Today, 84% of employees are “matrixed,” working on multiple teams every day. Networks of teams are replacing top-down hierarchies. And the role of a high-performing team player is changing. Are you keeping up? In this webinar, learn to leverage the “magic ratio” of highly effective teams, harness the collective intelligence of groups, and make a memorable mark. Speakers: Jo Miller, CEO and Selena Rezvani, Vice President of Consulting and Research, Be Leaderly

1. The New Rules of Teamwork

2. Corporate Subscribers

3. Welcome!

4. Jo Miller
CEO, Be Leaderly
• Dedicated to helping women around the
world advance into positions of
leadership and influence.
• Founded this webinar series, now in it’s
10th year and viewed by participants in
900 locations in 31 countries.
• Author of Woman of Influence: 9 Steps
to Build Your Brand, Establish Your
Legacy, and Thrive to be published by
McGraw-Hill in December.
• Co-author of research report, Out of the
Comfort Zone: How Women and Men
Size Up Stretch Assignments — and
Why Leaders Should Care.
@Jo_Miller

5. Selena Rezvani
VP of Consulting & Research, Be
Leaderly
• Consultant, speaker and author on women
and leadership.
• Workplace advisor, using workplace culture
assessments to help corporate clients be
more inclusive and welcoming to women.
• Author of two leadership books for
professional women – The Next Generation
of Women Leaders (Praeger, 2009) and
Pushback: How Smart Women Ask—and
Stand Up—for What They Want (Jossey-
Bass, 2012).
• Former Lead within Deloitte’s Business
Chemistry team, where she coached
Fortune 500 teams on how to foster better
diversity and collective intelligence.
@SelenaRezvani

6. “84% of U.S.
employees are
‘matrixed’ to some
extent today –
meaning, they work
on multiple
teams every day.”
(McKinsey, 2016)

8. The New Rules
of Teamwork
1.
Show all
the way up
1.5.
2.Use the
magic ratio
1.2.
2.Rally
people
around a
cause
1.3.
2.Leverage
cognitive
diversity
4.
Make it
psycholog-
ically safe

9. Rule #1
Show All The Way Up

10. What are the signs
that someone is fully
engaged in a team
meeting?

11. Show All the Way Up:
1. RSVP, then fully commit
2. Exercise caution with the “mute” button
3. Generously listen
4. Knowwhat hat you’re wearing in advance
5. Keepthings on track; hold others accountable
6. Bring a POV
• I propose…
• I recommend…
• I question…
• I have a problem with…
• I’d prefer…
• I’m advocating for …

12. Energizers are
higher
performers &
more likely to
be heard and
see their ideas
acted upon.
Source: The Hidden Power of Social Networks by Cross and Parker
Be an Energizer!

13. “Energizers are not entertainers,
or even necessarily very
charismatic or intense. Rather,
they bring themselves fully into
an interaction.”
Source: The Hidden Power of Social Networks by Cross and Parker

14. Rule #2
Rally People Around a
Cause

15. “Hyper-successful projects
have a palpable cause.
Rallyingteams aroundthis
sharedsense ofpurpose means
tapping intotheirhearts.”
“Whenthe entire team builds
an identityarounda cause, the
projecttranscends ‘work’ and
becomes a mission.”
The Cause Effect
Source: Deloitte, The Cause Effect

16. Goal vs. Cause
Example Goal Cause
Sojourner Rover Land a roveronMars. Do the impossible.
First iPhone™ Enterthe wireless
phone market.
Build a phone people
will fall in love with.
Obama 2012 Tech
Team
Win the election. Hack the campaign.
Source: Deloitte, The Cause Effect

17. *
17
Copyright Selena Rezvani 2018
SomeQuestions to Help You
Create a ‘Cause Effect’:
• Whatfeelingsshould thecause
evoke?
• Whatstories,metaphors,symbols
or visualscan winpeople’shearts
in the cause?
• How can you emotionallyconnect
peopleto the ultimatebenefit?
Source: Deloitte, The Cause Effect

18. Think of an important team
project you’re working on…

19. Think of an important team
project you’re working on…
1. Why is that important to you?
2. Why is that important to you?
3. Why is that important to you?
4. Why is that important to you?
5. Why is that important to you?
Source: Sakichi Toyoda & Taiichi Ohno, Toyota Production System: Beyond Large-Scale Production

20. Rule #3
Leverage Cognitive
Diversity

21. Maximizing Differences
Collective intelligence
and performance
increase as groups
become more diverse
in personality.
Invite diverse
perspectives to the
table.

22. The
Airport
Test
Source: Suzanne Vickberg, PhD, Deloitte

23. The
Lifeboat
Test
Source: Suzanne Vickberg, PhD, Deloitte

24. Consider Work Style
LOVES:
LOATHES:
MAKE
SURE TO:
AVOID:
What’s new,
Ideas,
Possibility
Details,
Status Quo,
Naysayers
Paint a bold
picture, be
dynamic,
show what
“could be”
Stress-testing
ideas too
soon, being
change-averse
Prominence,
Results,
Efficiency
Touchy-feely
talk, lack of
control
Be short and
to the point;
be ready for
debate; show
them the $$
Using feelings
over logic,
being
nonlinear
Practicality,
Fairness,
Processes
“Good
enough”; Dis-
organization
Give them
time; Include
details, sources
and systems
Framing
change as
shockingly
new; rushing
Relationships,
Belonging,
Meaning
Abrasive or
dismissive
communication
Build rapport;
humanize; ask
questions; share
the impact
Being “all
business”;
ignoring the
human element
Adapted from
Crestcom Leadership

