The document discusses team building and dynamics. It explores personality types using Myers-Briggs categories like extraversion/introversion and sensing/intuition. It provides tips for different types to give feedback, reduce stress, and support each other. Key aspects of high performing teams like orientation, trust building, goal setting, commitment and implementation are reviewed. The overall message is that understanding personality types can help improve teamwork, but teams must also clarify goals and roles to achieve their potential.

1. LEAD!
team development

2. Team Building is:
Planned
Process
High
Performance
Aligned
Team
this is no longer just a process
that can be supported by one
‘team day’ per quarter.

3. let’s explore and understand our
team.

4. why isn’t everyone like me???????

5. 1. Focus their energy and
attention outward
2. Are interested in the world
around them
1. Focus their energy and
attention inward
2. Are interested in the inner
world of thoughts and
reflections
where do we focus our
energy?

6. 1. Focus their energy and
attention outward
2. Are interested in the world
around them
1. Focus their energy and
attention inward
2. Are interested in the inner
world of thoughts and
reflections
Extraversion--Introversion

7. 1. Prefer to take in
information using their five
senses – sight, sound, feel,
smell, and taste.
1. Go beyond what is real or
concrete and focus on
meaning, associations, and
relationships
sensing--intuition

8. 1. Make their decisions based
on impersonal, objective logic
1. Make their decisions with a
person-centered, value-
based process
thinking--feeling

9. 1. Want the external world to be
organised and orderly
2. Look at the world and see decisions
that need to be made
1. Seek to experience the
world, not organise it
2. Look at the world and see
options that need to be explored
Judging--perceiving

10. Extroversion Introversion
what are some of the observable differences
between the two groups?

11. Sensing Intuition
Look at the picture for 1-2 minutes
what do you see?

13. Thinking Feeling
Imagine that you have been invited to a
party with your close friend.
You look at what they are wearing and you
say
“Oh no, are they really going to wear that?”
!
What should you do?

14. Judging Perceiving
Your group is responsible for planning the
next team days for the entire group.
!
Make a plan and present to everyone.

15. what is a
source of
stress?

16. what is a
source of
stress?
Extravert Introvert
1. Working alone
2. Having to
communicate
mainly by email
3. Lengthy work
periods with no
interruptions
4. Having to reflect
before taking action
5. Having to focus in
depth on one thing
6. Getting feedback in
writing only
1. Working with others
2. Talking on the
phone a lot
3. Interacting with
others frequently
4. Having to act
quickly without
reflection
5. Too many
concurrent tasks
and demands
6. Getting frequent
and verbal feedback

17. what should I
do for others?
Extravert Introvert
1. Networking with
others outside your
team
2. Asking them to voice
their ideas
3. Paying attention to
written notices and
email
4. Allowing others to
think about your idea
before they
5. Provide feedback (count
to three – or ten...)
!
1. Arrive at work/
meetings early to take
advantage of quiet
time.
2. Intentionally seek out
opportunities for
reflective time.
3. Plan private breaks
throughout the day to
collect your thoughts
4. In meetings, voice
partially thought-
through perspectives
5. Provide feedback (count
to three – or ten...)

18. what is a
source of
stress?
Intuitive Sensing
1. Having to attend to
realities
2. Having to do
things the proven
way
3. Having to attend to
details
4. Checking the
accuracy of facts
5. Needing to focus
on past experience
6. Being required to
be practical
!
1. Attending to own
and other's insights
2. Having to do old
things in new ways
3. Having to give an
overview without
details
4. Looking for the
meaning in the
facts
5. Focussing on
possibilities
6. Too many
complexities
!

19. what should I
do for others?
Sensing Intuition
1. Getting involved in
projects that require
long-range or future
thinking
2. Practice “brainstorming"
with the rest of the
team
3. Preparing yourself for
"roundabout"
discussions –
4. Look for patterns
5. Going beyond specifics –
try to discover meanings
and themes
1. Practice presenting
information in a step-by-
step manner
2. Providing specific
examples of vital
information
3. Honouring
organisational values
surrounding
experience and
tradition
4. Reading the fine print
and getting the facts
straight.

