http://www.teambuilders.com//index.php/blog/index/ en NConner@teambuilders.com Copyright 2010 2010-04-29T18:55:11+00:00 http://www.teambuilders.com/index.php/site/make_time_to_develop_your_people/ http://www.teambuilders.com/index.php/site/make_time_to_develop_your_people/#When:18:55:11Z When Will We Be There? We took our boys down to North Carolina last summer to see their grandparents.  We broke the drive into three days down and three days back and about 5-6 hour blocks.  It was inevitable that we were going to hear the proverbial “when will we be there?” or “how much longer?”  We of course had to answer in terms that a seven year old could understand.  For example, fifteen minutes = one Sponge Bob episode, so two hours is eight Sponge Bob episodes and so on. Right about now we are all asking the same questions about the recession.  It seems like we were ramping up for it for two or three years and now that it’s arrived (and boy has it arrived) we hear mixed messages of a possible end in sight.  So do we spend another 2-3 years ramping down?  What a long trip. It was easy for folks to jump on the poor recession bandwagon and you can tell they have.  Spending is frozen on most developmental programs.  Team building (the real stuff) and leadership development were almost non-existent in 2009. Fortunately we were blessed.  Our clients believe in what we do and agree that the best place for an investment right now is in the growth and health of the organization, especially improving the functioning of the executive team, and their clarification of and recommitment to the organization’s values and purpose. Smart executive teams have taken the opportunity during slow times to build greater trust and a cohesive membership. This benefits the organization as it will reduce the uncertainty that causes distrust, especially during tough times, and it will promote better decisions about the future of the business.  The strategy should be to emerge galvanized and stronger than ever when things turn and be that much further in the game than your competition. Early in my career I was in Exercise Physiology, certified by the American College of Sports Medicine.  That’s right, Nick Conner, fitness trainer to the rich and famous.  I would always get a kick out of the people whose goals were to get in shape in order to look good enough to join a gym.  I always thought the gym was for getting in shape. My point is that developing effective leaders and a cohesive team at any level is a process, not an event. We shouldn’t wait until things are better then decide to make an effort to better ourselves. So, are we there yet?  There are positive economic signs around the world, but are we there yet?  How many Sponge Bob episodes until we feel confident to invest in our people for the future of the organization?  The time is now. Team Building, Achieving Change, Leadership, Vision 2010-04-29T18:55:11+00:00 http://www.teambuilders.com/index.php/site/leadership_development/ http://www.teambuilders.com/index.php/site/leadership_development/#When:21:10:42Z Most of the programs we deliver deal with leadership teams and leadership development, so we understand the critical need companies have for guidance in this area.  This article provides some great information as you plan to develop your leaders. Enjoy!    Leadership 2009-12-08T21:10:42+00:00 http://www.teambuilders.com/index.php/site/leadership_development_experts_part_iii/ http://www.teambuilders.com/index.php/site/leadership_development_experts_part_iii/#When:20:56:22Z Dr. Bruce Tuckman Recently we did a deep dive with a client on the stages of her team’s development.  We used an activity called interdependency or “the Quantum Puzzle” to illustrate how her team can progress through stages and what happens when change is introduced. Dr. Bruce Tuckman Recently we did a deep dive with a client on the stages of her team’s development.  We used an activity called interdependency or “the Quantum Puzzle” to illustrate how her team can progress through stages and what happens when change is introduced. We had a great, lengthy debrief with this executive team on how to lead teams through these stages and how a leader can accelerate the team’s growth. For those of you who would like to learn more about your team’s stage (forming, storming, norming, or performing), and the underlying model that informs this theory please refer to the work of Dr. Bruce Tuckman and his “The Tuckman Model” Also, those of you working with SMWT or SDWT ask about the adjourning stage of that model.  