yourself, they will not likely listen, but it's worth a try.

3. Comply with their silly requests and criticisms. Sometimes, it's easier to go along to get along- especially with this personality flaw. C'mon, take one for the team. You can always make faces behind their back as they leave a room.

4. Find another job or department.

5. Speak to your supervisor about their meddling. Maybe they can run interference.

Sometimes, this person is an out-of-esteem Gold. When stressed, their strengths can easily become their greatest weakness. And realisticaly, sometimes race and gender issues play a role. So, keep your eyes open and your interactions documented.

Building a strong, cohesive team at work

2010-12-11T17:23:00.000-08:00

Building strong workplace teams doesn't just happen. The process (and it is a process) is akin to a tightrope act. You have to balance several elements while continuing to move forward.

A strong manager understands three things about the components of the team.

1. Motivations

2. Strengths and Stressors

3. The Secret

In this post, we'll discuss #1 motivations. A good manager understands which behaviors, rewards and incentatives motivate each team player.

Relax, it's not as difficult as you think.

You could hire a team-building consultant like me, or you could simply get to know your team-mate. People reveal their motivations in just about every conversation, but you must know the "buzz" words.

Questions to ponder:

When asked the question "tell me a little about yourself" most people spill the beans instantly. Their out-of-work interests may reveal if they are motivated by family, recognition or ambition. For example, if the answer is about their accomplishments, prestigious affiliations or sports, you can safely assume you're talking to a competitive being.

If you know what inspires people to excel, you'll know how to reward them and propel them to improve performance.

Homework: Ask each members of your team variations of the following questions:

"I don't know much about you. What would you consider your top three life values?"

"What team behaviors generate stress?"

"How can I make sure this team experience if fulfilling for you?"

You might save these questions for an opener for a staff meeting or during a performance review. Create an anonymous process for shy team members.

The Costs of Obesity in the Workplace

2010-11-16T18:08:00.000-08:00

Questions you never thought we'd ask in the workplace.

The Costs of Obesity in the Workplace

The 1st Green President: Obama Scores One for the Eco-Friendly

2010-07-22T13:02:00.001-07:00

President Obama is taking the Capital "green".

The Washington Post reports the President ordered "the government to cut its carbon dioxide and other greenhouse gas emissions from indirect sources, including employee commutes and travel". Wow!

The administration is also investigating innovative solutions to long commutes, such as "teleworking" and other means of minimizing the carbon footprints of government employees.

Now, I'm not one to believe we can legislate moral issues - and environmental responsibility is a moral issue - but I think it's a step in the right direction. A hypocrite I am not. I still have my waste issues in my home and business, but I must say...I'm motivated by Washington.

Let's see what happens.

Three Simple Ways to Go Green at Work

1. Turn off area lights, printers and computers everyday. Virus scan programs can run just as well when you arrive in the morning.

2. Use both sides of paper. When you can, do two-sided prints. This is especially doable if you have two meetings back-to-back. In addition to reducing waste, it cuts down on the sheets you must carry around. Who needs all that clutter?

3. Choose copy machines, printers and other electronics with an Eco-friendly mode. Did you know you could buy a printer that's Energy Star compliant?

Regardless of your "politics", the administration is leading by example. We should follow suit.

Happy "Green" living and working!

Team Barriers - People on the Team

2010-06-23T08:07:00.000-07:00

Recognize anyone on your team?

1. Lucy the Lazy
Lucy leverages every excuse to be habitually unknowing, uncertain and unreliable. Excuses are her absolute specialty. Some you might have heard are: “I don’t know how that works” or “No one told me about that”.
Whatever the situation, she’s prepared with an ingenious excuse!

TCB "Spot" Diagnosis: Lucy’s laziness may actually masking her own self-doubt and insecurity. This type of person needs extra support, coaching and praise during assignments.

