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.

1. Welcome

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
@arvegard
www.arvegard.com
sofia@arvegard.com

3. What are we going to do today?
First session:
- Group development
- The tailor-made leadership
Second session:
- Self Awareness, strengths and areas of development

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 awareness
No correct solutions, no correct answers
No one is right or wrong

5. Is it necessary for us to understand
groups?
- 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. A little bit of history
Susan 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. Have you ever belonged to a well
functional group?

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. Have you ever belonged to a dysfunctional
group that was not as pleasant?

10. Yes I have ....
"... it was not fun ... I was overlooked. Nobody asked me
what 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. 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. 1. Dependency and inclusion
What do we see in a group?
- Courtesy
- Looking for directives from the leader
- The members obey
- Conflicts are rare
- Talking about non-relevant subjects
Why is this?
- Will I be accepted
- Fear of being rejected
- The desire to belong
- Insecurity regarding expectations
- Need of safety

13. 2. Counter-dependency and fight
What 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 formed
Why 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. 3. Trust and structure
What 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 increases
Why is this?
- I trust you and your skills
- I know what to do and I contribute
- I'm being listened to and can influence
- I know what is expected of me / I feel safe

15. 4. Work and productivity
What 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 improvement
Why is this?
- I accept my role and my responsibility
- I feel competent and important
- I'm being challenged and I get the support I need
- I am rewarded for good performance and I get confirmation

16. 5. Conclusion
What 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 challenged
Why 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. 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. 1. Dependency and inclusion
What 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 attendance
Why is this?
- Will I be accepted
- Fear of being rejected
- The desire to belong
- Insecurity regarding expectations
- Need of safety

19. 2. Counter-dependency and fight
What 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 availability
Why 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. 3. Trust and structure
What 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 criticisms
Why is this? - Provide feedback
- I trust you and your skills
- I know what to do and I contribute
- I'm being listened to and can influence
- I know what is expected of me / I feel safe

21. 4. Work and productivity
What 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 / Confirm
Why is this? - Give criticism
- Provide feedback
- I accept my role and my responsibility
- I feel competent and important
- I'm being challenged and I get the support I need
- I am rewarded for good performance and I get confirmation

22. 5. Conclusion
What 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 clarity
Why 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. IMGD -
Integrative Model of Group Development
evaluate/ make a
conclusion
75% Interactive/
visionary
68% Interacting/Delegating
38% Be supportive/
pedagogical
0- Direct/ control

24. ... good to think of!
WHERE
WHAT
START WHY GOAL
HOW
WHOM

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. What we have done so far!
First session:
- Group development
- The tailor-made leadership
Second session:
- Self Awareness, strengths and areas of development

27. Thanks for listening to me and welcome back for the
second session!

28. Welcome

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
@arvegard
www.arvegard.com
sofia@arvegard.com

30. What are we going to do today?
First session:
- Group development
- The tailor-made leadership
Second session:
- Self Awareness, strengths and areas of development

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 2013
Paper 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 awareness
No correct solutions, no correct answers

32. Why Self-awareness?
- My ability to manage my self and different assignments, different work relations and
different 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!

34. Create groups with 4 members in each group
Make a short introduction of yourself
- your name
- your business / line of work

35. 1
4 5
7
2 3
6

36. What
you
love
Happy
Just a
but
dream
poor
WIN
What
What
you´re
Rich but pays
good
bored well
at

37. - network Goal - clients
- digital presence - achievements
- turnover
2013 - assignments
- 5 bold concrete steps

38. Thank you for this day.
Good luck in the future.
sofia@arvegard.com
www.arvegard.com