For those many requests about information on Dr. Tuckman and his model, the link above will help you out. What other team models have you come across and how have they benefited you or a client? Leadership 2009-12-08T20:56:22+00:00 http://www.teambuilders.com/index.php/site/leadership_development_experts_part_ii/ http://www.teambuilders.com/index.php/site/leadership_development_experts_part_ii/#When:20:47:39Z Dr Meredith Belbin What I like most about Dr. Belbin’s approach is that he doesn’t subscribe to the generic use of the word team to describe work groups.  He also doesn’t believe that scavenger hunts, boat building and culinary types of events are great for the social aspect of group development, and should not be considered “team building.” Dr Meredith Belbin As many of you may know we are fans of the Myers-Briggs Type Indicator, and it is one of the most widely used instruments internationally (within non-psychiatric populations).  We’ve used it in Canada, Egypt, Japan, Mexico and the United States. When we travel over the pond though, our clients usually prefer we use the Belbin Team Roles as the instrument of choice for personality assessment.  In my previous position, over fifteen years ago, I was first introduced to the work of Dr. Meredith Belbin by some colleagues from England.  Since then TeamBuilders WorldWide has used the Belbin Team Roles in England, France and the United States.  What I like most about Dr. Belbin’s approach is that he doesn’t subscribe to the generic use of the word team to describe work groups.  He also doesn’t believe that scavenger hunts, boat building and culinary types of events are great for the social aspect of group development, and should not be considered “team building.” Dr Meredith Belbin, UK academic and consultant, developed the Belbin team roles model in the late 1970s. Belbin’s work at Henley Management College demonstrated that balanced teams comprised of people with different capabilities performed better than teams that are less well balanced. Belbin’s key book ‘Management Teams - Why They Succeed or Fail’, was first published in 1981. According to Belbin publicity, the Belbin Team Roles model is used by over 40% of the UK’s top 100 companies, and thousands more internationally. (Belbin founded Belbin Associates, who produce and provide psychometrics - personality and behavioral testing instruments and other related services based on Belbin’s theories) Please check out more about his work here. Leadership 2009-12-08T20:47:39+00:00 http://www.teambuilders.com/index.php/site/leadership_development_experts/ http://www.teambuilders.com/index.php/site/leadership_development_experts/#When:15:26:25Z Dr. Katherine Benziger Many of us have read or even operate and facilitate around the same community of authors and team/leadership experts.  We all know and either like or dislike the work of Blanchard, Covey, Lencioni and Kouzes and Posner.  We enjoy the personality dynamics presented by Jung, Myers Briggs, Eysenck, and other personality theories. But the month of December we will dedicate to some of intellectuals who may not be as well known in the area of team and leadership development.  Experts like Dr. Katherine Benziger. Dr. Katherine Benziger Many of us have read or even operate and facilitate around the same community of authors and team/leadership experts.  We all know and either like or dislike the work of Blanchard, Covey, Lencioni and Kouzes and Posner.  We enjoy the personality dynamics presented by Jung, Myers Briggs, Eysenck, and other personality theories. But the month of December we will dedicate to some of intellectuals who may not be as well known in the area of team and leadership development.  Experts like Dr. Katherine Benziger. Dr. Katherine Benziger is a true pioneer and leading expert in her field. Her work has for the past 25 years focused on the proper and ethical development and application of personality assessing in the global business environment. Significantly, Dr Benziger prefers the term personality assessing, rather than personality testing, to describe her approach. Katherine Benziger is keen to distance herself from the ‘personality testing’ industry, for which ‘falsification of type’, and the interests of the individual - rather than the organization - are not generally seen as a priority concerns. For Dr Benziger they are. See also the Personality Models and Types section which includes more about Benziger’s theory in relation to Jung, Myers Briggs, Eysenck, and other personality theories. In my search of learning as much as I can and to be the best facilitator I can be, I look for other experts worth mentioning.  Who do you think should be recognized for their contributions to human and professional development?  