Lecture 1-intro Team building

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Lecture 1-intro Team building
2011-05-27 19:35:00

The First and Second Conversaton
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  1. Match Team Intelligence (the First Conversation) with its corresponding “The Point.”
    The Point ~ Everything is Meaningless (Even Team Talk) Without Context
  2. Recognize Katzenback and Smith’s definition of a team.
    Team Defined: “A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and working approach for which they hold themselves mutually accountable.”
  3. Recognize the five types of teams (or groups)
    • Working group
    • Pseudo-Team
    • Potential Team
    • Real Team
    • High Performance Team .
  4. Recognize- Working group
    Solos working in mere proximity.
  5. Recognize- Pseudo-Team
    Integrated performance is called for, but the group doesn’t go for it…They may wear the same uniform.
  6. Recognize- Potential Team
    The Group sees the benefits of joint work; they try to improve through increased coordination.
  7. Recognize- Real Team
    Has common aims, association, approach and accountability.
  8. List (in 1 phrase each) the five characteristics of high performance teams
    • Shared Symbols about Aims & Identity
    • Enthusiasm and energy level — (Urgency, Snap)
    • Event-driven histories — (Galvanizing Events, Performance-Propelling Stories)
    • Personal commitment — (Individually, Collectively)
    • Performance results — (Outstanding Results)
  9. Match Team Reflex (the Second Conversation) with its corresponding “The Point” and “Getting the Point.”
    • The Point ~ Regardless of the Size of Community to Which You Find Yourself in Service, You Will Never Lead More than a Team
    • Getting the Point: What if Teaming Up is an Unnatural Act and Going Solo is not
    • - Going solo is more natural
  10. Recognize this principle - Consider: Acts 6 -Tale About Deacons or Having Permission to Act on Granted Authority. As pastor, Peter knew he was not called to do a deacon’s job. Therefore, he assigned others to do the task.“Pastor, we are out of toilet paper! You’ve got to do something!”When you see a need in the church, do not automatically rely on the pastor to handle it. Either propose a plan to the pastor or find a way to meet the need. In church culture, democratically-minded people resist a hierarchy of authority; they want a flat structure where everyone is of the same rank. But as the workload and duties increase, then people create a structural hierarchy.Whatever context you serve in, you must find an appropriate structural hierarchy. By collaborating and developing a team reflex, your team can handle contingencies.
    The principle of Power Distributed, Power Multiplied (our power to act on granted authority).
  11. Recognize the Expansive Model of Leadership Capacities’ five levels and capacities.
    • Missio Dei Level
    • Enterprise Level
    • Unit Level
    • Team Level
    • Self Level
  12. Recognize- Missio Dei Level
    God’s plan for us is a world-wide mission to glorify God
  13. Recognize- Enterprise Level
    (the entire organization) – developing capacity for strategic momentum
  14. Recognize- Unit Level
    (a ministry area or department) – developing capacity for operational results
  15. Recognize- Team Level
    developing capacity for face-to-face communication
  16. Recognize- Self Level
    developing capacity for self-master
  17. Recognize the four stages of Becoming Mindful and their sequence.
    • 1. Not conscious, not competent
    • 2. Conscious, but not competent
    • 3. Competent, but not conscious why
    • 4. Conscious and competent