2. Nina the Negative
You can always count on Nina to find the dark cloud outside the silver lining. Her pessimism spoils possibilities and dulls team excitement. Nothing is ever good enough for her and she finds the “bad” in every situation.

TCB "Spot" Diagnosis: What if Nina is negative with purpose? Think of it this way. Perhaps, she’s just over analytical? Use her to positively dissect processes to identifying “holes” in the system. She's your quality assurance person!

3. Niles the Know-it-all
Every team has a Niles. Regardless of the situation, challenge or task – He knows the best way to handle it. In his mind, his experience and knowledge qualify him to direct the “only” way to do things.

He’s not often open to other opinions and if things aren’t done his way, he withdraws.

TCB "Spot" Diagnosis: Warning: for every Niles there is a Nina. In fact, they are very similar- likely over-thinking and over-processing.

4. Mark the Manipulator
Mark comes across the friendliest of the bunch. He’s seems happy, open-minded and always willing to help. But the minute your back is turned, he’s gossiping, back-biting and creating doubt. His purpose is to maneuver situations to make himself look better and more competent than others on the e team. TCB "Spot" Diagnosis:Mark may feel unappreciated at work.

5. Bianca the Busy Body
You can find Bianca in the coffee room waiting, lurking. “Have you heard Tam is running the coordinating committee?” Her goal is to spread as much information – good or bad- as possible. Not only so, but she wants to learn as much info as possible.

TCB "Spot" Diagnosis: She's dying for attention and wants to be viewed as a resource.

Re-Alignment and Re-Assignment
Here’s a news flash: you can’t do much to make team members change their behavior. In order for them to change, they, themselves, must want to change. However, the good news is you’re not completely powerless.

Try changing your responses and views of others salvage the team dynamic.
For example, identify the positive elements in each person’s behavior and praise them. For instance, Bianca the BusyBody is actually an invested and involved person. She loves being in the "mix" of things. Identify positive ways to keep her engaged. Assign task that require some degree of interaction with the entire team. Examples include: monitor volunteers, facilitating staff meetings, etc.

If you're not a manager, you can still still minimize the "damage". Then take one for the team by and praise co-workers for their efforts and strengths. You may turn their negative behaviors into strengths for the team! Done regularly and team barriers can possibly become team boosters!

Yet Another?: Planning Effective Meetings

2010-06-18T15:18:00.000-07:00

In this world of fast-paced efficiency, one of the most dreaded elements of workplace life is meeting. When you learn of another staff or planning meeting, your mind reels with all of the "more productive" tasks you could accomplish if you did not "have" to attend.

But there is a strategy to manage the necessary meetings in your work life.

Write down 3 things that could happen to make the meeting [more] productive. Perhaps, you can refer to your list and re-align the group if it gets off track.
Offer to create an agenda. The meeting planner may not have had time to or thought of creating one.
Be the meeting leader. Meetings are often most irritating when there is no clear focus. A facilitator can help. Volunteer.
If you are the leader of the meeting, make sure the process meets the needs of each "color". If you experienced a TCB workshop, you know what I mean. :)
Focus on purpose (reason for the meeting), process (how the meeting will flow) and relationships (how individuals will interact and communicate). If you attended my training for managers and supervisors, you're already in the "know"!

Happy meeting! Remember, I coach managers and work teams to have multidimensional workplace experiences. Visit TeriCBrooks.Com for more details.

Fathers - Balancing home and work

2010-06-17T09:55:00.000-07:00

A new tide has swept into America’s companies and workplaces. Men around the country are emerging as active “daddies” as well as proficient professionals at work. I know what you’re thinking - “men have always been fathers in the workplace, so what’s new now?” Well, according to a recent study by the Boston College Center for Work and Family, a new generation of males is embracing fatherhood in fresh and innovative ways.

Unlike the disconnected “work first-family second” dads of old, contemporary fathers are taking front-seat roles in family culture. Carpools, caring for sick children and attending pediatrician appointments are just a few family functions “new generation” dads incorporate into the work week. Go Dads!

