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January 10, 2014LEAH Building and Supporting TeamsGoalsIdentify why a team is important with emphasis on administrative teamsDefine a teamIdentify characteristics of a strong teamReview qualities needed in a leader to support successful teamsPractice with case study, module 3Inspire: bring leadership wherever we go Holly Grason (MCH/Johns Hopkins)

Why a team is importantGet more done in less time at more costDifferent perspectives/contributionsFulfillment and sense of connectednessEver been on a team?What worked?What didnt work?That goes beyond the office/clinic3Define a TeamRelatively small group of people (3-12)Shares common goalsShares rewards and responsibilities for achieving goalsSet aside individual and personal needs for greater goal of groupInter-dependence and mutual accountabilityAccountability aka responsibility4Professional and Academic TeamsMDPublic Health Nutritionist (RD, MPH)PoliticalEducationPsychosocialEpidemiologistExternal LiaisonParent

Functional Team MembersChair (may be shared)External liaison/spokespersonGoal-setting (futuristic)Translate to concrete, operational planCreative, brainstormer, even wackyCheerleader to keep goingTracking details, targets, metricsConsumerLeadership StylesDefining tells group what to doClarifying team sets agenda and leader provides input, reaction; acts as a sounding boardInvolving team is independent in defining goals and all members share the work on equal footingEmpowering Here you go; this is what you need to doMCH Holly Grason7Complete and score the Personal Profile

8Slide Purpose: To provide a trigger for the facilitator to hand out the tool and walk students through how to complete it.

Suggested talking points: Distribute the Personal Profile Assessment and scoring sheet (found in the Supporting Documents section of the CPI SharePoint) Ask participants to complete and identify their predominant style (color) when things are going well and when they are under stress. Participants should complete the tool while thinking about how they are at work.When everyone has identified their style(s), go on to describe the red, blue, green and purple styles.NOTE: For those of you who have taken the SDI tool, this is a different tool. Please note that the colors are somewhat similar, but do have slight differences in their style descriptions.

Scoring and Primary Style

Style when things are going well = GreenStyle when things are not going well and you are under stress = RedIdentify the quadrant with the most words circled, the color represents your primary style. Your style may change when you are under stress. Lets learn more about each style.. Slide Purpose: To provide an overview of how to determine your primary style when things are going well and when you are under stress.

Suggested talking points:

This graph represents the four primary styles (Green, Red, Blue and Purple).Your primary color and secondary color total score may be close in number. This graphic represents that you will have a primary style represented by the color and showing where you are on this continuum, but that all of us have aspects of all 4 colors.If you find that you have an equal number of circled words in two quadrants, choose which color/style best describes you.If you find that you are within one or two circled words of your top two colors, you can choose which color/style you think best describes you. Lets look in more detail at the description of each of the colors.

Green - AnalyzerStrengths analytic cautious methodical fair thorough nit-picking suspicious rigid unfeeling compulsiveWeaknesses10Slide Purpose: To list strengths and weaknesses of Green

Suggested talking points: Here are some strengths and weaknesses of Greens. Note that weaknesses are usually strengths taken to the extreme

Question for the group: Does the descriptions, strengths and weaknesses of the Greens, ring true for those of you who scored highest in Green?Red - ControllerStrengths ambitious competitive self-confident forceful organizer ruthless combative arrogant dictatorial controllerWeaknesses11Slide Purpose: To list strengths and weaknesses of Red

Suggested talking points: Here are some strengths and weaknesses of Reds. Note that weaknesses are usually strengths taken to the extreme

Question for the group: Does the descriptions, strengths and weaknesses of the Reds, ring true for those of you who scored highest in Red?Blue - StabilizerStrengths supportive trusting adaptable optimistic helpful submissive gullible wishy-washy impractical self-denyingWeaknesses12Slide Purpose: To list strengths and weaknesses of Blue

Suggested talking points: Here are some strengths and weaknesses of Blues. Note that weaknesses are usually strengths taken to the extreme

Question for the group: Do the descriptions, strengths and weaknesses of the Blues, ring true for those of you who scored highest in Blue?Purple - PersuaderStrengths flexible open to change socializer experimenter adaptable tolerant looks for options wishy-washy inconsistent unable to stand alone aimless spineless uncaring without any focusWeaknesses13Slide Purpose: To list strengths and weaknesses of Purple

Suggested talking points: Here are some strengths and weaknesses of Persuaders Note that weaknesses are usually strengths taken to the extreme

Question for the group: Does the descriptions, strengths and weaknesses of the persuader ring true for those of you who scored highest in this quadrant?With Analyzers DODONT- Prepare in advance- Be disorganized or messy- Be accurate- Be casual, informal or loud- Be direct- Rush decision-making- List pros and cons-Fail to follow through- Present specifics-Waste time- Be persistent- Leave things to chance- Use timetables for actions-Threaten or cajole- Provide tangible, practical - Use opinions as evidence evidence- Be manipulativeSlide Purpose: To provide guidance on behaviors that are effective and not effective with the Analyzer style

Suggested talking points: Here are some actions/behaviors that are most effective when working with someone with Green or analyzer as their primary style.

