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Welcome
Sofia Arvegård- Run my own business- Work for the industry and different educational companies- Studied labor relations at ...
What are we going to do today?First session:- Group development- The tailor-made leadershipSecond session:- Self Awareness...
How are we going to do this?- We will go though the latest research regarding group development- I wish for a dialogue whi...
Is it necessary for us to understandgroups?- Groups influence individuals -individuals influence groups- We need diversity t...
A little bit of historySusan A Wheelan - psychologist, scientist and author- studied 100 years of research- validated mode...
Have you ever belonged to a well       functional group?
Yes, I have ... "... I felt involved and important, people listen to me ...I knew what I was suppose to do and what others...
Have you ever belonged to a dysfunctional    group that was not as pleasant?
Yes I have ...."... it was not fun ... I was overlooked. Nobody asked mewhat I thought. I did not feel that I contributed....
IMGD -Integrative Model of Group Development              5                               4                               ...
1.                       Dependency and inclusionWhat do we see in a group?  - Courtesy  - Looking for directives from the...
2.           Counter-dependency and fightWhat do we see in a group?  - Conflicts rises to the surface and becomes visible  -...
3.           Trust and structureWhat do we see in a group?  - Greater clarity and consensus  - Roles and responsibilities ...
4.     Work and productivityWhat do we see in a group? - The team is task-oriented - The team spend enough time discussing...
5.   ConclusionWhat do we see in a group? - Focus on the task reduces - We are talking about irrelevant topics - Resignati...
IMGD -Integrative Model of Group Development              5                               4                               ...
1.                Dependency and inclusionWhat do we see in a group?- Courteous- Looking for directives from the leader- T...
2.             Counter-dependency and fightWhat do we see in a group?- Conflicts rises to the surface and becomes visible- D...
3.                Trust and structureWhat do we see in a group?- Greater clarity and consensus- Roles and responsibilities...
4.     Work and productivityWhat do we see in a group?- The team is task-oriented- The team spend enough time discussing a...
5.          ConclusionWhat do we see in a group?- Focus on the task reduces- We are talking about irrelevant topics- Resig...
IMGD -Integrative Model of Group Development                                           evaluate/ make a                   ...
... good to think of!                        WHERE                        WHAT     START              WHY     GOAL        ...
... good to know! "... I felt involved and important, people listen to me ...I knew what I was suppose to do and what othe...
What we have done so far!First session:- Group development- The tailor-made leadershipSecond session:- Self Awareness, str...
Thanks for listening to me and welcome back for the                   second session!
Welcome
Sofia Arvegård- Run my own business- Work for the industry and different educational companies- Studied labor relations at ...
What are we going to do today?First session:- Group development- The tailor-made leadershipSecond session:- Self Awareness...
How are we going to do this?- Reflect upon your own behavior- Emotional Guidance scale- Find your focus (love, competence a...
Why Self-awareness?- My ability to manage my self and different assignments, different work relations anddifferent situati...
Create groups with 4 members in each group   Make a short introduction of yourself              - your name      - your bu...
1    4       5        72               3        6
What                  you                  love         Happy                            Just a           but             ...
- network        Goal       - clients- digital presence          - achievements    - turnover                     2013    ...
Thank you for this day.Good luck in the future.sofia@arvegard.comwww.arvegard.com
BalticLab- Effecitve teams and self awareness
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BalticLab- Effecitve teams and self awareness

This presentation is divided into two parts. The first part is about the latest research on team performance and how to create effective teams. The presentation also gives a brief introduction to the tailor made leadership. The second part is about increased self-awareness. A high level of self-awareness among employees is an important factor in order to create an effective team.