However, managing (and working with) this new generation of dads will require a new type of professionalism rooted in gender-neutral equality, tolerance and open-mindedness. The Boston College study found that many organizational cultures “have not [yet] changed” to accommodate committed dads as employees. Although many companies have family-friendly policies, management and staffers are simply not accustomed to men taking advantage of those resources.

There are some advantages...
The study reports fatherhood has also tendered some positive benefits at work. Among the dads surveyed, many alleged that fatherhood bolstered their colleague’s perceptions of their “credibility, maturity and responsibility”. One participant said his of colleagues “…they would look at me as finally getting serious.’

Today’s workplace is a microcosm of society at large. Companies, teams, leaders, and citizens alike, will need to adapt to new ways of interacting with one another.

As for me, I guess I’d better add a gender component to my “Managing Organizational Change” workshop, huh?

Read the Boston College Study here.

Trust in the Workplace

2010-06-01T06:53:00.000-07:00

Ever seen a child learn to ride a bike for the first time? One of the most fascinating elements of the bike "experience" is seeing how confidently the child rides and steers when someone holds the bike securely. As he or she rides, assurance and security are written all over their little face because capable hands support them from the rear.

Something magical happens when people know that someone "capable" has their "back". In the workplace, productivity and speed are affected when staffers know management will support their work, efforts and risks.

Recently, Ed Boswell president of the Forum Corporation and co-author of the book "Strategic Speed" was interviewed by the Harvard Business Review. During an Ideacast video, he gave an example of the British mobile phone company Vodaphone. Known for their speed, Vodaphone's CEO supports his team and builds trust in a way reminiscent of the bicycle analogy.

Boswell says the CEO assigns a tasks, encourages speed and offers the following consolation: "you may make mistakes, but I will not fire you for mistakes..." that statement alone would instill confidence. Then he goes on to say something like "....I want you to work fast. If you step on toes, don't worry about, just tell them to come see me. I will cover your back".

Wow!

Who wouldn't feel supported with that type of backing from the top. Vodaphone gets it. Just like a child riding a bike, a team can accomplish exploits if supported by leadership. Further, this type of supportive work environment builds trust and removes many barriers to team cohesion. Building trust takes time, but it's rewards will yield stronger teams, increase efficiency, inspire bold, risk-taking creativity.

A new kind of workplace discrimination: family responsibility discrimination

2010-05-24T11:55:00.000-07:00

Allbusiness.com describes discrimination as "... when an employee suffers unfavorable or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics."

The definition itself is not as murky as the intentions behind some forms of discrimination. Most often, people associate discrimination with the stereotypical white, male manager. But times have changed and workplaces have changed along with them. Discrimination looks and acts differently than it did thirty years ago. It can be subtle, clandestine and shrouded behind politically correct language.

For instance, imagine a seasoned professional (that happens to be the mother of two small children) applies for a promotion in your department. If conversations, at any time, veer from her abilities toward her “personal life”, you're embarking on a slippery slope of family responsibility discrimination. The leadership team must doggedly focus on qualifications, skills and attributes necessary to perform the job well and nothing else.

Here are few examples of potentially discriminatory language:

"Kay would be excellent for the job, but we don't want to pull her from her family"

"I was thinking about Kenneth, but I know he goes to church; he won't work Sundays"

“We should hire her, she's young, and with no kids…fewer problems down the road”

You see it? Like most prejudice, these statements are rooted in assumptions. As you know, it's best to offer an opportunity to the most qualified person and allow them to make the necessary decisions about the job's demands.

Again, discrimination has a new face and family responsibility discrimination is definitely one of it's features. The Human Resources website, HR Hero says the "EEOC has spotlighted types of discrimination that employees may experience in the workplace because of their care giving and family responsibilities for children and elderly parents."

It Happened to Me!
I, myself, have been in similar positions, not as an employee, but as a consultant. Once, while meeting with a new client, the person said "this may include some travel. I heard you have a little one now". Whether I have children or not should never be part of the professional conversation. Only I (and my husband) know my availability.

