WMHC June 9, 2011 WMHC Interest Circle Call/Webinar Today’s call will start at 12: 00 pm. (Length of the call is 60 minutes) Step 1 Step 2 Please do the following two steps. Turn off or mute your computer speakers. Call the conference line 1 -866 -642 -1665 Access code 468162 # Press *6 to mute and un-mute your phone
Wisconsin Mental Health Collaborative – Round 2 (WMHC 2) Monthly Interest Circle Call/Webinar Thursday, June 9, 2011 – 12: 00 – 1: 00 p. m. (CT) Web link: http: //niatx. adobeconnect. com/ r 53509387/ Call in information: 1 -866 -642 -1665 Pass code: 468162# AGENDA • Welcome & Introductions – Rochelle Green • Review Agenda – Rochelle Green • Discussion Topic – “Leading Effective Change Teams” – Anna Wheelock, NIATx • Site Updates – • Door • Iowa/Grant • Jefferson • La Crosse • Lincoln/Marathon/Langlade • Milwaukee • Rock • Wood • Barriers & Challenges – Anything keeping you up at night? • Future Topics – Suggestions? • Next Calls – second Thursday of the month – 12: 00 – 1: 00 p. m. CST • July 21 (moved to third Thursday) • August 11 • September 8 • October 13 (if needed) • Mark your calendar for Close-Out Session – October 26 – Concourse Hotel, Madison • Evaluation
Strategies for Building Effective Teams Overview
Stages of Team Growth 1. Forming 2. Storming 3. Norming 4. Performing
Forming – Stage 1 • Cautiously explores boundaries of acceptable group behavior • Transitioning from individual to member status • Tests leader’s guidance, formally and informally
Storming – Stage 2 Most difficult stage Feelings & behaviors: • Testy, blameful or overzealous • Resistance • Sharp fluctuations in attitude • Arguing • Defensive & competitive • Questions the wisdom • Establishes unrealistic goals • Perceives a “pecking order”
Norming – Stage 3 Resistance fades away Feelings: • • • Expresses criticism constructively Acceptance Relief Behaviors: • Attempt to achieve harmony • Friendliness, confiding, sharing & discussing • Sense of team cohesion, common spirit & goals • Establishing, maintaining ground rules & boundaries (“norms”)
Performing – Stage 4 Now an effective, cohesive unit Can begin performing - diagnosing and solving problems, and choosing and implementing changes. Discovered and accepted each other’s strengths & weaknesses, and learned what their roles are.
The Five Dysfunctions of a Team Inattention to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust “The Five Dysfunctions of a Team” by Patrick Lencioni
Absence of Trust • Stems from an unwillingness to be vulnerable within the group • Members who are not open about their weaknesses and mistakes make it impossible to build a foundation of trust Absence of trust looks like: • Hesitates to ask for help • Jumps to conclusions • Holds grudges • Dreads meetings
Fear of Conflict Absence of Trust • Failure to build trust is damaging because it sets the tone for this dysfunction. • Teams that lack trust are incapable of engaging in unfiltered and passionate debate of ideas. • They resort to veiled discussions and guarded comments. • 1 st step is acknowledging that conflict is productive and may team members avoid it.
Lack of commitment Fear of Conflict Absence of Trust • Lack of healthy conflict ensures a lack of commitment. • Without having aired their opinions in the course of passionate and open debate, team members rarely, if ever, buy in and commit to decisions, though they may feign agreement during meetings.
Avoidance of Accountability Lack of commitment Fear of Conflict Absence of Trust • Because of this lack of real commitment and buy-in, team members develop an avoidance of accountability. • Without committing to a clear plan of action, even the most focused and driven people often hesitate to call their peers on actions and behaviors that seem counterproductive to the good of the team.
Inattention to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust • Failure to hold one another accountable creates an environment where the fifth dysfunction can thrive. • Inattention to results occurs when team members put their individual needs (such as ego, career development, or recognition) or even the needs of their divisions about the collective goals of the team.
The role of the Leader Demonstrates vulnerability and does not punish vulnerability • • Demonstrate restraint with team conflict and allows resolution to occur naturally • Comfortable with making a decision that could be wrong; pushs group for closure and adheres to schedules • Encourages and allows the team to serve as the first and primary accountability mechanism • Set the tone for a focus on results
WMHC Interest Circle Call/Webinar Given your experience, what are some of the things you have done to improve or create an environment of trust, that we can share with one another? We have a Quick Team Check list that we can send you so you can uncover what your team’s perspective is on their performance.
Wisconsin Mental Health Collaborative – Round 2 (WMHC 2) Monthly Interest Circle Call/Webinar Thursday, June 9, 2011 – 12: 00 – 1: 00 p. m. (CT) Web link: http: //niatx. adobeconnect. com/ r 53509387/ Call in information: 1 -866 -642 -1665 Pass code: 468162# AGENDA • Welcome & Introductions – Rochelle Green • Review Agenda – Rochelle Green • Discussion Topic – “Leading Effective Change Teams” – Anna Wheelock, NIATx • Site Updates – • Door • Iowa/Grant • Jefferson • La Crosse • Lincoln/Marathon/Langlade • Milwaukee • Rock • Wood • Barriers & Challenges – Anything keeping you up at night? • Future Topics – Suggestions? • Next Calls – second Thursday of the month – 12: 00 – 1: 00 p. m. CST • July 21 (moved to third Thursday) • August 11 • September 8 • October 13 (if needed) • Mark your calendar for Close-Out Session – October 26 – Concourse Hotel, Madison • Evaluation
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