Team Scape 8 9 April 2008 Telstra Facet

  • Slides: 39
Download presentation
Team. Scape 8 -9 April 2008 Telstra Facet 5 Accreditation Workshop 1

Team. Scape 8 -9 April 2008 Telstra Facet 5 Accreditation Workshop 1

The Johari Window Feedback • Facet 5 Known to Self Hidden Self Open Arena

The Johari Window Feedback • Facet 5 Known to Self Hidden Self Open Arena Not known to Self Unknown Self Not Known to Others Blind Spot Known to Others • 360 Reviews Disclosure • Discussion • Openness

Facet 5 with Teams Facet 5 has 3 ways of comparing people: Overlay Snapshot

Facet 5 with Teams Facet 5 has 3 ways of comparing people: Overlay Snapshot Team. Scape

Team Overlay With an overlay of the profiles, similarities and differences are obvious Emotionality

Team Overlay With an overlay of the profiles, similarities and differences are obvious Emotionality

Team Snapshot • Computing Snapshots −Find intersection of lines joining each corner with the

Team Snapshot • Computing Snapshots −Find intersection of lines joining each corner with the centre of the opposite side −Plot that point for each person

Snapshot

Snapshot

Preferences • Action, response, speed • Results before process • Do whatever it takes

Preferences • Action, response, speed • Results before process • Do whatever it takes • Traditional • Process over content • Stability and order • Creative and innovative • Broad concepts • Environmentally aware • People and teamwork • Collective orientation • Loyalty to group

Snapshot – perspectives If you are like this These may see you as poor

Snapshot – perspectives If you are like this These may see you as poor on detail, inconsistent, impulsive These may see you as narrow minded, inflexible, rude These may see you as not consultative, ignoring people, too commercial

Team. Scape adds two new elements: Work Cycle – which parts of the work

Team. Scape adds two new elements: Work Cycle – which parts of the work cycle do people do best? and Reaching Agreement – what happens if people in the team disagree?

Work Cycle 8 -9 April 2008 Telstra Facet 5 Accreditation Workshop 10

Work Cycle 8 -9 April 2008 Telstra Facet 5 Accreditation Workshop 10

Team. Scape – Work Cycle 4 phases in the Work Cycle Phase 3: Make

Team. Scape – Work Cycle 4 phases in the Work Cycle Phase 3: Make decision Will Phase 4: Phase 2: evaluate options Energy Control Implement plan Phase 1: Generate Ideas Affection

Team. Scape – Work Cycle Idea Generation (Affection) Evaluation (Control) Deciding (Will) Implementing (Energy)

Team. Scape – Work Cycle Idea Generation (Affection) Evaluation (Control) Deciding (Will) Implementing (Energy) Practicalities <<<>>> Possibilities Revolution <<<>>> Evolution Defer <<<>>> Decide Understand <<<>>> Try it

Team. Scape – Working Style Next Team. Scape looks at individual contributions to the

Team. Scape – Working Style Next Team. Scape looks at individual contributions to the Work Cycle The size of the box shows the person’s preferred style The box relates to the Facet 5 score Geoff’s strengths: willing to try things out Possible limitations: for that factor brainstorms ideas creative encourages debate enthusiastic changeable Can seem tactless oversimplifies

Team. Scape – Group Work Cycle Team. Scape shows all the Work styles in

Team. Scape – Group Work Cycle Team. Scape shows all the Work styles in the group to show people compare. In some ways Carol, EJ and Paula are alike In others they are very different

Reaching Agreement & Resolving Disputes 8 -9 April 2008 Telstra Facet 5 Accreditation Workshop

Reaching Agreement & Resolving Disputes 8 -9 April 2008 Telstra Facet 5 Accreditation Workshop 15

Team. Scape – Reaching Agreement & Resolving Disputes Conflict at work – What is

Team. Scape – Reaching Agreement & Resolving Disputes Conflict at work – What is it? – What is the effect of conflict? – Is it good or bad?

Team. Scape – Reaching Agreement & Resolving Disputes Conflict Resolution theory – Rahim –

Team. Scape – Reaching Agreement & Resolving Disputes Conflict Resolution theory – Rahim – ROCI – Thomas, Kilmann – TKI – Blake & Mouton – Managerial Grid

Team. Scape – Orientation People have a natural Orientation based on: Assertiveness – (what

Team. Scape – Orientation People have a natural Orientation based on: Assertiveness – (what I want) vs Cooperativeness – (what you want)

Team. Scape – Orientation

Team. Scape – Orientation

Team. Scape – Orientation

Team. Scape – Orientation

Team. Scape – Orientation

Team. Scape – Orientation

Team. Scape – Orientation

Team. Scape – Orientation

Team. Scape – Orientation

Team. Scape – Orientation

Team. Scape – Orientation

Team. Scape – Orientation

Team. Scape – Orientation

Team. Scape – Orientation

Team. Scape – Orientation Team. Scape shows: Natural Style as indicated by Facet 5

Team. Scape – Orientation Team. Scape shows: Natural Style as indicated by Facet 5 + Multi-rater feedback from other team members + Direct self report

Team. Scape – Rule of thumb How important is the outcome Highly Good leaders

Team. Scape – Rule of thumb How important is the outcome Highly Good leaders are flexible N ot ry e v How important is the relationship Highly

Facet 5 – Tactics • Even people with the same Orientation will use different

Facet 5 – Tactics • Even people with the same Orientation will use different “Tactics” to achieve their ends • Some will apply rules and regulations • Others will be flexible and unbound • Relies on balance between Control and Energy • Rule Free vs. Rule Conscious

Facet 5 – Proportionality Emotional people: • • • “Condition well and extinguish poorly”

Facet 5 – Proportionality Emotional people: • • • “Condition well and extinguish poorly” are easily distracted and can get things out of proportion tend to remember things in a less organised and sequential way have a self doubt which causes problems learning new processes tend to stick to what they know get emotionally involved in a situation take things more personally and things matter to them more feel the stress of a situation and suffer more when things don’t go well are less sure of themselves are more self conscious are more likely to react to criticism at a personal level

Team. Scape 360 8 -9 April 2008 Telstra Facet 5 Accreditation Workshop 30

Team. Scape 360 8 -9 April 2008 Telstra Facet 5 Accreditation Workshop 30

Facet 5 – Team. Scape 360 Issues with Team 360 s: • Repetitive nature

Facet 5 – Team. Scape 360 Issues with Team 360 s: • Repetitive nature of data capture • Reduced quality of data resulting • Lack of comparability across team members

Facet 5 – Team. Scape 360 Four steps to Team. Scape 360 process: 1.

Facet 5 – Team. Scape 360 Four steps to Team. Scape 360 process: 1. Ordinal Scale using Alternation Ranking 2. Fix ends to “nominal/interval” scale 3. Align rest to “nominal/interval” scale 4. Capture commentary on each person

Facet 5 – Team. Scape 360

Facet 5 – Team. Scape 360

Facet 5 – Team. Scape 360

Facet 5 – Team. Scape 360

Facet 5 – Team. Scape 360

Facet 5 – Team. Scape 360

Facet 5 – Team. Scape 360

Facet 5 – Team. Scape 360

Facet 5 – Team. Scape 360

Facet 5 – Team. Scape 360

Facet 5 – Team. Scape 360

Facet 5 – Team. Scape 360

Facet 5 – Team. Scape 360

Facet 5 – Team. Scape 360