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Effective Teambuilding. Presented by Shenita Hicks August 2009. What does a successful team look like?. “It is amazing what can be accomplished when nobody cares about who gets the credit.” - Robert Yates. Critical Elements of a Successful Team. Shared Vision Alignment on purpose

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Effective teambuilding l.jpg

Effective Teambuilding

Presented by Shenita Hicks

August 2009

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What does a successful team look like?

“It is amazing what can be accomplished when nobody cares about who gets the credit.”

- Robert Yates

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Critical Elements of a Successful Team

  • Shared Vision

    • Alignment on purpose

    • Understanding of goals

    • Task focused

  • Commitment

    • Participative leadership

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Critical Elements of a Successful Team

  • Trust

    • Shared responsibility

    • Understanding of roles

  • Communication

    • Information sharing

    • Responsiveness

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  • Communication

    • Why?

      "One man can be a crucial ingredient on a team, but one man cannot make a team.“

      -- Kareem Abdul-Jabbar

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Beginnings of Conflict

  • Seeking power

  • Dissatisfaction with management style

  • Weak leadership

  • Lack of openness

  • Change in leadership

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Causes of Workplace Conflict

  • Alignment of amount of resources is insufficient

  • Leadership Problems

  • Personal Chemistry

    • Cultural

    • Generational

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Generational Differences

  • Important aspect of diversity

  • For the first time in American History, there are four generations working side-by-side.

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The Four Generations

  • Traditionalists (born 1922-1943)

  • Baby Boomers (born 1943-1960)

  • Generation X (born 1960-1980)

  • Nexters/Generation Y/Millenials (born 1980-2000)

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Generational Facts

  • They all view the world differently.

  • Their differences can cause strife in the workplace.

  • They all have something to add to the workplace.

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Generational Commonality

  • Employees of all generations have one thing in common. They need one good reason they should put their full faith in any one organization.

  • Trust is common, no matter the age.

    Adapted from: K. Tyler, Neckties to Nose Rings (2002)

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Great Depression

New Deal

World War II

Korean War


Social Security Mandatory


Civil Rights Movement

Sexual Revolution

Cold War

Space travel



Events and Experiences

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Latchkey Upbringing

Women’s Liberation

Desert Storm

Energy Crisis


Video Game

Personal Computers


School shootings


Child focused world

September 11th Tragedy

Events and Experiences

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Hard work

Dedication & sacrifice

Respect for rules

Duty before pleasure




Team orientation

Personal gratification


Personal growth


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Techno literacy

Fun and informality





Techno Savvy

Feel civic duty


Achievement oriented

Respect for diversity


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When Generations Fail To Communicate

  • May impact turnover rates

  • May impact tangible costs (i.e. recruitment, hiring, training, retention)

  • May impact intangible costs (i.e. morale)

  • May impact grievances and complaints

  • May impact perceptions of fairness & equity

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Generational Feedback

Feedback style and form can

be impacted by generational


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Generational Feedback

  • Traditionalists – “No news is good news.”

  • Boomers – “Feedback once a year and lots of documentation.”

  • Xers – “Sorry to interrupt but how am I doing?”

  • Millenials – “Feedback whenever I want it at the push of a button.”

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Feedback Style and Impact

  • Feedback styles that may appear informative and helpful to one generation might seem formal and “preachy” to another.

  • Feedback an Xer thinks is immediate and honest can seem hasty or even inappropriate to other generations.

  • Some older generations have been told that there is a time and place for feedback. Younger generations haven’t necessarily been taught this “rule.”

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Generational Meaning of Feedback

  • Xers need positive feedback to let them know they’re on the right track.

  • Nexters are use to praise and may mistake silence for disapproval. They need to know what they’re doing right and what they’re doing wrong.

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When You are interacting across age difference…

  • Find out not only about the seminal events that occurred as they were growing up, but also about the ways in which this event impacted the person with whom you are interacting

  • Avoid assuming that because people are a certain age they will act a certain way. There are some people that don’t fit

  • Instead of treating others as you like to be treated, find out how they like to be treated and respect them by honoring that

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Conflict Indicators

  • Body language

  • Surprises

  • Conflicts in value system

  • Lack of respect

  • Lack of clear goals

  • Disagreements, regardless of issue

  • Withholding information

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Conflict: Good or Bad?

  • Depends

  • If managed well, it can:

    • Help raise and address problems.

    • Focuses team on the most immediate issues.

    • Motivates people to participate.

    • Helps people recognize and benefit from differences.

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Conflict: Good or Bad?

  • Conflict is a problem when it:

    • Hampers productivity

    • Lowers Morale

    • Causes more and continued conflict

    • Causes inappropriate behaviors

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Conflict Management

  • Conflict Management is the principle that all conflicts cannot necessarily be resolved, but learning how to manage conflicts can decrease the odds of non productive escalation.

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Common Conflict Management Strategies

  • Avoid it.

  • Accommodate it.

  • Compromise.

  • Compete.

  • Collaborate.

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When a person does not pursue his/her own concerns or those of the other person.

Avoiding Skills

Ability to withdraw

Ability to leave things unresolved

Ability to sidestep issues

Sense of timing

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An individual neglects his/her own concerns to satisfy the concerns of the other person.

Accommodating Skills

Forgetting your desires

Ability to yield selflessness

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To find some expedient mutually acceptable solution which partially satisfies both parties.

Compromising Skills


Assessing value

Finding a middle ground

Making concessions

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Pursuing your own concerns at the others expense.

Competing Skills

Arguing or debating

Standing your ground

Using rank or influence

Stating your position clearly

Asserting your opinions and feelings

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Involves an attempt to work with the other person to find some solution which fully satisfies the concerns of both parties.

Collaboration Skills

Active Listening

Identifying concerns

Non threatening confrontation

Analyzing input

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Techniques for Resolution

Meet conflict head on

Set goals

Plan for and communicate regularly

Be honest about concerns

Agree to disagree

Remove individual ego

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Techniques for Resolution

Discuss differences in values openly

Communicate honestly

Focus on interests vs. positions

Think outside the box to develop optional solutions

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Valuing Differences

Information flows in all directions.

Successful leaders find a way to let every

generation be heard. They recognize

that no one has all the answers. This

appreciation of diversity allows each

group to contribute and be a part of the

growth of a division or organization.