20. what is a
source of
stress?
Thinking Feeling
1. Using personal
experience to assess
situations
2. Adjusting to individual
differences and needs
3. Noticing and
appreciating what is
positive
4. Focussing on processes
and people
5. Using empathy and
personal values to make
decisions
6. Having others react to
questioning as divisive
!
1. Analysing situations
objectively
2. Setting criteria and
standards
3. Critiquing and
focussing on flaws
4. Focusing on tasks
only
5. Being expected to
use logic alone to
make decisions
6. Asking questions that
feel divisive

21. what should I
do for others?
Thinking Feeling
1. Working on projects in
which alternative causes
and solutions are
evaluated in personal
terms
2. Reminding yourself that
factoring in the impact
on people is logical even
if people aren't
3. Softening critical remarks
– finding the positive,
too
4. Asking for others'
opinions and concerns,
looking for points of
agreement before
discussing issues
1. Practice laying out an
argument logically by
saying ‘if’, ‘then’, or by
considering the causes
and effects
2. Understanding that
critical feedback is often
given in the spirit of
improving your
professionalism
3. Bringing attention to
stakeholder’s concern
regarding projects/ work
4. Using brief and concise
language to express your
wants and needs.

22. what is a
source of
stress?
Judging Perceiving
1. Waiting for
structure to emerge
from process
2. Too much flexibility
around time frames
and deadlines
3. Having to marshal
energy at the last
minute
4. Staying open to
reevaluation of
tasks
5. Dealing with
surprises
1. Having to organise
themselves and others
planning
2. Working within
timeframes and
deadlines
3. Others' distrust of
last minute energy
4. Having to finish
and move on
5. Developing
contingency plans
6. Being required to plan
ahead

23. what should I
do for others?
Judging Perceiving
1. Seeking out projects that
have definite milestones
and a final deadline
2. Trying to wait on a
decision for a few days,
continuing to gather more
information and paying
attention to ideas that
may come up
3. Understanding that work
is progressing despite
differences in work styles
4. Making your own
milestones and deadlines
1. Recognising that
deadlines set by the
organisation may not be
negotiable
2. Using a past decision you
believe others rushed to
demonstrate the
advantages of slowing
down to gather more
information
3. Becoming active in
projects where the
process is just as
important as the outcome
4. Keeping "surprises" to a
minimum and reducing
your options

24. how can
I give and
receive
feedback?

25. Giving feedback to types

26. reflection
what are the key learnings from this activity?
how does your team work together?
what do you contribute to the team?
What is the leadership that you see?
Are some people being ‘ignored’?
what are the team dynamics you see in the interaction?
!
!

27. reflection
how do you contribute to the team?
what are the common pitfalls of your personality/ type?
What are your next steps?

28. Teams in AIESEC
Indonesia are
dysfunctional.

30. Orientation
!
1. Why am I here?
2. Do I see I role for myself
here?
3. Do I find this role to be
valuable to me?
4. Do I belong?
1.
QUESTIONS: ACTIONS:

31. Trust Building
!
!
1. Who are you?
2. What is your work style/
expectations/competencies?
3. Can we work together?
4. Can I trust you?
1.
QUESTIONS: ACTIONS:

32. GOAL CLARIFICATION
!
!
1. What are we doing?
2. How do my goals align with
this team and the
organization
3. What are we responsible for?
4. What are our milestones?
1.
QUESTIONS: ACTIONS:

33. COMMITMENT
!
1. What am I doing?
2. How do my goals align with
this team and the
organization
1.
QUESTIONS: ACTIONS:

34. IMPLEMENTATION
!
1. Who, does what, when and
where?
2. What am I accountable for?
3. How do I fit into the process?
1.
QUESTIONS: ACTIONS:

35. 1. WOW!
2. I can trust you to do your part
well
3. Chemistry/Timing/Luck
1.
FEELINGS: ACTIONS:
high
performance

36. 1. Why should we continue?
2. Why are we here?
1.
QUESTIONS: ACTIONS:
RENEWAL

37. let’s make a team building plan.

39. WHAT IS
your team legacy ?