leadership: the foundation of great teams valarie willis
TRANSCRIPT
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“Leadership is the art of mobilizing others to want to struggle for shared aspirations.”
— Kouzes and Posner
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The Five Practices
Model the WayInspire a Shared VisionChallenge the ProcessEnable Others to ActEncourage the Heart
All Rights Reserved Valarie Willis Consulting – Kouzes and Posner Used with permission from Pfeiffer
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Clarify values by finding your voice and affirming shared values.
Set the example by aligning actions with shared values.
Model the Way
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The Leadership Challenge Workshop Facilitator‘s Guide®, Third Ed., Rev. Copyright © 2006 by James M. Kouzes and Barry Z. Posner. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
“Titles don’t make you a leader. It’s how you behave that makes a difference.”
- David Kim Siemans Ultrasound
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CredibilityLeadership
• Honest• Forward-
looking• Inspiring• Competent
• Trustworthiness
• Dynamism• Expertise
+ VISION
All Rights Reserved Valarie Willis Consulting – Kouzes and Posner Used with permission from Pfeiffer
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The Leadership Challenge Workshop Facilitator‘s Guide®, Third Ed., Rev. Copyright © 2006 by James M. Kouzes and Barry Z. Posner. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
1. List 4 of your values.
2. Which of these values do you need to model more frequently?”
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All Rights Reserved Valarie Willis Consulting – Kouzes and Posner Used with permission from Pfeiffer
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Envision the future by imagining exciting and ennobling possibilities.
Enlist others in a common vision by appealing to shared aspirations.
Inspire a Shared Vision
All Rights Reserved Valarie Willis Consulting – Kouzes and Posner Used with permission from Pfeiffer
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QuickTime™ and a
are needed to see this picture.
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Components of Shared Vision
IdealUniqueImageFuture orientedCommon purpose
All Rights Reserved Valarie Willis Consulting – Kouzes and Posner Used with permission from Pfeiffer
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Your Vision
UMC World Church NEWS Imagine that it is 2018 and your church has lived into its vision, with such success that you have made global news!
Write your headline for the story and 2 key pints that the world needs to know.
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Challenge the Process
Search for opportunities by seizing the initiative and by looking outward for innovative ways to improve.
Experiment and take risks by constantly generating small wins and learning from experience.
All Rights Reserved Valarie Willis Consulting – Kouzes and Posner Used with permission from Pfeiffer
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“The problem is never how to get new, innovative thoughts
into your mind, but how to get the old ones out.”
--Dee Hock
All Rights Reserved Valarie Willis Consulting
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The Leadership Challenge Workshop Facilitator‘s Guide®, Third Ed., Rev. Copyright © 2006 by James M. Kouzes and Barry Z. Posner. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
1. What needs to change in your church in order for your vision to come to life?
2. What are some small wins that your church can work on to show movement towards the vision?
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Foster collaboration by building trust and facilitating relationships.
Strengthening others by increasing self-determination and develop competence.
Enable Others to Act
All Rights Reserved Valarie Willis Consulting – Kouzes and Posner Used with permission from Pfeiffer
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The Leadership Challenge Workshop Facilitator‘s Guide®, Third Ed., Rev. Copyright © 2006 by James M. Kouzes and Barry Z. Posner. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
1. What competencies are needed for the church to be successful?
2. How will you get people strengthen in these competencies?
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Pg 18 All Rights Reserved Valarie Willis Consulting
Recognize contributions by showing appreciation for individual excellence.
Celebrate the values and victories by creating a spirit of community.
Encourage the Heart
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The Leadership Challenge Workshop Facilitator‘s Guide®, Third Ed., Rev. Copyright © 2006 by James M. Kouzes and Barry Z. Posner. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
1. How can you creatively recognize and acknowledge others?
2. How will you help others sustain their energy as your church moves forward?
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What do you know about the attributes or characteristics of the twelve disciples?