We’d love to hear from you. Leadership 2009-12-01T15:26:25+00:00 http://www.teambuilders.com/index.php/site/leaders_take_action/ http://www.teambuilders.com/index.php/site/leaders_take_action/#When:01:11:53Z Put Superman out of a Job! All of us remember how Superman could save the day.  While our author, Dr. Henry Cloud, is not suggesting we become full-fledged Supermen or Superwomen, he does present a few ideas that would play well for today’s leaders. All of us remember how Superman could save the day.  While our author, Dr. Henry Cloud, is not suggesting we become full-fledged Supermen or Superwomen, he does present a few ideas that would play well for today’s leaders. 1. Ask yourself, “What can I do to make the situation better?”  Then do it! Don’t blame, don’t play victim.  Instead, if you see something that needs to be done, do it! 2. Spring into Action! When we practice ownership and responsibility we can spring into action in any context – in any location.  If it becomes our motif and style, it can be useful in any circumstance we find ourselves confronting. Dr. Cloud suggests: 3. Get out of the phone booth You will remember that while an emergency was unfolding, Clark Kent was in the phone booth getting turned into Superman.  What would have happened if Kent had stayed there?  Nothing!  This is true of a great leader as well.  When the emergency comes up – act!  You will get noticed and the future will be even brighter for you. 4. Do Something Super Every once in a while we all get stuck in our careers.  By digging in and doing something – things will change. I remember thinking I would never get around to a Master’s Program.  But one day I sat down and made a list of everything it would take to get enrolled. When I got done I started doing each thing one at a time.  Before I knew it, I was enrolled in a Master’s Program.  What seemed formidable became doable when I DID SOMETHING.  To someone else I may not have looked like Superman – but to me, Clark Kent had nothing on me! Accountability, Achieving Change, Execution, Leadership, Vision 2009-11-17T01:11:53+00:00 http://www.teambuilders.com/index.php/site/leaders_need_vision/ http://www.teambuilders.com/index.php/site/leaders_need_vision/#When:18:10:31Z Dr. Cloud says that leaders must “Play the Whole Movie” or in other words, evaluate their decisions in the present based on how they will affect the future. He makes it clear that many people often look to the next step following a decision, but seldom do people go beyond that to many more possible outcomes.  How can you plan for adjustments if you haven’t thought through many of the things that could happen from the decisions you make? Play the Whole Movie Dr. Cloud says that leaders must “Play the Whole Movie” or in other words, evaluate their decisions in the present based on how they will affect the future. He makes it clear that many people often look to the next step following a decision, but seldom do people go beyond that to many more possible outcomes.  How can you plan for adjustments if you haven’t thought through many of the things that could happen from the decisions you make? Dr. Cloud says that many people have postponed happiness because they see the things in their way as formidable.  If people can look beyond the next three or four year commitment, they might find true happiness. They might be able to make the advances they have so desired. I experienced this in my own life.  I found my self teaching school and, while there were some wonderful parts of that job, I knew that a Master’s Degree would move me beyond what I was doing now for some richer experiences.  It took sacrifice and investment of money, but I finally achieved that and was able to move beyond the classroom to many more leadership opportunities.  By playing out what I thought would happen, I found much greater success. Dr. Could says don’t miss out on plotting for the downsides of decision making.  Contingency planning is very important.  Spend some time with “what if” to see if you have all these parts covered.  What you don’t want are surprises! Finally, Dr. Cloud says to put on an Oscar-Winning Performance!  Having done the planning, forecasting, and contingency review, you can move forward ready to receive the Oscar for outstanding leadership performance. Next week…“Put Superman out of a job” Achieving Change, Leadership, Vision 2009-11-10T18:10:31+00:00 http://www.teambuilders.com/index.php/site/9_Things_A_Leader_Must_Do_Part_II/ http://www.teambuilders.com/index.php/site/9_Things_A_Leader_Must_Do_Part_II/#When:23:24:17Z Dr. Henry Cloud, in his book, 9 Things a Leader Must Do, lists the second “thing” as “Yank the Diseased Tooth.”  In other words, do not allow the negative things to take up space in your life. Dr. Henry Cloud, in his book, 9 Things a Leader Must Do, lists the second “thing” as “Yank the Diseased Tooth.”  