25. LOVES:
LOATHES:
MAKE
SURE TO:
AVOID:
What’s new,
Ideas,
Possibility
Details,
Status Quo,
Naysayers
Paint a bold
picture, be
dynamic,
show what
“could be”
Stress-testing
ideas too
soon, being
change-averse
Prominence,
Results,
Efficiency
Touchy-feely
talk, lack of
control
Be short and
to the point;
be ready for
debate; show
them the $$
Using feelings
over logic,
being
nonlinear
Practicality,
Fairness,
Processes
“Good
enough”; Dis-
organization
Give them
time; Include
details, sources
and systems
Framing
change as
shockingly
new; rushing
Relationships,
Belonging,
Meaning
Abrasive or
dismissive
communication
Build rapport;
humanize; ask
questions; share
the impact
Being “all
business”;
ignoring the
human element
Adapted from
Crestcom Leadership
Consider Work Style
The Risks WhenOneType Dominates:
Unrealistic, NoBuy-in, Slow, Indecisive,
Reckless Tunnel Close- Conflict-
vision minded averse

26. Preventing ‘Collabotage’
How to Compensate for a Missing Type:
1. Roleplay as the missing type
2. “Storytell” from the missing type’s
perspective
3. “Occupy” it: immerse yourself in the
missing type
4. Play the “Believing/Doubting” Game

27. Rule #4
Make it Psychologically
Safe

28. Share airtime
Frame work
as learning
Acknowledge
fallibility
Be a P-Q-A
Google’s definition:
Team members feel
safe to take risks &
be vulnerable in
front of each other.
Promote Psychological
Safety

29. Source: Eric E. Vogt, Juanita Brown, and David Isaacs, University of Manitoba, 2003.
Be a PQA:
• What’smissingfrom this
picture?
• What’sbeen our major
learning/ discovery so far?
• What’s the next level of
thinkingwe need to do?

30. Team Exercise:
“The Connector”
Share a crucial task you had to leave to
attend this meeting/offsite/etc.
The result: participants have a deeper
understanding of one another’s work,
which contributes to trust and mutual
respect.

31. Rule #5
Leverage the magic ratio

32. Take them at
their word.
Speak well of
others.
Call out what
works.
Source: Zenger, J. & Folkman, J., 2013. The Ideal Praise-to-Criticism Ratio. Harvard Business Review.
{5:1}
Top-performing teams
give 5 positive comments
for every 1 criticism.

33. Encourage.
Appreciate.
Recognize.
Fist bump.
Celebrate.
Thank.

34. Identify and challenge
irrational or negative
thoughts
Source:Beck,A(1997).Thepast and thefuture ofcognitive therapy.JournalofPsychotherapy Practice and Research,
6,276-284
Humor is a great
reframing strategy
When a teammate
recounts something
negative/ stressful, help
explore the silver lining
of the bad experience
Become a
“Reframer”

35. The New Rules
of Teamwork
1.
Show all
the way up
1.5.
2.Use the
magic ratio
1.2.
2.Rally
people
around a
cause
1.3.
2.Leverage
cognitive
diversity
4.
Make it
psycholog-
ically safe

36. *
36
Copyright Selena Rezvani 2018
Team Meetings:
a coming together of two or more
people, by chance or arrangement

37. *
37
Copyright Selena Rezvani 2018
Team Meetings:
a coming together of two or more
people, by chance or arrangement
an ongoing audition for the job you
want

38. Q&A
@SelenaRezvani @Jo_Miller

39. Recommended Reading
7 Ways to Run Meetings Your
Team Will Love
By Susan Ritchie
beleaderly.com/7-ways-to-lead-
meetings-your-team-will-love/
How to Make Your Mark on a
Team
By Selena Rezvani
beleaderly.com/make-your-mark-
when-entering-team/

40. Join me for
Taking the Lead
May 16, Sunnyvale CA
beleaderly.com/ttl

41. The Juggle
Tuesday, June 25, 2019
It’s time to lose the cape! Superwoman had it wrong.
Striving for perfection while juggling many roles is
more likely to lead to burnout than to balance. In this
webinar, learn practical tools for redefining work/life
balance and making it all work for you.
Guest speakers:
• Adrienne Burch, Management and Program Analyst in the Office of Civil
Rights, Diversity, and Inclusion with USDA APHIS
• Liz Curran, Senior Consultant - Executive Learning & Development,
MetLife
• Roderick Wilson, Senior Vice President, Wealth Management Strategy
Execution Manager, Bank of America

42. Get today’s slides, bonus
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43. Parting Truthbombs
@SelenaRezvani @Jo_Miller

44. “Lead from where you are, with
everything you’ve got.”
—Tara Jaye Frank

45. Discussion Questions
1. Which exercise will you try with your team – The 5
Whys, The Connector, or The 5:1 Ratio?
2. What do you notice about team “norms” with your
own organization? What’s a norm that’s stated, and
what’s one that’s less explicit?
3. What is your primary work style? What is the work
style of the teams you most often work on?
4. When you’ve been staffed on a new team you didn’t
know well, how have you typically shared your
expertise? What’s one change you could make to better
show others what you know?