teamflow – the magic of collaboration web version

Team Flow – The Magic of Collaboration

Inspired by The Rolling Stones

University of Applied Sciences

Michael Makowski

Personal Introduction

Born in Berlin, Germany

MSc Business Administration

Jobs in consultancy, training and research

Since 1987 working and living in The Netherlands

Since 2000 lecturer/ communication trainer and researcher at the Hogeschool Utrecht



Inspired by The Rolling Stones?



Inspired by The Rolling Stones?


Because:

The Rolling Stones are a perfect role model for synergy.

It is a story of success, innovation and creativity, and cutting edge (lasting more than 45 years).

Their performances are energetic and powerful. The band members are very different and strong

personalities and at the same time they are deeply connected.


Let’s ask Keith Richards

http://team-flow-group.blogspot.com/






Research Process

Starting Point:Discovery of The Rolling Stones

as a Role Model

Modelling the Collaboration Patterns of The Rolling Stones

TeamFlow

Development of the Basis Concept

Th

eory &

Exercises

Translation into aTraining

Team FlowTraining

Action ResearchDesign

Pilot ProjectsTeam FlowA Method forCollaboration


The Challenging Research Question:

What are the characteristics of the collaboration method of excelling, energizing, top-performance teams?

?


Shared LeadershipAut

hent

ical

Comm

unic

atio

nCom

plementary

Qualities

Shared Passion Syner

getic

Iden

tity

Belief-management

Relational Field

TeamFlow

Concept


The Interaction Space of Team Flow


Ground:Relational Field

Ceiling and Walls:Mindsets and Beliefs

The Interaction Space of Team FlowEnergy:Shared Passion

Acoustics:Authentical Communication

Functionalities:Complementary Qualities

Construction:Shared Leadership

Appearance:Synergetic Identity


Attention for mutual relations.Making relationships explicit.Working permanently on the improvement of relationships.

Dilts – Relational FieldBurow – Creative Field

Lewin – Social Field Theory

Relational Field


Belief-management

Clarify individual beliefs on other team members and on the whole team. Integrate conflicting beliefs. Be

open for changing beliefs and paradigm shifts.

Dilts – Changing Beliefs/NLPEllis – Rational Emotive Behaviour Therapy


Shared Leadership

Authentical Communication

ComplementaryQualities

Shared Passion Synergetic Identity

Communicating from your heart: you say what you think and feel at the moment you

are connected with your ‘Self’. This is different from egocentric communication.

Korzybski - The Map is not the Territory

Watzlawick - Social ConstructivismScharmer et al. - Presencing, Theory U


Shared Leadership

ComplementaryQualities

Shared Passion Synergetic Identity

We know that heterogeneous teams are more productive than

homogeneous teams. It’s not enough to know and to accept this.

You need to appreciate diversity and experience the

interdependency in your team.

Belbin – Team Role TheoryOfman – Core Qualities


Shared Leadership

Shared PassionSynergetic Identity

Do what you love and love what you do.

1. Passion is not only something yousuddenly discover. You can develop

a passion as well as a shared passion.2. It’s not the passion itself, which gives the energy,

But the state of being passionate.

Chang – Passion Plan

Shared Leadership

Shared PassionSynergetic Identity

Every team or organization has an (implicit or explicit) identity. The difference is: if

members have to subordinate, we talk about a team or corporate identity and if the identities of

the members are the key elements of the team identity, we have a synergetic team

(or corporate) identity.

Bateson – Systems TheoryDilts – Logical Levels

Shared Leadership

Pearce & Conger – Shared LeadershipBradford & Cohen – Postheroic Leadership

Sawyer – Group Genius

The shared leadership concept considers leadership as an interaction issue

and not as qualities of certain persons. It is leading and following in a team process,

and this Is not connected to leaders.


Experience in Training

-To much thinking or analyzing keep you out of

team flow.- People know the difference between being and not being in team flow.

- It’s possible to bring a team into a state of team flow.

- You can create conditions to stimulate team flow, you can’t create team flow.

- Only if you are fully immersed in the process you can experience team flow.

- The most important cues to recognize team flow are: Soft and relaxed faces, laughter/humour, involvement, enthusiasm, openness, mutual support, mutual appreciation, a natural way of changing roles.


Pilot Project

Organizations

Achmea Insurance Company:

Division Social Security

Netherlands Centre for Excellence in Nursing

Faculty of Economics and Management / HU

Intervention tools:

Workshops

Belief Inventories

Team Coaching

Performance Indicators:

Results

Organizational Culture

Innovation Capabilities

Outcome: Team Flow as Collaboration Method


Any Questions

?????


Want to keep in touch? Join the Team Flow Group (Google).

Contact me. E-mail: [email protected]

Want to watch this presentation again? http://www.slideshare.net/mmakowski

Thank You!

mailto:[email protected]

http://www.slideshare.net/mmakowski





teamflow – the magic of collaboration web version

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