Slippery slope.

So, in the end, be consciously and intentionally careful how you withhold, assign and make opportunities available in the workplace. If you're unsure about your organizational policies, contact an attorney or legal professional.

Sources:

"Understanding Workplace Discrimination"

Sex Discrimination and Gender Discrimination in the Workplace

"Family Responsibility Discrimination"

Mix It Up and Make Some Money

2010-05-04T09:21:00.000-07:00

"You need a little hussle to keep from sin"

That's the advice a father gave his daughter years ago. The daughter was one of my clients and his encouragement to diversify her income base was right on.

Now days, it's common for most people to have what we call a "day job" to pay the bills as well as a lucrative revenue generating sideline.

Sarah and Brett both work in the medical field, but they also own a dry cleaners in Overland Park, Kansas. Candace is a nonprofit executive, but maintains her cosmetology licenses and credentials. I am an amazing training facilitator, but that is not the only reason my telephone rings. I've also honed skills as a creative web designer. The web design could qualify as my "hussle", but I just consider it part of my cadre of consulting services. Hint: I learned on the web - there's a tutorial for everything!

Now, I'm not going to get into the "sin" part. I'll leave that stuff to my husband; however, I will say that a variety of skills and talents are just the ticket to keep you afloat during these economically challenging times. Think about what you enjoy doing or are simply good at doing and create a sideline. Who says you have to have just one career at a time, right? Tap into your passion and the second career won't even seem like work - but a fun, creative release!

Today's times call for originality and a varied skills base. Whether you're a consultant or not, incorporate innovative ways to logically broaden your reach and your usefulness.

Take Away: Mix things up a bit to stay in the game - and way from sin.

Possible Free Booths for KC Nonprofits

2010-04-16T14:22:00.000-07:00

LINC is hosting two events in May that will offer booth space for approved nonprofit organizations.

The idea is to raise awareness and spread the word about the many wonderful community organizations in the metropolitan Kansas City area.

If you're interested in having a booth at either 1) the May 15 outdoor event or 2) the May 22 Conference at Kauffman, call me 816-335-1414!

Cheers!

Parent Involvement Training in Kansas City

2010-03-29T08:51:00.000-07:00

On Saturday, I had the pleasure of presenting Dr. Joyce Epstein's "Six Types of Parent Involvement" during a Kansas City professional development event hosted by the Local Investment Commission (LINC).

Almost eighty early childhood professionals and pre-school teachers explored their listening styles, communication methods and perceptions of parent involvement. Learning from one another, sharing expertise and discovering research-based concepts were the themes of the morning.

Here are a few useful links to continue the learning on this innovative parent involvement module:

Don't forget the "Advancing Youth Development"training module April 19! Registration required!

Why Youth Development is Difficult to Implement

2010-03-24T08:44:00.001-07:00

Youth Development is about the ongoing process youth engage in to become ready for life now (as adolescents) and later as adults. Conceptually, it is an organic, natural process for youth, but for adults it's an entirely different journey.

You see, youth development focuses on the young person. A sound youth development program is not so much about the adult planning the program, governing the program or implementing the program. Instead, the program gives youth space to advance toward the developmental outcome(s). Our role is to provide the opportunities and supports they need to get there.

One of the core competencies of a professional youth worker is building equitable relationships with youth free of power structures and layers of control. Viewing the young person as a whole individual is the cornerstone of youth development theory. As adults, we often think of youth as either "broken" or partially-developed beings with little capacity for participation. FALSE! This philosophy is rooted in adultism- the idea that adults are better than youth.

Youth are ready to engage and partner with you now in meaningful and authentic ways. But some de-programming is necessary to make this lofty concept a reality. Here's what I mean: society has groomed us (adults) to focus on controlling youth which creates a barrier to full collaboration.

