Get Connected: Tor Eneroth

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Get Connected: Tor Eneroth

  1. 1. Get Connected Breakout Session 1 & 2 CTT Conference in Stockholm 12 June 2014
  2. 2. Powerful metrics that enable leaders to measure and manage cultures. www.valuescentre.com 1 Get Connected – A practical guide to grow a desired team culture This workshop aims to introduce the “Get Connected” approach and empower you align and work with it in your own practice. The free on line book “Get Connected” has the ambition to empower team leaders, consultants and facilitators with a shared understanding and language with a practical self-guided toolkit to grow team cultures. We will lead you through the framework, process and methodology in an interactive way. It is also a full afternoon session in order to give you time to experience and reflect upon some of the exercises.
  3. 3. GET CONNECTED – Breakout Session 1 & 2 Stockholm 12 June 2014 When What How Result Time Where 13.50-14.00 Prepare Make sure everyone gets a copy of the book See and feel the book 10 min 14.00-14.10 Introduction OVERVIEW Purpose and agenda of the session(s). Show Madrid video. Agenda presented. 10 min 14.10-14.40 Dream Team Page 11 Team Learning Page 165-172 WORKSHOP: “Think of a moment when you were in a Dream Team, what made it happen?”. Start individually, write down on a paper. In pairs share the answers and then in plenary. Display answers on whiteboard/flipchart what’s above / below the surface. Debrief/Reflect – Individually-Small group-Whole group. A shared understanding that much of the success factors that creates a “Dream Team” is below the surface. 30 min 14.40-15.00 Get Connected – the book Page 12 and 16 PRESENTATION: History, structure, target group and principles (language) about the book. Connect to the thinking and rational of the book. 20 min 15.00-15.45 Break Fruits, water and coffee 15 min 15.45-15.50 Introduction (2) OVERVIEW Purpose and agenda of the session Agenda presented 5 min 15.50-16.30 From Fear to Trust Page 93-96 WORKSHOP: Think of a situation/relation that you have avoided to act upon… follow the steps to connect to your self and your “Counselors”. Understand the strength of working with your fears, and the impact it subconsciously could have on you / your team. 40 min 16.30-16.35 Energy transition Transition from exercise to Open Space Be more present 5 min 16.35-17.00 Q&A Open Space Page 66-67 OPEN SPACE: Ask them to in groups of two think about how they would use this book? What ever question is asked is the right one…Invite to a plenary dialogue. Focus on HOW to use and apply this book and its principles in MY OWN work life (as leader or consultant ). Q: How do we build trust in the facilitator? Evolutionary Coaching Satisfy participants specific needs or request 30 min The pages refer to where you find more about it in the book Get Connected 2
  4. 4. Dream Team GET CONNECTED Page 11
  5. 5. Think of a moment when you where part of a Dream Team… What made it become a Dream Team? 4Source: Barrett Values Centre
  6. 6. What makes it become a Dream Team Clear definition Clear goals Flexibility Appreciation Professional attitude Common goal Count on each other Creativity Entrepreneurship Perseverance Ability to make things discussable Share knowledge and experiences Drive to achieve something Goal we all find worthwhile Everyone contributes in it's of her own way (talents) Enthusiasm Meaningful Accountability Commitment Shared vision and values Openness and transparency Dare to be critical Passion Knowledge Informing each other High standards set Good team ambiance Professional proudness Profound long-term strategy Good working relationships Focus on realising client expectations Room for own decisions result-client-quality focused leadership Leadership Clear accountability and responsibility. Target and goals driven assignment Engagement from all Respect Humor & fun Empowerment Diversity Willing to do more if needed Trust Compassion Celebrate successes Collaboration Open communication Flexibility Efficiency Urgency Solution focus Participative Engagement Individual recognition (being seen!). Adaptability Clear decision matrix Clear agreements Expertise and competence Cooperation Consultation Continuous learning Positive approach Perseverance Integrity All of us were pulling into one direction Honesty Friendship Social interactions "we are the champions“ mentality/drive Encouraging atmosphere Source: Barrett Values Centre
  7. 7. What makes it become a Dream Team Clear definition Clear goals Flexibility Appreciation Professional attitude Common goal Count on each other Creativity Entrepreneurship Perseverance Ability to make things discussable Share knowledge and experiences Drive to achieve something Goal we all find worthwhile Everyone contributes in it's of her own way (talents) Enthusiasm Meaningful Accountability Commitment Shared vision and values Openness and transparency Dare to be critical Passion Knowledge Informing each other High standards set Good team ambiance Professional proudness Profound long-term strategy Good working relationships Focus on realising client expectations Room for own decisions result-client-quality focused leadership Leadership Clear accountability and responsibility. Target and goals driven assignment Engagement from all Respect Humor & fun Empowerment Diversity Willing to do more if needed Trust Compassion Celebrate successes Collaboration Open communication Flexibility Efficiency Urgency Solution focus Participative Engagement Individual recognition (being seen!). Adaptability Clear decision matrix Clear agreements Expertise and competence Cooperation Consultation Continuous learning Positive approach Perseverance Integrity All of us were pulling into one direction Honesty Friendship Social interactions "we are the champions“ mentality/drive Encouraging atmosphere“Get Connected” has the intention to help you as a leader to recreate these moments of a Dream Team! Source: Barrett Values Centre
  8. 8. The book GET CONNECTED
  9. 9. Powerful metrics that enable leaders to measure and manage cultures. www.valuescentre.com 9 GET CONNECTED 1. Make culture tangible in projects 2. Create a shared language 3. Offer practical tips and dialogue tools Purpose
  10. 10. Powerful metrics that enable leaders to measure and manage cultures. www.valuescentre.com 10 Co-created by a global “BVC Team” Hector Phil Pleuntje NiranTor
  11. 11. Powerful metrics that enable leaders to measure and manage cultures. www.valuescentre.com 11 GET CONNECTED A practical guide to grow a desired team culture. • Free more human potential • Facilitate “transformation practitioners” – Language and tools – Confidence and inspiration – Grow and nurture “beneath the surface” • Practical tips on how to go from CTT to action • A book, free for all!
