Chelsea Robinson presents a workshop on Teamwork & Culture at Live The Dream in Wellington in 2015.
This presentation shares tips for organising, culture hacks, and people-centered strategies for building community.
An ongoing 7-year partnership between the University of Saskatchewan and LutherCare Communities provides an opportunity for health professions students in the “Longitudinal Elderly Person Shadowing (LEPS) Project” to learn with, from and about their senior partners through a series of social events and structured small group visits. Participating students learn about health issues associated with aging, gain an appreciation for events that have shaped their senior partners’ lives, examine their own attitudes towards older adults and aging, and experience the benefits and challenges of working in interprofessional teams, while participating seniors enjoy sharing their wealth of knowledge and experience with the students whom they find to be professional and full of vitality.
A presentation to the Student Government Councils of local universities and colleges in Malaysia was presented by Michael Teoh, surrounding the topics of Teamwork and Leadership.
This workshop for Student Leaders was done back in 2005 and 2006.
An ongoing 7-year partnership between the University of Saskatchewan and LutherCare Communities provides an opportunity for health professions students in the “Longitudinal Elderly Person Shadowing (LEPS) Project” to learn with, from and about their senior partners through a series of social events and structured small group visits. Participating students learn about health issues associated with aging, gain an appreciation for events that have shaped their senior partners’ lives, examine their own attitudes towards older adults and aging, and experience the benefits and challenges of working in interprofessional teams, while participating seniors enjoy sharing their wealth of knowledge and experience with the students whom they find to be professional and full of vitality.
A presentation to the Student Government Councils of local universities and colleges in Malaysia was presented by Michael Teoh, surrounding the topics of Teamwork and Leadership.
This workshop for Student Leaders was done back in 2005 and 2006.
The Top Leadership Qualities Every Manager NeedsWhen I Work
Leadership is difficult to quantify, but there are some traits you should seek to emulate if you’re leading a team. And, if you’re hiring, you should look for these traits in your employees, whether they’ll be leading a team now, or have the potential to do one day.
What are good leadership qualities that will help you move through your organization with super speed? In this post, we profile seven leadership qualities that you absolutely need to cultivate.
Team Building PowerPoint PPT Content Modern SampleAndrew Schwartz
130 slides include: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more.
I delivered this presentation when I was studying Software Engineering at UTS(Autumn 2010). I was the Project Manager of a team of 20 Software Engineering students and we were developing a Robotic Waste Treament System.
Are you indispensable to your team? When team collaboration hums at the highest levels, projects win industries, businesses thrive and the individuals develop skills that everyone wants. To be one of these top-performing team members, here are 13 tips to help build your teamwork skills.
This Video provides detail information about Team Management, observation @ work place.
For more details, please log in to www.rekruitin.com
Thanks,
ReKruiTIn.com
# 8855041500
Mike Cardus' How Teams Work - Biggest Team Leader Meeting Mistake Mike Cardus
Team Leaders’ Biggest Team Meeting Mistakes
Give members the chance to get to know one another, build trust, voice expectations and goals, establish credentials, discuss desired roles, raise concerns, etc…
This approach is viewed by some as waste of time instead of a necessary step in creating high performance.
When teams have problems later, everyone gets frustrated and things come to a halt.
Dr. Rick Goodman, the Team Building Expert, provides useful tips and tricks for Team Building for Human Resource Professionals. For more information go to www.rickgoodman.com or www.advantagecontinuingeducationseminars.com
Filipino motivational speaker and corporate trainer, Mr. Myron Sta. Ana talks about his self-conceptualized principle in leadership and management called CONNECT™. This concept talks about the different aspects of leading that have to be connected for team management and team organization.
3 Simple Habits of a Highly Effective Team Andy Harjanto
Effective Team Collaboration has been around and studied for so many years. As the pace of changes grow so rapidly, we need to deliver highl quality products or services in a shorter period. This presentation prescribes 3 simple areas to focus on.
The Top Leadership Qualities Every Manager NeedsWhen I Work
Leadership is difficult to quantify, but there are some traits you should seek to emulate if you’re leading a team. And, if you’re hiring, you should look for these traits in your employees, whether they’ll be leading a team now, or have the potential to do one day.
What are good leadership qualities that will help you move through your organization with super speed? In this post, we profile seven leadership qualities that you absolutely need to cultivate.
Team Building PowerPoint PPT Content Modern SampleAndrew Schwartz
130 slides include: why teams work, building a team, reasons to create teams, structuring your team, developing effective teams, five intrinsic elements of teams, four stages of team development, team behaviors, team roles, 18 group building behaviors, overcoming common obstacles, responsibilities for team leadership, evaluating team performance, viewing the top teams, how to's and more.
I delivered this presentation when I was studying Software Engineering at UTS(Autumn 2010). I was the Project Manager of a team of 20 Software Engineering students and we were developing a Robotic Waste Treament System.
Are you indispensable to your team? When team collaboration hums at the highest levels, projects win industries, businesses thrive and the individuals develop skills that everyone wants. To be one of these top-performing team members, here are 13 tips to help build your teamwork skills.