Finally, youth are accustomed to the social oppression society has delivered to them. As a result, they, too, must also de-program to trust adults and make the most of the opportunities presented to them.

Work must be done on both sides, I'd say. But the partnership will be worth the hard work. True?

Why is there tension when a new person joins the team?

2010-03-23T15:17:00.000-07:00

Have you ever wondered why group dynamics change when a new person enters a group? Just when everyone knows one another’s strengths, weaknesses and hot buttons a new hire joins the team and the equilibrium of the universe seems to tilt. But why?

Territory

To fully understand the drama of acclimating to a new team member, think of the most primal needs of human beings. Clearly protecting one’s interest is high on the list! Marking one’s territory is a way of protecting individual well being.

In the context of a work group, your territory is linked to personal promotion, acclaim, and even your livelihood. High stakes indeed. At work, your territory could be your knowledge base, your social standing or your professional identity. When someone threatens that, tension soon ensues.

Insecurity

Insecurity is to a team what kryptonite was to Superman. When colleagues are unsure of one another (for whatever reason) it breeds mistrust and inhibits full participation. Insecure people may opt out of processes and withhold talents. Toxic insecurity may generate tension, division and even social battles in the workplace.

There is little that one can do about an individuals’ personal confidence level, but measures can be taken to remedy workplace insecurity. We’ll talk more about solutions in the next blog post.

Newness

As people, we are most comfortable when we are well-informed and there is a degree of predictability in our daily lives. For instance, you are comforted when you know where things are, if they are working and what their function is.

Enter Sandy –the new person – stage left.

Unintentionally, Sandy makes the “familiar” become “different” and foreign just by being there. People are not sure who she is; what she will do or what her informal function is. As a result, a low level of anxiety creeps into the team dynamic.

Ya think?

Where Did Youth Development Go?

2010-03-22T20:22:00.001-07:00

I consider myself amazingly blessed, honored and privileged to have spent almost ten years working with Deborah Craig and my colleagues at YouthNet of Greater Kansas City.

For almost two decades, YouthNet built the capacity of youth agencies to provide quality services to youth and families in Kansas City and throughout the Midwest region. Part of our program structure was the infamous (well, in some arenas) B.E.S.T. (Building Exemplary Systems for Training Youth Workers). Through this initiative, we provided intensive training to youth workers, the adults that work with young people in community-based settings. Using the "Advancing Youth Development" curriculum, we guided participants through the inner workings of research-based youth development philosophy, theory and practice.

Well, YouthNet no longer exists. However, for me, the passion for youth development did not die with YouthNet. This is surprising because during my time at YouthNet, my "bally-wig" was team-building and parent involvement. Indeed, youth development training was part of my repertoire, but it was like the bread on the plate of a steak dinner - although much needed, it was not the main show.

But strangely, for the last several years, my heart has ached for the void that YouthNet left in the youth services sector. "Advancing Youth Development" provides salient tools, resources and insights that today's youth worker needs for strong, comprehensive programming.

I'm thrilled to re-acquaint myself with this research and deliver it to the current generation of youth workers in Kansas City. Visit TeriCBrooks.com to learn about upcoming trainings!

Shouts out to all of the YouthNet staff: Deth Im, Laura Lyon Melo, Charron Townsend, Sara Graham, Bobbieteen Austin, Miguel Jaramillo, Gislane Ngounou, Angelina Garner and my darling sis and mentor Deborah Craig! Big UP'S!

Brick Wall Managers: No more barriers!

2009-07-02T14:07:00.000-07:00

In my many years of teambuilding training, I discovered three common reasons teams do not bond properly. Certainly, others exist, but I am going to focus on three I have seen most frequently. Remarkably, managers and team leaders set the tone for the work group dynamic. Examine the following barriers to ensure don’t inhibit team cohesion.

Barrier to Teambuilding #1: ‘Who Are We?” Team
Most work groups draw their identity from their department name. In my workshops, I often ask: “Just because a bunch of people work in the same department, does that make them a team?” The answer is often a resounding NO!

