CRD Retreat - Teamwork and Feedback

TEAMWORK

A KEY TO SUCCESS

 ? ? ? ? ? ? TEAMWORK: A Definition

 Activity: 1.

 Each Group must conduct a 5-minute discussion and devise a definition for ‘Teamwork.”

TEAMWORK:

A Definition

Activity: 2.

Stand in one line in order of your birthdate.

TEAMWORK

1 st January at the front, 31 st December at the back.

Stand in one line in order of your birthdate. 1 st January at the front, 31 st December at the back. Activity: 3. List the teamwork skills or activities you had to engage in to successfully complete the above exercise.

TEAMWORK

Stand in one line in order of your birthdate. 1 st January at the front, 31 st December at the back.

Activity: 4.

Consider doing the same task as a single individual and compare it to having worked on it as a team. Write down the advantages of having worked on it in the team environment?

TEAMWORK

 Activity: 5.

 Stand and form a circle in the back of the room.  Place your hands behind your back.

TEAMWORK Dynamics

 DO NOT SPEAK!!

 Listen for additional instructions.

 Carry out the tasks assigned.

 Creating a team at work is easy. The real work is to create teamwork!

TEAMWORK Dynamics

 Activity: 6.

 List the Elements of teamwork that you observed in the last exercise

TEAMWORK Dynamics

Conflict is INEVITABLE

Remember:

When two people face ach other, one’s right becomes the other one’s left , and both are right!

Conflict is INEVITABLE

Types of Conflict

Conflict is INEVITABLE

1. Task 2. Relatioship

3. Process

1. The People Element 2. Properly Define the Boundaries 3. Don’t put off addressing conflict 4. Positions and Interests

Dealing with Conflict

 Activity: 7.

 List six (6) strategies that the Department can use to encourage camaraderie and improve teamwork.

Dealing with Conflict

• No One of Us is as Smart as All of US!

Presented by Sonia Edwards

The Gift of Feedback Presented to ECCB Corporate Relations Department February 28, 2020

The transmission of evaluative or corrective information about an action, event, or process

What is Feedback

Supports the growth mindset

Feedback as a Gift

Why we need to master feedback in the workplace

Provides a road map Helps us to grow Helps us to assess Helps us to pivot when needed

Reaction to Feedback

Defensive Respond with Excuses Counter with Negative Feedback

• More Productive Reactions • Listen • Assess the Feedback • Adjust behavior & Actions • Seek to Improve

Reaction to Feedback

Make it a positive process and experience – giving feedback does

Tips For Giving Feedback

not have to be combative and confrontational

Give feedback for the right reasons. We give gifts that are of value to others. In the same way, feedback should be of value to the recipient

Take the time to give the feedback as close as possible to the behavior or actions you want to address.

Be Timely

Clearly identify what you wish to compliment Say exactly which action you are commending, or which behaviour needs correcting

Be Specific

Choose an appropriate place or setting to give feedback.

Setting is Everything

Create ways for your direct reports/colleagues to give you feedback

Remember Feedback is a Two Way Street

You can’t force someone to accept your feedback. You can refuse a gift/so you can refuse feedback. You determine how you act on feedback.

Feedback Has to be Voluntarily Accepted

How Does Feedback Impact You? Take It or Leave It

Practical Steps to Improve the Feedback Loop

This Photo by Unknown Author is licensed under CC BY

Many phrases we use when giving feedback can be vague—Phrases like “be more proactive,” “be more positive” or “be more strategic.” Or “take initiative,” “show more leadership” or “improve your communication.”

Avoid Vague Terms

Be Prepared for Sticky Situations

• Deliver the feedback at the end of the day so the person can go home afterward • Have a box of tissues on hand. This action acknowledges the emotion and gives the other person a chance to pause and collect themselves. • Know that you may have to meet again once the person has calmed down • Say something like: "I can see you are upset. I understand this is difficult for you. I know you want to be successful, and I want you to be, too. I need you to think about this. Let's set up another meeting tomorrow morning after you've had time to digest." •

The Persons Gets Overly Emotional

• • "I need to have a conversation with you. I need you to lower your voice." • "I need you to take a deep breath or we will have to reschedule this. This is not constructive." •

The Persons Starts to Shout

• • "I need to have a conversation with you. I need you to lower your voice." • "I need you to take a deep breath or we will have to reschedule this. This is not constructive." •

The Persons Starts to Shout

How You Can Improve the Feedback Flow in Your Department

This Photo by Unknown Author is licensed under CC BY