Question for the group: Do these actions, behaviors ring true for those of you who scored highest in this quadrant?

With Controllers DODONT- Be specific & brief-Ramble or waste time- Stick to business-Be disorganized or messy- Be prepared- Leave loopholes or be unclear- Present facts clearly- Ask rhetorical questions- Ask what questions- Make decisions for them- Provide alternative solutions-Speculate- Take issue with facts- Be directiveSlide Purpose: To provide guidance on behaviors that are effective and not effective with the Controller style

Suggested talking points: Here are some actions/behaviors that are most effective when working with someone with Red or controller as their primary style.

Question for the group: Do these actions, behaviors ring true for those of you who scored highest in this quadrant?

With Stabilizers DODONT- Start with a personal comment- Rush into business- Show sincere interest in them as-Stick constantly topeople business - Listen and be responsive quickly -Force them to respond- Be casual and non-threatening- Be demanding- Ask how questions- Debate facts & figures- Watch for hurt feelings- Be abrupt- Provide assurances- Be patronizing- Decide for themSlide Purpose: To provide guidance on behaviors that are effective and not effective with the Stabilizer style

Suggested talking points: Here are some actions/behaviors that are most effective when working with someone with Blue or stabilizer as their primary style.

Question for the group: Do these actions, behaviors ring true for those of you who scored highest in this quadrant?

With Persuaders DO DONT- Be fast-moving, entertaining- Leave time for socializing - Talk about their goals - Deal with the big picture- Ask for their opinions & ideas- Be dogmatic- Provide examples from peoplethey believe are important- Offer incentives or rewards Deal with details

Talk down to them

Legislate

Be cold, aloof, or tight lipped

Press for solutions

Slide Purpose: To provide guidance on behaviors that are effective and not effective with the Persuader style

Suggested talking points: Here are some actions/behaviors that are most effective when working with someone with Purple or persuader as their primary style.NOTE: for those of you who have taken the SDI tool, please note that the colors are somewhat similar, but do have slight differences. For example, you may have been a Blue/Stabilizer according to the SDI tool and perhaps might be a Purple/Persuader using this tool. Question for the group: Do these actions, behaviors ring true for those of you who scored highest in this quadrant?

Characteristics of a Strong Team2005,Lencioni

Members of treat teams trust one another on a fundamental, emotional level and they are comfortable being vulnerable about their weaknesses, mistakes, fears and behaviors. Openness from this trust can allow teams to engage in passionate dialogue around issues and decisions that are key to success. They dont hesitate to disagree in the spirit of finding the best answers and making great decisions. This allows for team members to genuinely buy-in and committ to important decisions. This allows for holding themselves and each other responsible/accountable to adhering to decisions. Teams that trust one another, engage in conflict, committ to decisions, and hold one another accountable are very likely to set aside individual needs, agendas and focus on what is best for the team (or patient/family).18Qualities in a Leader for Building Successful TeamsShares power to increase powerOffers active roles in decision-making Relies significantly on peer problem-solvingPromotes self-confidence in others and expresses own confidence in their capabilitiesEncourages others to act together to affect change

ActivityCASE STUDY EXERCISE #3:Draft an agenda and general plan for the next meeting. Include an outline of the data, information, andmaterials that will be provided in advance or during the meeting, and how they will be used. Create a planfor organizing participants to get the work done (e.g., team member tasks and roles, timelines, teamstructures).As you plan for the meeting, answer the following questions: What are the specific challenges you will face in creating an effective working environmentfor this group? What are some strategies that can be applied? What specific outcomes should be expected from this meeting? What kind of follow up willbe required to move the proposal forward? Where do you expect to face the greatest resistance? How can you overcome this resistance? How much should you cite the Governors desire? How can you seek his endorsement early? Where do you expect to find the greatest support? How can you use this for the bestadvantage? What additional preparation (beyond whats described in the case study) would be helpfulbefore this second meeting?ResourcesMCH Leadership Development SeriesCowboys and Pit CrewsCase StudySalas, E and Frush, K, editors, Improving Patient Safety Through Teamwork and Team Training, Oxford, 2013.St. Pierre, M., et. al., Crisis Management in Acute Care Settings, 2nd edition, Springer, 2011.Lencioni, Patrick, Overcoming the Five Dysfunctions of a Team, A Field Guide, for Leaders, Managers, and Directors, Jossey-Bass/Wiley 2005.