Etienne Wenger, author of “Communities of Practice”, says that among other elements, a team needs a domain or a conceptual reason to exist. For instance, the accounting department must know that their significance is more than the processing invoices and handling fiscal matters. Who are they outside those tasks? How do they solve problems? How do they interact on a daily basis? Who they are defines how they will carry out their tasks – productively or problematically.

Wenger describes a domain as “a shared competence that distinguishes members from other people.” I assert that the competence to which he’s referring ventures far beyond the technical and relates to how individuals interact while executing the domain itself.

Barrier to Teambuilding #2 – A Hyper, Insecure Manager
A high functioning manager is confident and comfortable in their own “professional” skin. If a manager is highly functional, he or she allows the staff to grow, succeed and even fail without fear of reprimand. In the event of a missed expectation, the functional manager coaches the team through reflective processes that transforms a perceived failure into an invaluable teachable moment.

As a manager, be aware of your strengths and improve upon your weaknesses. This is the cornerstone of self-awareness. A confident leader can liberate and empower professionally, a bound person cannot.

Barrier to Teambuilding #3 – A Team with Blind Spot
Have you driven along the freeway and noticed a car hiding in your blind spot? Just like cars, teams often have “blind spots” that prevent them from seeing the personal assets within the group.

Meaningful teambuilding experiences allow teams to explore the myriad of ways each person contributes to team success. Further, a guided and well-facilitated exploration of communication styles, learning styles and stress-generating behaviors can propel a team to a high performance state of being.

Online Tips:
Twelve Tips - Team-Building
Building Effective Teams: What Managers Can Do

No More Boring Meetings!

2009-06-23T14:38:00.000-07:00

I jokingly refer to them as the necessary evil. And I'm not the only one. The very mention of the words "staff meeting" can inspire the casual eye roll from time to time.

In spite of all the negatives, staff meetings can be productive and well…enjoyable. They allow people to share and learn what one another has done, is doing and needs to do. All you need is a little planning and a few tips.

1. Plan your staff meeting with three overall goals: to connect, deliver and assign.
Well-constructed meetings can be great opportunities to offer congrats or ask for help without feeling apprehensive. During this time, groups can also share the “a-ha” moments or workplace successes that occurred since the last meeting. Connecting is not just about the interpersonal “warm and fuzzy” stuff, it can be synergetic needs, values and successes are shared.

2. Whenever possible, don't delay meetings for late people. Further, if you don’t have to, do not stop the meeting to get a late person “caught up”. This affects momentum and nurtures a culture of lackadaisical casualness. Let me also say, if the late culprit is management then shame on them. Their tardiness shows a disregard and disrespect for the team’s time.

Note: I understand that everyone is going to be late from time to time. I’ve been an offender myself. Just do not let it become part of your professional persona to be the tardy bird.

3. Meet frequently. Nothing to talk about? Then “pow-wow” for only five minutes to keep the weekly/bi-weekly/monthly rhythm. Or better still, break the monotony and take a three minute walk as a team.

4. For regular meetings, allow the team to evaluate the meeting process to keep it sharp, efficient and effective. Create a short (very short), anonymous feedback process. Ask about meeting pace, structure and other critiques.

As you know, there’s no “cookie cutter” formula to great meetings. Create your ideal by taking into account your corporate culture, the objectives of each meeting and the needs of your team.

The "Gold" Manager

2009-06-09T11:26:00.000-07:00

Managing in Color!

What are you talking about?

As Gold, leading comes very natural to you! But just like the other temperaments, there are a few “blind spots” you can avoid so that you won’t be a barrier to your team interactions. Here’s how:

Your Innate Strengths:
One of your most basic needs is for order, structure and organization. Your team loves that expectations are clearly outlined and tasks are fairly distributed. You also have excellent follow-though.

Possible Weakness: Unwilling to take risks and compromise.