  12. 12. Language and tools 12Source: Barrett Values Centre     Align to strategy! Be persistent!
  13. 13. Five areas to Get Connected Our REALITY – the big picture… 13Source: Barrett Values Centre ME – my passion and values… Our AMBITIONS – our goals… US – our values and behaviours… Our LEARNING – how to grow and develop…
  14. 14. 25 Dialogue Tools 14Source: Barrett Values Centre
  15. 15. 15Source: Barrett Values Centre COLLECTIVEINDIVIDUAL OBJECTIVE SUBJECTIVE My Team’s Level of Trust Page 152 Team Core Values and Wanted Behaviour Page 123 Elephant in the room Page 157 Leadership Values Assessment Important Questions Page 69 Align Strategy & Culture Page 109 From CVA to Action Page 129 Values in Action Page 143 Individual Values Assessment Cultural Values Assessment Dialogue Tools for Whole System Change
  16. 16. 16Source: Barrett Values Centre Introduction/ Background Purpose & Objective Time Before During After
  17. 17. 17 Agenda Facilitator notes Source: Barrett Values Centre
  18. 18. 18 Handout Source: Barrett Values Centre
  19. 19. Powerful metrics that enable leaders to measure and manage cultures. www.valuescentre.com 19 Own website for GET CONNECTED www.valuescentre.com/getconnected Free* pdf download • Whole book • Each chapter • Each tool (+ additional tools) *) Ask for email for all downloads. Purchase printed book at Slides to present the book/each tool
  20. 20. GET CONNECTED Download what you need at www.valuescentre.com/getconnected
  21. 21. Seven Levels of Consciousness© Selfless service Being your purpose. Compassion, humility, forgiveness. Caring for humanity and the planet. Service to humanity and societal contribution Social responsibility, long-term perspective, ethics, compassion and humility. Global sustainability Human rights, long-term perspective, ecological resilience, peace, focus on future generations. Global perspective. Making a positive difference in the world Living your purpose. Empathy, alliances, intuition, mentoring and focus on wellbeing (physical, emotional, mental, spiritual). Internal/External collaboration, community involvement Environmental awareness, employee fulfilment, coaching/mentoring and caring for the local community. Strategic alliances and regional partnerships Regional collaboration, environmental awareness, quality of life, community involvement and sustainability. Caring for nature. Finding meaning in existence Finding your purpose. Integrity, honesty, authenticity, passion, enthusiasm, creativity, and humour & fun. Sense of purpose and strong internal community Shared vision and values. Commitment, creativity, enthusiasm, integrity, honesty, generosity, fairness, openness, transparency and trust. Strong cohesive culture Shared vision and values. Fairness, transparency, trust, honesty and social cohesion. Positive collective spirit. Letting go of fears Finding the courage to grow and develop. Adaptability, life long learning, continuous renewal and personal growth. On-going improvement and employee participation Adaptability, accountability, empowerment, teamwork, goals orientation and continuous improvement. Democratic processes and continuous renewal Freedom, equality, empowerment, accountability, adaptability, entrepreneurship and consensus. Feeling a sense of self-worth Confidence, competence, self-reliance. Fear: I am not enough. Leads to need for power, authority or status seeking. High performance systems and processes Reliability, quality, efficiency, productivity and excellence. Bureaucracy, hierarchy, confusion, and complacency. Institutional effectiveness Law abiding, community/national pride, governmental efficiency and high quality public services. Bureaucracy, central control, elitism, complacency and apathy. Feeling protected and loved Family, friendship, loyalty, respect. Fear: I am not loved enough. Leads to jealousy, blame and discrimination. Positive relationships that support organisation needs Loyalty, open communication, customer satisfaction. Manipulation, blame, favouritism and internal competition. Sense of belonging and social stability Neighbourliness, conflict resolution, racial harmony and a focus on family and friendships. Inequality, discrimination, intolerance, hatred, loneliness/isolation. Satisfying physiological and survival needs Health, security, financial stability. Fear: I do not have enough. Leads to control, domination and caution. Financial viability and people safety Financial performance, organisational growth, and employee health and safety. Control, greed, exploitation and micro-management. Economic stability and citizen security Prosperity, health care, employment, emergency services/defence and social safety nets. Corruption, violence, poverty, environmental pollution and greed. Personal Organisational Community/Society SelfinterestCommonGood Survival Relationship Self-esteem Transformation Internal Cohesion Making a difference Service Positive Focus/ Excessive Focuswww.valuescentre.com
