Building & Leading Teams for Impact December 20, 2011 There’s no “I” in team. There’s no “1” in the One Million Campaign. We all have a piece of the puzzle. Building Your Team You’ve got to organize & mobilize! Mobilizing to Action: PSA Solution: Hope What specifically & meaningful can be done about? Problem: Anger Action: Opportunity What are they angry about Make the specific & or threatened by? doable ask Organizing Conversations Intentional conversations that go deeply into a person’s: Issues: What we act on Values: Principles, what motivates us Interests: What’s our stake in it Assessment from the conversation: Capacity: What resources can be offered Commitment: What resources are offered Goal: Learn a person’s story and what matters to them. Build a relationship, assess them, and figure out potential common concerns. Mobilizing Conversations Prompted conversations that make the ask. Solution Problem Action Goal: Find common concern. Find what is a problem or point of agitation for a person to make link between person’s problem and the solution that leads them to take some action. Coming Together As A Team Team Phases Team Phases 1. Forming: Team meets & learns about challenges & opportunities; agrees on goals; begins to tackle tasks 2. Storming: Team addresses issues, such as what problems they are really supposed to solve, how they will function independently & together, & what leadership model they will accept 3. Norming: Team manages to have one goal & come to mutual plan for team 4. Performing: Able to function as unit as team find ways to get job done smoothly & effectively without inappropriate conflict or need for external supervision Working Together: The Team Charter Team Charter: Purpose What kind of team? What “work” does the team do? What topics belong “in” this team and what’s “out”? What is the team responsible for accomplishing? Team Charter: Context Who are we accountable to? What other groups / teams do we connect? What do they want / need from us? Team Charter: Goals What specific results do we expect from our efforts? What outcomes? How can we measure that? Team Charter: Roles Who is on the team? What perspective does each member bring? Are there special roles or subgroups within this team? What do subgroups require of us? Team Charter: Procedures Work Processes: What processes will we use to do the team’s work? How often will we meet? Who determines & manages our agenda? How will we connect with our stakeholders & other sponsors of our work? Decision Making: What decisions are made within this team? What is out of bounds? What level of decision making responsibility do we have? What decision process will we use? Communication: How will we communicate & connect to others within the organization? Team Charter: Norms What do we expect of each other? How do we agree to handle conflict? What are our team norms and/or operating principles? Team Norms Exercise Think of the worst team you have been on Spend 2 minutes writing down what made that experience so terrible Think of the best team you have been on Spend 2 minutes writing down what made that experience so good Write down suggestions for behaviors that would make being on this team a positive experience Working Together: Team Needs Team Needs: Planning Phase Team Charter: Overall objectives, resources, & constraints are defined by or for team Goals: ID of measurable team output & related milestones Team Norms: Agreed upon standards of behavior that regulate team member performance during & between interactions Task Performance Strategy: Development of overall approach to task & key actions to achieve goals Shared Understanding: ID of key assumptions & beliefs that will affect performance to create a common perspective Team Memory: Inventory of relevant knowledge, information, & skills available to team (& gaps) Team Needs: Action Phase Monitoring Output: Tracking & communicating progress toward task completion & goal accomplishment Monitoring Systems: Tracking resources available to team & tracking external environment Coordination: Prioritizing & orchestrating sequence & timing of key activities & events Communication: Ensuring high quality communication within group Monitoring Team Behavior: Providing feedback & coaching to help members perform tasks or ensure others complete those tasks Managing Boundaries: Ensuring high quality information flow with other groups or units, including acquisition of resources, coordinating activities, & advocating team interests Team Needs: Interpersonal Motivation Building: Generating sense of personal accountability for individual & team performance, team cohesion, & motivation toward task accomplishment Psychological Safety: Developing shared sense of trust so team members can openly speak their minds without fear of rebuke or retaliation Emotion Management: Ensuring set-backs & frustration (& even over-confidence) don’t undermine team performance Conflict Management: Proactively ensuring differences of opinion don’t prevent task accomplishment; helping team have healthy debate without personal acrimony Working Together: Virtual Teams Virtual Teams It is harder to follow a meeting from a distance. So… Make meeting plan very explicit & more detailed List all planned activities, timelines, processes, etc. Engage vested interested of participants in advance Correspond personally with each to confirm participation & interest Enunciate interim process goals & make smaller & chronologically shorter Virtual Teams People don’t get feedback when working over a distance. So… Proactively seek out & provide feedback from all participants Engage in process check-ins frequently Enable private virtual dialogue Virtual Teams It’s harder to build a team over a distance. So… Achieve very clear, unambiguous goals Arrange for distributed “breaks” to allow informal dialogue Virtual Teams There is an art to using audio & video in a distributed meeting. So… Engage in a dialogue rather than giving a briefing Stay close to the microphone Explicitly ask for comments and feedback Teams in Review Have organizing & mobilizing conversations to add team members Teams go through phases – it’s perfectly normal Create a team charter Spend time developing team norms Teams require trust Manage team conflict before there is conflict Virtual teams require a little extra TLC Sample Team Meeting Agenda Round of introductions / personal stories Team norms exercise Set team norms Determine how team will meet Determine how team will communicate Create team charter Assign team roles & general responsibilities Lay out plan Questions?