Beware of: Your ability to maintain control can easily morph into becoming “controlling”. Allow your team room to make decisions, try new ideas and manage themselves. Your team will learn just as much from failure as they do from success. You simply must coach them and guide them through debriefing the process.

Gold Values: Responsibility, Dependability and Consistency

Stressors: Lack of order, Procrastination and Time-wasters
What you may enjoy most about your work:Having responsibility, being helpful and organizing the team.

Don't Forget Your Brain When You Retreat!

2009-06-07T19:09:00.000-07:00

Retreating, Recharging – An important tip for staff retreats

ears ago, I attended training with a great trainer, Rob Bocchino. He taught us that when people first assemble (like in a training or class), their brains are stuck in a survival mode of “flight or flight”. It is called the reptilian process of the brain.

The purpose of this brain mode is to protect. It’s devoted to securing one’s well-being and when people are in this "place"; guards are up. When guards are up or basic needs aren’t being met, participants cannot learn or take in information very well. For a trainer, that’s professional kryptonite.

Recently, I was contracted to plan a retreat for a work team in Kansas City. It was scheduled during the summer months and on a warm, sunny Friday.

About half way through the day, the team was beginning to lose steam. I could see it. They had worked in small groups, large groups and had taken in quite a bit of information that morning. Although they had breaks and snacks, they needed what I call emotional calisthenics.

It just so happened that across the street from our Kansas City training site was a beautiful walk-through garden for the community to enjoy. I took the team outside for an opportunity to re-charge. It was great! We sauntered across the busy intersection into an almost magical, multi-colored garden. The sweet smell of floral was thick and inviting.

It was amazing to watch this the dynamic among the team-mates. Executives, managers, administrative staff - casually strolled through the garden giggling, chatting and re-discovering one another’s strengths and individuality. Positive mental and emotional imprints were made that day. Imprints that will impact workplace interactions for months – or even years – to come! Likely, the result will be more constructive work groups, higher productivity and even fewer turnovers if the tools learned are infused into workplace culture.

The remainder of the afternoon was a facilitator’s dream. I enjoyed spending time with a content-hungry group was eager to try new things and learn innovative information. Evaluations from the team about the day’s processes were glowing. Under the right circumstances team cohesion can just happen – no harnesses or pointless games needed!

Barriers to Team-building and Team Cohesion

2009-06-03T12:20:00.000-07:00

Without even trying one can be a barrier to team cohesion. Individuals cannot assemble around a common goal unless they feel safe and secure within the team unit. Before you accuse me of being warm and fuzzy, let me explain. Safety is not limited to physical wellbeing. There is another, and often more important, aspect of safety. In order to thrive inside a team unit each person must feel free to express themselves emotionally, professionally and creatively without attack or mean-spirited rejection.

In my ten years of team-building and training experience, I have discovered three common reasons teams do not bond properly. Certainly, other challenges exist, but I am going to focus on the most common that I have seen.

Barrier to Team-building #1 The ‘it’s all about me’ Syndrome.

Many people interpret work and workplace functions in the context of what the workplace system can do for them and only them. But any athletic coach will tell you that the “all about me” philosophy simply does not work in building a healthy team dynamic. For a team to be all that it can be, there must be a specific purpose [ to exist] or as Etienne Wenger of the book “Communities of Practice” would say, a specific domain. He defines the domain as “a commitment to the domain, and therefore a shared competence that distinguishes members from other people.” That is a team.

Barrier to Team-building #2 – A Hyper, Insecure Manager

A healthy manager is confident and comfortable in their own “professional” skin. If a manager is secure, he or she is free to allow their staff to grow, succeed and even fail. Should the staff fall short, the manager coaches them through reflective processes and transforms a perceived failure into a teachable moment.

The confident manager is not threatened by members of their team. A skilled leader is fully aware of the top-quality skills and experience that they – as a manager -possess. This awareness means they don’t need to have their “foot” on the professional neck of their team. Why? Because they know as a manager of a winning team, they are qualified to handle any situation that arises. No micromanaging required.

