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vernon-goodwin
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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.
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
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
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
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 advanceCorrespond personally with each to confirm
participation & interestEnunciate 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 frequentlyEnable private virtual dialogue
Virtual Teams
It’s harder to build a team over a distance. So…Achieve very clear, unambiguous goalsArrange 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 briefingStay close to the microphoneExplicitly 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