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BalticLab- Effecitve teams and self awareness

  1. 1. Welcome
  2. 2. Sofia Arvegård- Run my own business- Work for the industry and different educational companies- Studied labor relations at Stockholm University- Passionate about group development and management- Organisational developer- Hyper Island@arvegardwww.arvegard.comsofia@arvegard.com
  3. 3. What are we going to do today?First session:- Group development- The tailor-made leadershipSecond session:- Self Awareness, strengths and areas of development
  4. 4. How are we going to do this?- We will go though the latest research regarding group development- I wish for a dialogue whit thoughts and questions- I will share my own experiences and hopefully so will you- Action and consequent- Inspiration- Increased knowledge regarding groups and self awarenessNo correct solutions, no correct answersNo one is right or wrong
  5. 5. Is it necessary for us to understandgroups?- Groups influence individuals -individuals influence groups- We need diversity to solve complex task- We need each other to achieve collective intelligence- Well functional groups are effective and profitable ”We can support groups better and we will become better leaders if we understand groups and learn how to interpret their needs”
  6. 6. A little bit of historySusan A Wheelan - psychologist, scientist and author- studied 100 years of research- validated model of group development from a development perspective source: Create effective teams A group process from a development perspective
  7. 7. Have you ever belonged to a well functional group?
  8. 8. Yes, I have ... "... I felt involved and important, people listen to me ...I knew what I was suppose to do and what others should do. I trusted my colleagues. I got support! After we met, I had more energy. It felt like I learned stuff! It was really fun! "
  9. 9. Have you ever belonged to a dysfunctional group that was not as pleasant?
  10. 10. Yes I have ...."... it was not fun ... I was overlooked. Nobody asked mewhat I thought. I did not feel that I contributed. I did not know what to do. I had a stomach ache before each meeting. It was a lot of bullshit at the coffee machine. The others were pretty weird! "
  11. 11. IMGD -Integrative Model of Group Development 5 4 Conclusion Work and productivity 3 Trust and structure Counter-dependency and fight 2 Dependency and inclusion 1
  12. 12. 1. Dependency and inclusionWhat do we see in a group? - Courtesy - Looking for directives from the leader - The members obey - Conflicts are rare - Talking about non-relevant subjectsWhy is this? - Will I be accepted - Fear of being rejected - The desire to belong - Insecurity regarding expectations - Need of safety
  13. 13. 2. Counter-dependency and fightWhat do we see in a group? - Conflicts rises to the surface and becomes visible - Dissatisfaction about the roles and responsibilities - Clarification of roles and values - Leaders and members are challenged - Participation increases - Subgroups may be formedWhy is this? - Do I accept you / Do you want to be here? - What role would you like to have and how does it affect me? - How much power and influence do I get? - What is expected of me / the desire for safety
  14. 14. 3. Trust and structureWhat do we see in a group? - Greater clarity and consensus - Roles and responsibilities adapted to skills - Task-oriented communication - Valuable deviations are tolerated - Increased acceptance for subgroups - Cohesion and trust increasesWhy is this? - I trust you and your skills - I know what to do and I contribute - Im being listened to and can influence - I know what is expected of me / I feel safe
  15. 15. 4. Work and productivityWhat do we see in a group? - The team is task-oriented - The team spend enough time discussing and making decisions - Decisions are implemented and evaluated - The communication is direct and clear - Production is high - Task-oriented subgroups formed - Greater focus on problem solving and improvementWhy is this? - I accept my role and my responsibility - I feel competent and important - Im being challenged and I get the support I need - I am rewarded for good performance and I get confirmation
  16. 16. 5. ConclusionWhat do we see in a group? - Focus on the task reduces - We are talking about irrelevant topics - Resignation - Irritation - The leader and members can be challengedWhy is this?- What will happen to me now?- What has been my contribution- What do I take with me?- What can I expect- What is expected of me- The desire for safety
  17. 17. IMGD -Integrative Model of Group Development 5 4 Conclusion Work and productivity 3 Trust and structure Counter-dependency and fight 2 Dependency and inclusion 1
  18. 18. 1. Dependency and inclusionWhat do we see in a group?- Courteous- Looking for directives from the leader- The members abide The tailor-made leadership- Conflicts are rare- Talking about non-relevant subjects - Inform (what, how, whom, when, why, where) - Confirm - Create relationship-oriented events - Control by clarity - High availability - High level of attendanceWhy is this? - Will I be accepted - Fear of being rejected - The desire to belong - Insecurity regarding expectations - Need of safety