Barrier to Team-building #3 – A Blind Team

I’ll bet you never heard that term before! A blind team is a team that hasn’t had the opportunity to explore the skills-sets within the group. In today’s world of high turnover, most teams disassemble before they have an opportunity to advance toward a performing stage. Instead, they get stuck in norming and storming.

Companies and organizations benefit when they provide a meaningful teambuilding experiences that allow teams to explore the myriad of ways each person contributes to team success. Further, a guided and well-facilitated opportunity to explore communication styles, behaviors that cause stress can propel a team to a high performing state of being.

The Green Manager

2009-05-29T05:53:00.001-07:00

If you are likely a "Green", avoid being a barrier to your team interactions by considering the following:

Your Innate Strength
You love the challenges of managing others. You likely enjoy analyzing the behaviors and dynamics within your team.

As a systems-thinker, you can easily pick apart a concept and brainstorm solutions to many situations. You may particularly enjoy working somewhat autonomously.

Possible Weakness: Over-analyzing and over-thinking

Beware of:
Don’t let your knack for problem-solving be misconstrued for incessant fault-finding when it comes to your staff interactions. Offer meaningful praise regularly and share your knowledge in respectful ways. This accommodation will likely coach your team toward improvement without making them feel inferior to you.

Green Values: Intellectual stimulation and Competence

Stressors: People that interfere with strategy and processes that don’t make sense [to you]

What you may enjoy most about your work:
Figuring out the barriers to productivity and identifying systems to remedy them; Learning and exploring new data or ideas

Confessions ...

2009-05-29T03:17:00.000-07:00

Confessions of a True Orange

People are often amazed at my weekly schedule. On any given day you could find me facilitating an invigorating workshop for a lively staff or engrossed in a web design project for a law firm or a nonprofit organization. If you’re not careful, you could also find me creating some hot new business cards for a new entrepreneur or maybe speaking about team dynamics at a conference for busy professionals! Oh yes, let’s not forget that every other month I am at the library conducting a board meeting for my nonprofit Sisters Helping Sisters. Dizzying, isn’t it? But I would have it any other way.

Surprisingly, the hectic – and often chaotic – pace of my life brings me great joy and genuine fulfillment. I absolutely love the variety of my professional projects. I am thrilled when I encounter new challenges and new professional mountains to climb. What can I say? It works for me. But certainly, some people would find my life incredibly overwhelming and exasperating and that’s okay. The old adage, ‘different strokes for different folks’, rings true for everything from relationships to lifestyles to business interests. We all experience life and attain fulfillment in different ways. Understanding the complexity of individual diversity is the key to successful interactions in the workplace, in families and in a myriad of relationships.

In the context of True Colors, the Orange temperament excels and flourishes in busy and rapid paces of life. Excessive sameness and repetition may generate stress in this temperament. It’s no wonder that Orange people tend to be entrepreneurs or managers. These free-flowing and fluid professional tracks ensure assorted activities and autonomy – at least to some degree. Further, this group of people find it stressing with people nag them or attempt to micromanage them - so consulting works well for people like me.

I must admit, however, that I must work much harder than other temperaments to maintain order and structure in my life. To play up my “Gold”, I have two planners and rely heavily on my Blackberry to organize my many tasks, obligations and commitments. My office (and my desk) may not look like "order" to my Gold counterparts, but it works just fine for me - as does my shedule. Sure, life gets crazy, but again, I’d have it no other way.

To my fellow Orange folks, I offer the following tips:

Beware of over-committing yourself- it’s easy with so many interests.
Painstakingly write EVERYTHING DOWN so that you can organize your time effectively.
Set realistic goals so that you’re not all over the place.
Remember that everyone doesn’t operate well with your fast-pace – so be patient with others.

Color the world fantastic!
What in the world are you talking about?