Strengthening Teams
from within.
Karly Pulcinella, City Year Program Manager
(kpulcinella@cityyear.org)
Marissa Johnson, School Transformation Facilitator
(mbjohnson@jhu.edu)
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JULY 7-8, 2015 | TULSA, OK
Objective
Participants will better understand
the communication and working
styles of diverse people in order to
effectively problem solve and have
a collegial relationships.
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JULY 7-8, 2015 | TULSA, OK
Partners
•
•
•
•
•
•
Principal
Coaches
Counselor
Dean of
Students
Students
Parents
City Year
• Impact Director
• Impact Manager
• Team Leader
• Corps Members
Communities
In Schools
• Field Manager
• Site Coordinator
• Interns
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TDS
• Field Manager
• STF’s
• Instructional Facilitators
• S4
• DNIST
JULY 7-8, 2015 | TULSA, OK
Workplace Conflict
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JULY 7-8, 2015 | TULSA, OK
Which image best describes your
current work environment?
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JULY 7-8, 2015 | TULSA, OK
Have you ever asked the
question?
• Why am I not informed about what is going on in building?
• Do my partners know and understand my role?
• You do realize that Diplomas Now is one of many reform models
across the country.
• I’m in charge of 25 corps members, do you think I have the
capacity to help you with your job?
• Why is he/she ignoring my e-mails?
• I don’t feel involved in the school community. Why is that?
• Why didn’t the teacher just approach me if he/she had a concern?
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JULY 7-8, 2015 | TULSA, OK
Whatever the
question is we’ve
all been there…
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JULY 7-8, 2015 | TULSA, OK
DISCUSSION
-At your table share different conflicts you
have had at work.
-Choose one conflict to share out with the
bigger group.
-Give this conflict a name, write it on your
poster paper along with a brief description of
the conflict and who was involved without
using any identifiers.
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JULY 7-8, 2015 | TULSA, OK
The Four Styles of
Communication
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JULY 7-8, 2015 | TULSA, OK
Understanding Behavior
Golden Rule
• “Do unto others as you
would have them do unto
you.”
• Based off the assumption
that people want to be
treated the same way
• One-sided
• Can hinder relationships
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Platinum Rule
• “Do unto others as they
would have you do unto
them” OR “treat others the
way they would want to be
treated.”
• Recognizes that people are
different
• Allows for individual
differences/preferences
• Requires you to be able to
“read people” –observing,
active listening etc.
JULY 7-8, 2015 | TULSA, OK
Understanding Behavior
• You can begin by classifying an individual’s
behavior on two dimensions:
o Supportingness: The readiness and willingness with which a
person outwardly shows emotions or feelings and develops
interpersonal relationships.
• Characteristics: warm, relaxed, responsive, informal
o Directness: The amount of control and forcefulness a
person attempts to exercise over situations or others’
thoughts and emotions.
• Characteristics: assertive, fast-paced, confident, take
risks
• We all express some level of openness and some
level of directness
SUMMER INSTITUTE
JULY 7-8, 2015 | TULSA, OK
Supporting vs. Controlling
The Dimensions
Supporting
Very Supporting-
Somewhat Supporting-
• Supporting
o
o
o
o
o
o
Relaxed and Warm
Opinion oriented
Flexible about time
Relationship oriented
Shares personal feelings
Feeling oriented
• Controlling
Somewhat Controlling-
Very ControllingControlling
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o
o
o
o
o
o
Formal and Proper
Fact oriented
Disciplined about time
Task oriented
Hides personal feelings
Thinking oriented
JULY 7-8, 2015 | TULSA, OK
Direct vs. Indirect
• Indirect:
o
o
o
o
o
o
Avoid Risks
Meditative decisions
Less Assertive
Easygoing
Listens
Reserved
Indirect
Very Indirect
• Direct:
o
o
o
o
o
o
The Dimensions
Takes Risks
Swift Decisions
Confronting
Impatient
Outgoing
Expresses opinions readily
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Direct
Somewhat Direct
Somewhat Indirect
Very Direct
JULY 7-8, 2015 | TULSA, OK
Your own BehavioralStyle Evaluation
• You must understand yourself before you can begin
to adapt to others
• This evaluation is a selected list of statements and
adjectives derived from managerial, psychological,
and sociological literature describing these
observable behaviors
• By completing your evaluation and plotting your
score on the grid, you will develop a behavioral
“self-portrait.”
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JULY 7-8, 2015 | TULSA, OK
The Four Styles
Reflective
Supportive
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Emotive
Directive
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Break-out groups
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JULY 7-8, 2015 | TULSA, OK
Behavior Under Stress
• With each style comes differences in pace (in
actions, words etc.) and priorities
• When tension is high, each style tends to manifest
symptoms of behavioral stress, often called “backup behavior”
• Behaviors result from a need to reduce tension
immediately
o
o
o
o
Supportive: tends to gives in or “submit”
Reflective: tends to withdraw from a situation
Directive: tends to become overbearing, pushy, uncompromising
Emotive: tends to verbally attacks the person causing the stress
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JULY 7-8, 2015 | TULSA, OK
What causes you
stress at work?
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JULY 7-8, 2015 | TULSA, OK
Behavioral Flexibility
• The willingness to exercise behaviors not necessarily
characteristic of your own, for the benefit of the
relationship
• Involves making strategic adjustments to your
methods of communicating and behaving, based
on the particular needs of the relationship at that
particular time
• You can reduce tension by providing what they
need most at that given time
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JULY 7-8, 2015 | TULSA, OK
What does the research say?
• 79% of employees who quit their job site
that a lack of appreciation by the
manager, by management and their
colleagues is one of their primary reasons
for their leaving. Money is not the other
reason.
• 65% of North American workers say that
they have received no recognition or
appreciation in the last twelve months.
~Paul White
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JULY 7-8, 2015 | TULSA, OK
The Objective of
Appreciation
• Is to improve performance but to
support and encourage a person.
• Appreciation is not directional it can
be communicated from anyone to
anyone else.
• As partners we should know how to
encourage and motivate our
colleagues, partners and students.
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JULY 7-8, 2015 | TULSA, OK
We have to Appreciate/recognize people
• Individually and personally
• You have to take the time to get to
know people and communicate in
away that is meaningful to them for
what they have brought to this situation.
• It absolutely has to be viewed as
authentic.
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JULY 7-8, 2015 | TULSA, OK
Benefits of Appreciation
•
•
•
•
•
•
They like coming to work more
They are on time
Absenteeism is reduced.
Decrease staff turn over
Diminish tension and conflict
Improve customer satisfaction
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JULY 7-8, 2015 | TULSA, OK
Determining your Language of
Appreciation In The Work Place
Please take some time to complete
“The languages of
Appreciation Quiz”
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JULY 7-8, 2015 | TULSA, OK
Sources:
Four Styles: The Art of Better
Communications, Dr. Tony Alessandra.
The 5 Languages of Appreciation in the
Workplace, Gary Chapman and Paul
White
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JULY 7-8, 2015 | TULSA, OK