This Video provides detail information about Team Management, observation @ work place.
For more details, please log in to www.rekruitin.com
Thanks,
ReKruiTIn.com
# 8855041500
Mike Cardus' How Teams Work - Biggest Team Leader Meeting Mistake Mike Cardus
Team Leaders’ Biggest Team Meeting Mistakes
Give members the chance to get to know one another, build trust, voice expectations and goals, establish credentials, discuss desired roles, raise concerns, etc…
This approach is viewed by some as waste of time instead of a necessary step in creating high performance.
When teams have problems later, everyone gets frustrated and things come to a halt.
Dr. Rick Goodman, the Team Building Expert, provides useful tips and tricks for Team Building for Human Resource Professionals. For more information go to www.rickgoodman.com or www.advantagecontinuingeducationseminars.com
Filipino motivational speaker and corporate trainer, Mr. Myron Sta. Ana talks about his self-conceptualized principle in leadership and management called CONNECT™. This concept talks about the different aspects of leading that have to be connected for team management and team organization.
3 Simple Habits of a Highly Effective Team Andy Harjanto
Effective Team Collaboration has been around and studied for so many years. As the pace of changes grow so rapidly, we need to deliver highl quality products or services in a shorter period. This presentation prescribes 3 simple areas to focus on.
Please Follow directions or I will dispute!Please answer origi.docxbunnyfinney
Please Follow directions or I will dispute!
Please answer original forum with a minimum of 250 words and respond to both students separately with a minimum of 100 words each
Page 1 Original Forum with References
page 2 Justin response with references
page 3 Giovanni response with references
Original Forum
Examine your organization and leadership through the following questions:
1. How does your organization foster trust and open communication?
2. How is teamwork, power, and authority defined? Look deep at self interest vs. a common goal and empowerment.
3. What are the goals that people share in common? Motivations?
4. How would you describe the culture and leadership from the top down?
5. What recommendations do you have for your organization to enable others to act?
Your initial post should demonstrate and integration of readings and lessons to support your views.
Support your work with references and intext citations.
Student response
Justin
I work in a small budget office that has four members and is a part of a bigger finance office of 12. Between our small office, communication from the top to the bottom is extremely good and all trust each other very well. I believe our top manager is a strong leader and he creates a culture that embraces working together and encourages us to speak about problems at work if one arises. At the same time, he allows us to take risk and will allow us to work the way that works best for us. Leadership does not care how we get to a point as long as the end goal is achieved which does allow us to feel empowered. If we have a question, they just want us to work together to try and search for the solution but will help us once we give our thoughts or if it is time sensitive.
I do think we share a common interest or vision to provide strong budget advice to our commanders and resource advisors so they can execute their budgets legally and efficiently. I do see issues with personal goals getting in the way from time to time though. I think we build such good relationships that leadership hesitates to say anything when someone does focus on their own self-interest over the goals of the office. I find it interesting that some studies actually show leaders that promote a little value in promoting self-interest usually increases the follower's trust in the leader (Scherwin, 2009). I see this in our office. Our leaders help us with promotion, take care of family, and urgent personal tasks when time allots. I honestly think it encourages us to work harder towards the shared goals of the office when the work load is heavier and to have each other’s backs.
No office is perfect and always can improve. Leaders should always be pushing for improvement and looking for ways to improve any part of the group. For the finance office I work in, I would recommend that the leaders do try to make accountability more of a factor. Many times, leaders in the larger office will not ...
Training should be provided to members in order to develop their talents in team building.
https://sites.google.com/view/simrandeshmukhblog/services/team-building
How to Get Started with Agile when You Don't Know Where to StartJason Little
Getting started with Agile can be confusing and it can also be difficult to move forward when you feel stuck. Learn how to understand the reasons for adopting Agile in the first place and how your Organization parameters (size, structure and culture) affect how you shape your adoption path.
More engaged employees create a sustainable culture that is built for innovation and change. When you show you’re listening, understanding their issue, and working to help, they’ll give you their best work. In this webinar, we’ll dive deep into four key areas to make this happen for your teams.
The success of a leader relies on the ability to unlock employee potential, find solutions, and meet organizational objectives.There are some practical tips to improve and leverage listening skills that will enhance your leadership capabilities.
Organizations and Individuals That Have Invented New Tools for New TimesPaul Schumann
This is Part 8 of an eight part series of presentations entitled Leadership in the Interactive Age, originally presented over the National Technological University's satellite network in January and February, 1995 by Paul Schumann, Donna Prestwood and Barbara Benjamin. Some of the topical references are out of date but the concepts are still valid. They're probably more apparently valid now then they were at the time of the original production.
Similar to Teamwork & Culture : Presentation for Live The Dream 2015 (20)
Te Kōanga - stakeholders, users & discoveryLifehack HQ
Workshop slides from Lifehack's Te Kōanga programme.
The workshop was a quick fire enquiry into stakeholder mapping, user personas and customer discovery.
It includes resources from DIYToolkit.org, Lean UX, and CustomerDevLabs.