The Twelve Disciples
Disciple Characteristics
Andrew In background – 1st follower
Bartholomew (Nathanael) Was skeptical at 1st, then immediately followed Jesus
James son of Zebedee Sought special favor, scarified his life
James son of Alphaeus He was in the Upper Room
John Impulsive, Elder, Steadfast at the cross
Judas the Son of James (Thaddaeus)
Inquisitive (“Why do you intend to show yourself to us and not the world?”) John 14:22
Judas Iscariot Betrayal
Matthew Customs officer, obedient
Peter Faithful (walked on water), spokesperson
Philip Left Jesus during the trial & crucifixion
Simon the Zealot Little is known-with the Disciples
Thomas Doubting
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Team Committee
Members Invited Elected
Informal Formal
Hands On Providers/Resources
Creative Bound by rules
Teams vs Committees
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As you think about an outstanding team that you have participated on, what five characteristics did that team have?
In Trio’s
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Usually between three to twelve persons*
Share common goals
Share rewards and responsibilities
Set asides personal gains/needs
Are We A Team?
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A Team Defined
“A team is a group of people with complimentary and diverse skills, spiritual gifts, and strengths who are committed to:
•Sharing a common purpose
•Loving and supporting each other
•Achieving the team’s mission
•Holding each other accountable
The Equipping Church Guidebook
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The Four Stages of a Team
Forming – people are tentative, low trust Storming- conflict, low levels of trust Norming – cooperative, sharing Performing – more goal focused
Source: Bruce Tuckman
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S A HIGH Performing Teams
Team Performance- Darlene and Wayne Davis
1. Drives innovation and thought
2. Is action-oriented
3. Influences change
4. Establishes collaborative relationships
5. Sustains interdependence and inclusion
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Teams are closed
“All about me”
“no trust, no conflict”
#1: Absence of Trust:
Patrick Lencioni
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Trust is the foundation of teamwork
On a team, trust is all about vulnerability, which is difficult for most people.
Building trust takes time, but the process can be greatly accelerated.
Like a good relationship, trust on a team is never complete; It must be maintained over time.
Key Points on Building Trust
Patrick Lencioni
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Lack healthy discussion
Passive participation
No diverse ideas
Dysfunction #2: Fear of Conflict:
Patrick Lencioni
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Good conflicts is all about engaging in unfiltered, passionate debate around issues.
Even among the best teams, conflict will at times be uncomfortable.
The fear of occasional personal conflict should not deter a team from having regular; productive debate.
Mastering Conflict
Patrick Lencioni
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Commitment requires clarity and buy-in.
Buy-in: The achievement of honest emotional support
Clarity: the removal of assumptions and ambiguity from a situation.
Members of great teams learn to disagree with one another and still commit to a decision.
Achieving Commitment
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Don’t hold one another accountable
Think leaders should intervene.
Allow the team to be sub-par
Dysfunction #4: Avoidance of Accountability
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Accountability on a strong team occurs directly among peers.
For a culture of accountability to thrive, a leader must demonstrate a willingness to confront difficult issues.
The best opportunity for holding one another accountable occurs during meetings, and the regular review of a team achievements.
Embracing Accountability
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Not focused on outcomes
In fighting
Ego Driven
Changing priorities
Dysfunction #5: Inattention to Results:
Patrick Lencioni
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Great teams accomplish the results that they set out to achieve.
Team members must prioritize the collective results over individual needs.
Teams must publicly clarify desired results and keep them visible to all.
Dysfunction #5: Inattention to Results:
Patrick Lencioni
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Team Motivators Team De-motivators
Motivators & De-Motivators
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What are Your Team Rules of the Road ?
1. Refer back to the “Best Team” Experience2. What were those characteristics?3. What some rules of engagement that you want on your
team?
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The Four Team Toxins
1.Defensivenes
s
2.Stonewalling
3.Contempt
1.Blame
3. Stonewalling
2.Defensive
4. Contempt
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Assessing Teams Tool
What does the team do well?
What should the team start doing?
What should this team continue doing?
What should this team stop doing?
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