|
|
Program Goals: Using Covey's 7 Habits of Highly Effective People in a Team Building Program
1. Get to know others: For participants to learn about the team and the members that make up the team. Develop respect and appreciation for the skills, diverse backgrounds, values, and talents that each member brings to the team and understand that their individual attributes are a resource to be tapped for team effectiveness and learning.
2. Enjoyment: The teambuilding program will be enjoyable and set an expectation that the team setting will be rewarding while requiring hard work to increase and sustain effectiveness.
Additionally we will weave Covey’s 7 Habits of Highly Effective people into the processing and activity language
Be proactive
Begin with the end in mind
Put first things first
Think win-win
Seek first to understand and then be understood
Synergize
Sharpen the saw
Participants arrive: Logistics
Participants arrive Consider tabletop puzzles as filler if start delayed
Opening: Establish Team Program Atmosphere
• Expectations of team for the program
• Behaviors and norms of team (Full Value Contract)
• Challenge By Choice
Initiative: Icebreakers and Openers a practice in being Proactive, as well as seeking to understand and then be understood
• Gotchya an icebreaker that opens the group to laughter and comfort with each other
• Preference Card Interview (Based upon DiSC profile system) an activity that asks participants to choose cards with various words that represent behaviors, participants then speak to other participants about why they chose the cards and how it relates back to their personal expectations of the day.
Initiative: Lean on Me (rotating teams) Begin with the end in mind, Synergy
An activity that creates a solid example of Beginning with the end in Mind as well as Synergy. Participants are led through a sequence of problem solving event using Knives and Marshmallows.
Processing: Round 1 – How are the three knives before construction, like a group, and the same three knives after construction, like a team?
Round 2 – What were the differences between working alone on the first round and working together on this second round?
Round 3 – In what way does team size affect performance and interaction?
Round 4 – What are the differences between using activities and models and doing the real thing?
End Processing? What were some of the key factors that allowed you to accomplish each task? How did your role change as more people were added to the task? Based on the overall experience what are some advantages to learning by doing?
Initiative: Circles of Influence (4 teams) Think win - win
Negotiation is an issue that needs a good activity for practice. This activity was designed to drop leaders immediately in to a situation with many possible solutions and approaches. The perceived inequities and the time pressure create a rich arena for experience and discussion
Processing: What was the first clue that the situation was not going well? How did the chaos stop? What had to happen before you could start working towards a solution? What type of solution were you, as small teams, striving for? What are some real examples that mirror this activity?
Initiative: Trust Trap Sequence (rotating partnerships) Being proactive, understand and then be understood, sharpen the saw
Participants are lead through series of activities each more challenging than the last using mousetraps
Focus: Leaving individual comfort zones as well as gaining greater trust in co-workers.
Processing: How did this activity build trust? What changes have you noticed since you finished the stages? How did you overcome any anxieties? How well did you coach your partner?
Initiative: Puzzle Connection (2 teams that act as one) Think win – win, understand and then be understood, begin with the end in mind, synergy
The group is shown a puzzle then they challenged to complete the puzzle in the given time frame while switching jobs and locations.
Focus: Practice problem solving and communication skills; increase the understanding of the need for constant communication between existing teams.
Processing: As a team initiative, which elements of a high performing team were evident and which elements needed more emphasis? Clarity of purpose and clarity of roles are essential for team performance. How did these two factors influence performance? What similarities do you see between this and the workplace? Is there anything we want to focus our attention on in future initiatives?
Initiative: Pipeline – Synergy, Be proactive
The group is challenged to transport different objects (students) down an “education pipeline” with communication blockers, and deceptive information.
Focus: Proper use of resources, as well as creative uses of existing resources. Participants being able to rapidly switch roles. Explore relationship to customer or student as well as educator expectations.
Processing: Did the team create a workable plan? How did this happen? Was the time spent planning adequate? Did you set a clear goal? Was it realistic? How were the students chosen? How were the “hand offs” executed? Was every ones voice heard and acknowledged? What would you do differently next time to improve effectiveness performance?
Initiative: Jig Saw Board Cross – Be proactive, begin with the end in mind, Seek first to understand and then be understood.
Focus: Use of planning time effectively as a team, Incorporation of all team members in planning, Creating a common language for communication within the team, Trusting other team members.
Processing: How did you use your planning time? Was everyone incorporated into the planning, if not why? Those of you who did not feel part of the team what stopped you from pushing your way in? Was a common language created? How is this like work? How can we implement our learning into the team?
Initiative: Metaphor Card Choice learning and takeaways.
Special Notes on Processing and Reflect:
Create-Learning Facilitators will process and reflect after the majority of the activities. This session may include although is not limited to use of Metaphor cards, group drawing, Socratic question and answers, Small group presentations of learning, Personal reflection through the use of sharing circles and various hand signals, as well as creating concrete plans of how the skills gained will be used in the workplace personally and professionally.
Create-Learning has shown results using a variety of processing activities to actively engage each participant. Create-Learning uses processing techniques and activities to give each individual participant the greatest learning possible for the day.
Individuals and teams will learn about the different personalities and skills of their peers. This is learned through the hands on nature of the activities and the highly interactive processing session after each activity. Create-Learning enables the group to take credit and responsibility for their own learning, and gives them tools that can be used immediately in the workplace.
References:
Dr. Stephan Covey: “7 Habits of Highly Effective People”
Sam Sikes: “Raptor and Other Teambuilding Activities”
http://www.businessballs.com/sevenhabitsstevencovey.htm
|
|