  22. 22. From Fear to Trust GET CONNECTED Page 93
  23. 23. Purpose & Objective • To attain new understanding about difficult problems or relationship issues that are holding you back • To create the next steps necessary to find a resolution • To explore the values, beliefs and behaviours (consciousness) that drives or restrains your actions 23Source: Barrett Values Centre
  24. 24. Agenda 1. Introduction 2. Individual Work and Reflection 3. Small Group Dialogue 4. Whole Group Reflection Source: Barrett Values Centre 24
  25. 25. Handouts 25Source: Barrett Values Centre
  26. 26. Powerful metrics that enable leaders to measure and manage cultures. www.valuescentre.com 26 From Fear to Trust – Exercise 1. Choose an “unfinished situation” in a real relation that you would like to solve, but you “avoid coming to the point”. 2. Fill the boxes in the matrix, answering the questions in each cell with ONE statement (not a narrative). 3. Share your answers with other participants, looking for similarities and differences. “Consciousness in Action” Get Connected
  27. 27. Situation: Wanting to speak my ideas and thoughts to others. In this situation, what I want that I have… • Openness and ability to listen to feedback I receive. In this situation, what I don’t want that I have… • Caution, hence why I don’t speak up… In this situation, what I want that I don’t have… • Courage and trust that it’s OK to voice my ideas and thoughts. In this situation, what I don’t want that I don’t have… • A selfishness or a closed-off approach. From Fear to Trust Source: Barrett Values Centre
  28. 28. Powerful metrics that enable leaders to measure and manage cultures. www.valuescentre.com 28 Let´s play with your situation map KEEP IT THE WAY IT IS! GO FOR IT! AVOID RISKS! LET GO! I WANT IHAVE YES NO YESNO Driving Characters Restraining Characters
  29. 29. Powerful metrics that enable leaders to measure and manage cultures. www.valuescentre.com 29 In this organisation… … I believe we are doing something useful for humanity and that with our work we contribute to create a better world” … I experience personal fulfilment, cooperating with others to satisfy our stakeholders and make a difference in our markets” … I use my talent to add value to customers and my creativity to contribute – with enthusiasm and commitment – to the collective results” … there is a project in which I have chosen to participate, to fulfil my needs of teamwork, professional development and personal growth” … I want to get power, achieve hierarchy and professional reputation to fulfil my needs of progress and self-esteem” … I want to get appreciation, respect and personal recognition to fulfil my affiliation and belonging needs” … I want to achieve job stability and security in the long term, to fulfil my survival needs”
  30. 30. Powerful metrics that enable leaders to measure and manage cultures. www.valuescentre.com 30 Dealing with conflicts… Level 5, 6 and 7, usually invite you to "take advantage of the opportunities” present in conflicts to create “win-win-win” solutions. You feel “trust driven” and willing to change the present and co-create the future (entrepreneurial attitude). Level 4, invites you to detach from Level 1, 2 and 3 fears in order to think “outside the box” of your “default” consciousness maps. You feel courageous, with enough personal power, to transform the problems into opportunities (innovative attitude). Level 1, 2 and 3, usually invite you to complain about problems, “blame others” and “don’t take chances”. You feel “fear driven”, with lack of personal power to change your current situation, you try to restore the past (conservative attitude).
  31. 31. Open Space GET CONNECTED Page 66
  32. 32. Reflection GET CONNECTED Page 172
  33. 33. Assessment of Needs 1. Before you meet: Hand out, read and reflect on the questions in Chapter 3 “The concept”. 2. In small groups: For ALL five areas together, identify 2-3 Strength's and 2-3 Areas of Improvement based on the reflective questions. 3. In small groups: Out of the identified areas above, pick and reflect on the 1-2 questions that your team find most important at this moment. 4. Big group dialogue: Each group share their identified areas and key reflections. Display outcome on flipchart. Conclude most important areas to work on. 5. Big group dialogue: Identify/agree which Get Connected tools to start work with. 33Source: Barrett Values Centre 10 min 15 min 15 min 15 min 5 min
  34. 34. Handouts 34Source: Barrett Values Centre

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