  19. 19. 2. Counter-dependency and fightWhat do we see in a group?- Conflicts rises to the surface and becomes visible- Dissatisfaction about the roles and responsibilities- Clarification of roles and values- Leaders and members are challenged The tailor-made leadership- Participation increases - Inform (how and by whom)- Subgroups may be formed - Skills Inventory - Educate - Distribute / Delegate - Praise and acknowledge - High availabilityWhy is this? - High level of attendance- Do I accept you / Do you want to be here?- What role would you like to have and how does it affect me?- How much power and influence do I get?- What is expected of me / the desire for safety
  20. 20. 3. Trust and structureWhat do we see in a group?- Greater clarity and consensus- Roles and responsibilities adapted to skills- Task-oriented communication The tailor-made leadership- Valuable deviations are tolerated- Increased acceptance for subgroups - Inform- Cohesion and trust increases - Be transparent - Delegate responsibilities and mandates - Support and develop - Compliment and acknowledge - Give criticismsWhy is this? - Provide feedback- I trust you and your skills- I know what to do and I contribute- Im being listened to and can influence- I know what is expected of me / I feel safe
  21. 21. 4. Work and productivityWhat do we see in a group?- The team is task-oriented- The team spend enough time discussing and making decisions- Decisions are implemented and evaluated The tailor-made leadership- The communication is direct and clear- Production is high- Task-oriented subgroups formed - Inform- Greater focus on problem solving and improvement - Be transparent - Talk about vision - Support and give coaching - Compliment / ConfirmWhy is this? - Give criticism - Provide feedback- I accept my role and my responsibility- I feel competent and important- Im being challenged and I get the support I need- I am rewarded for good performance and I get confirmation
  22. 22. 5. ConclusionWhat do we see in a group?- Focus on the task reduces- We are talking about irrelevant topics- Resignation The tailor-made leadership- irritation- The leader and members can be challenged - Inform (what, how & why) - Confirm - Evaluate - Create relationship-oriented events - Control by clarityWhy is this? - Celebrate- What will happen to me now?- What has been my contribution- What do I take with me?- What can I expect- What is expected of me- The desire for safety
  23. 23. IMGD -Integrative Model of Group Development evaluate/ make a conclusion 75% Interactive/ visionary 68% Interacting/Delegating 38% Be supportive/ pedagogical 0- Direct/ control
  24. 24. ... good to think of! WHERE WHAT START WHY GOAL HOW WHOM
  25. 25. ... good to know! "... I felt involved and important, people listen to me ...I knew what I was suppose to do and what others should do. I trusted my colleagues. I got support! After we met, I had more energy. It felt like I learned stuff! It was really fun! "
  26. 26. What we have done so far!First session:- Group development- The tailor-made leadershipSecond session:- Self Awareness, strengths and areas of development
  27. 27. Thanks for listening to me and welcome back for the second session!
  28. 28. Welcome
  29. 29. Sofia Arvegård- Run my own business- Work for the industry and different educational companies- Studied labor relations at Stockholm University- Passionate about group development and management- Organisational developer- Hyper Island@arvegardwww.arvegard.comsofia@arvegard.com
  30. 30. What are we going to do today?First session:- Group development- The tailor-made leadershipSecond session:- Self Awareness, strengths and areas of development
  31. 31. How are we going to do this?- Reflect upon your own behavior- Emotional Guidance scale- Find your focus (love, competence and profitable)- Find your goal 2013Paper and a pen- I wish for a dialogue, share your thoughts- Action and consequent, No one is right or wrong- Inspiration- Increased knowledge and self awarenessNo correct solutions, no correct answers
  32. 32. Why Self-awareness?- My ability to manage my self and different assignments, different work relations anddifferent situations- Our knowledge, theoretical and practical- Our strengths and weaknesses- Our strategies- Our work capacity, our limitations- Our passion You are increasing your chances of finding yourself in the right context, in the right environment and that will increase your chances of becoming happy!
  33. 33. Create groups with 4 members in each group Make a short introduction of yourself - your name - your business / line of work
  34. 34. 1 4 5 72 3 6
  35. 35. What you love Happy Just a but dream poor WINWhat Whatyou´re Rich but pays good bored well at
  36. 36. - network Goal - clients- digital presence - achievements - turnover 2013 - assignments - 5 bold concrete steps
  37. 37. Thank you for this day.Good luck in the future.sofia@arvegard.comwww.arvegard.com

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