In other words, do not allow the negative things to take up space in your life. Dr. Cloud believes that we all have the choice of getting rid of the negative energy around us.  It doesn’t matter if it is little stuff or big stuff – yank it out and get rid of it. He suggests you listen to that voice inside you that says: 1. This doesn’t quite feel right. 2. I don’t feel comfortable doing this or agreeing to this. 3. This is not what I really want. 4.  This violates an important value. 5. I’m going to resent this for a long time. 6. I wish this were not happening. Negative things have no place in a leader’s heart.  Forgive and reconcile.  Move quickly to deal with whatever is crushing your spirit. My own experience of working with people one-on-one in corporations has shown me that negative thinking can be a real drag to becoming a good leader.  If we can learn to identify those feelings that erupt inside us and trace them down to their cause, then the path is wide open to good leadership. Achieving Change, Conflict, Leadership, Vision 2009-10-19T23:24:17+00:00 http://www.teambuilders.com/index.php/site/9_Things_A_Leader_Must_Do_Part_I/ http://www.teambuilders.com/index.php/site/9_Things_A_Leader_Must_Do_Part_I/#When:14:03:38Z Dr. Henry Cloud, in his book, 9 Things A Leader Must Do, lists the first thing as “Excavate Your Soul.”  In other words, invest in your inner desires and drives. Dr. Henry Cloud, in his book, 9 Things A Leader Must Do, lists the first thing as “Excavate Your Soul.”  In other words, invest in your inner desires and drives. Dr. Cloud believes that we all have hidden treasures in our inner being that are a compilation of dreams, desires and talents.  So if we dig into those inner resources and invest in them, we might just find the passion to lead.  To dig deeper he suggests: 1. Become aware of your dreams, desires, talents, and other treasures of the soul. 2. Listen to them and value them as life itself 3. Takes steps to develop them, beginning in very small ways. 4. Seek coaching 5. Don’t get so focused on the results that you miss the joy of searching. What causes us to bury this treasurer?  Perhaps a parent who was too harsh or a tough relationship you have suffered in.  Perhaps you “gave up” along the way or other people didn’t foster what was so deep within you. Dr. Cloud believes that we must take the risk and dig up these treasures.  He says, “The avoidance of risk is the greatest risk of all.” Here are some things you can do: 1. Listen to what bugs you.  It might be telling you something. 2. Don’t let negative feelings hold you back. 3. Get back to those long-term wishes and dreams you had a as child. 4. Listen to your symptoms. 5. Pay attention to your fantasies to see if something is missing. 6. Face your fears and obstacles. 7. Don’t confuse envy with desire.  Someone else may remind you that you have lost touch with your own dreams. 8. Do all of this with the support community who love you. Perhaps, just perhaps, if we could get in touch with the talents, dreams and desires, we could find the passion to lead our groups securely. Achieving Change, Leadership, Vision 2009-10-15T14:03:38+00:00 http://www.teambuilders.com/index.php/site/Team_Building_Versus_Team_Development_/ http://www.teambuilders.com/index.php/site/Team_Building_Versus_Team_Development_/#When:17:37:11Z In case you haven’t noticed, there are a lot of companies out there claiming expertise in team building. Some of these will have you playing pin the tail on the donkey, or running around on a scavenger hunt. Team Building Versus Team Development In case you haven’t noticed, there are a lot of companies out there claiming expertise in team building. Some of these will have you playing pin the tail on the donkey, or running around on a scavenger hunt. When they’re done with your event, they may very well be off to do the same program for a kid’s birthday party. It’s not that we’re against having fun, or doing silly things. We just don’t like being lumped into the scavenger hunt category. These are scary, serious times for business. That doesn’t mean you need scary training programs, but you need programs that are serious about results. At TeamBuilders WorldWide, we prefer to think of ourselves as team development facilitators. We take a baseline measurement of teamwork before we begin the engagement, and then use that same test for up to a year after to make sure that what we’ve trained for has taken hold. The best part is that we have a lot of fun along the way, but that fun is a reward for the hard work our facilitation style demands. Team Building, Achieving Change, Execution, Measurement & Assessment, Return on Investment 2009-10-09T17:37:11+00:00