The content is focused on the foundational work required to design for youth wellbeing.
Flourishing & Positive Psychology Research - February 2015Lifehack HQ
A short presentation on the last 4 years of Positive Psychology and Flourishing research which has been influential for the Lifehack team.
From Siegman to Keyes and beyond - this presentation highlights some of the definitions, terms and insights which can help us understand how to enable a generation to flourish by 2050.
Lean Startup Experiments are the means to generate the currency of Entrepreneurship - learning.
In this workshop, first presented at Live The Dream, we take you through how to identify the next experiment, write it up, retrospect and record it.
Borrows from work by Ash Maurya, Eric Reis and more.
A workshop on Value Proposition Design by Sam Rye from Lifehack & Enspiral.
This workshop takes you through the Value Proposition Canvas, helps you pitch your vision, and lays out a short exercise to make a 2D or 3D prototype of your solution for feedback.
It draws heavily on the content, language and concepts from this book, which we highly recommend you buy if you're serious about (social) entepreneurship or intrapreneurship : https://strategyzer.com/value-proposition-design
Julian Apatu workshop at #LifehackLabs 2014 on "Finding Opportunities for Innovation".
The session spanned the Magic Square, Paper Dart Game, and Journey Mapping - all to uncover the concept of lean.
Lifehack Labs - "How To Make A Difference" - Alex Hannant // Ākina Foundation...Lifehack HQ
Alex Hannant from Ākina Foundation presents "How To Make A Difference" at #LifehackLabs - a social innovation lab focused on improving youth wellbeing.
3. Just because you have a hammer,
doesn’t mean what’s in front of you is a nail.
I made some mistakes trying to solve hard group issues
like conflicts by using the same social tools as I would in
other situations.
I learnt that this can be very painful and detrimental to
group wellbeing. You need different tools / interventions
for different situations.
4. Sometimes hierarchy is great
I’m normally pretty non-hierarchical in my group work
and sometimes this is fantastic. Other times this can be
the wrong approach.
In Lifehack Labs we were a “flat” team and this proved
disorientating and disempowering.
In high speed, highly logistical environments with many
people, sometimes mandated hierarchy is more
effective.
5. Project based hierarchy can be good
I feel good teams deeply believe that no one person is
more important than anyone else.
This doesn’t mean that you don’t need clear
responsibility and accountability though.
It’s really effective to nominate key people as
coordinators for projects and give them the mandate to
run with their vision without asking for for others’
permission every step of the way
6. Find founders with Shackleton's way
Put the call out for people who want to:
- work on a meaningful problem
- Learn a lot
- be pushed to the edge of
your self & skills
- learn to collaborate and
love others
7. Fill your facilitation belt with diverse tools
Okay so you can sit in a circle and hear each person
speak.
But what do you do in half an hour with 200 people?
Learn by experimenting and ultimately try to reach a point
where given a group, a timeframe and a purpose you can
use a combination of pair work, group work, whole group
work and motivational speaking to get results
8. Recognise & respond to
the needs of your team mates
Money? Time with their babies/family? Quality time with
the team to build context?
It’s inappropriate to exclude team members’ needs when
you’re designing your work flow. I’ve lost so many co-
founders due to them needing money and bailing out to
support themselves.
So what if they don’t reply to a 10 pm email? Check
yourself and change your expectations
9. What do you amplify & constrain?
As a leader (we are all leaders) we amplify some behaviours,
trends, traits, processes and constrain others.
In my work with GenZero I amplified the importance of
consensus and consultation because I thought shared
understanding was the highest priority, and constrained
creativity and autonomy. This lead to a huge lack of creative
volunteers.
Pay attention to what you constrain.
10. Identity, Ritual, CULTure
Organisations, and communities of interest have some
similarities to church communities.
To deepen the connection, use tools like singing songs
together, building symbols together, retreating together to
build culture.
Small rituals like the way you open a meeting by hearing
how everyone feels today can build strongly committed
teams.
12. Agile
Individuals and interactions over processes and tools
Working software over comprehensive documentation
Customer collaboration over contract negotiation
Responding to change over following a plan
That is, while there is value in the items on
the right, we value the items on the left more.
agilemanifesto.org
13. Checking in and out
Kick off any group meeting by asking how people are
really. There is deep value in someone showing up and
saying they’re having a hard time at home. It puts all their
contributions in context.
Try leaving a meeting by going around and asking how
people felt about that meeting space.
14. MIT “Need help circle”
At the end of a meeting, try going around and each person
saying something that they need help with.
Don’t move on until someone else in the group says they
will help with that.
15. Holacracy
holacracy.org
“The system relies on a hierarchy of
circles, each run according to detailed
democratic procedures. However, higher
circles can assign purpose and
responsibilities to lower circles – they
have the power to change or even abolish
lower circles that aren’t performing.
Each circle then, however democratic,
obeys a vertical hierarchy and looks up to
its superior for instructions.”
16. Great thing to read
http://www.makebelieve.me/resources/purpose-driven-campaigning.pdf