The NGO's-PO's Resources Network Unit of Imus, Cavite trooped to Star Cove Resort-Hotel in Balayan, Batangas on May 3-4, 2008 for this year’s Teambuilding Seminar-Workshop.
The Teambuilding Seminar-Workshop was organized by Ms. Tina H. Viegan, RSW Head/Consultant of NGO's-PO's Network Unit of Imus, Cavite. Bro. Baltazar P. Ronato, O.Carm (a Carmelitye professed Brother) and Mr. Juriel T. Fabito (a Systems & Methods Officer of Banco de Oro Unibank) facilitated the seminar-workshop, while Ms. Tina H. Viegan, RSW supervised the whole event.
The Teambuilding Seminar-Workshop aims to develop and improve motivation, communication, support and trust within the team of community leaders/builders.
At the end of the 2-day seminar-workshop the participants would be able to : (1) develop a team-working relationship, (2) share positive experiences , (3) rediscover their talents and skills, (4) develop a genuine teamwork.
TEAM VS. GROUP
Bro. Bal Ronato, O.Carm explained well the difference between a “group” and a “team” . This will help the participants assess the present state of their network, “is it a team” or is it a group.”
"Teamwork is a make or break situation. Either you help make it or the lack of it will break you." – Kris A. Hiatt
1.
Understandings. In a group, members think they are grouped together for administrative purposes only. Individuals sometimes cross purpose with others. In a team, members recognise their independence and understand both personal and team goals are best accomplished with mutual support. Time is not wasted struggling over "Turf" or attempting personal gain at the expense of others.
2.
Ownership. In a group, members tend to focus on themselves because they are not sufficiently involved in planning the unit's objectives. They approach their job simply as a hired hand. "Castle Building" is common. In a team, members feel a sense of ownership for their jobs and unit, because they are committed to
values-based common goals that they helped establish.
3.
Creativity and Contribution. In a group, members are told what to do rather than being asked what the best approach would be. Suggestions and creativity are not encouraged. In a team, members contribute to the organisation's success by applying their unique talents, knowledge and
creativity to team objectives.
4.
Trust. In a group, members distrust the motives of colleagues because they do not understand the role of other members. Expressions of opinion or disagreement are considered divisive or non-supportive. In a team, members work in a climate of
trust and are encouraged to openly express ideas, opinions, disagreements and feelings.
Questions are welcomed.
5.
Common Understandings. In a group, members are so cautious about what they say, that real understanding is not possible. Game playing may occur and communication traps be set to catch the unwary. In a team, members practice open and honest
communication. They make an effort to understand each other's point of view.
6. Personal Development. In a group, members receive good training but are limited in applying it to the job by the manager or other group members. In a team, members are encouraged to continually develop skills and apply what they learn on the job. They perceive they have the support of the team.
7.
Conflict Resolution. In a group, members find themselves in conflict situations they do not know how to resolve. Their supervisor/leader may put off intervention until serious damage is done, i.e. a crisis situation. In a team, members realise conflict is a normal aspect of human interaction but they view such situations as an opportunity for new ideas and creativity. They work to
resolve conflict quickly and constructively.
8.
Participative Decision Making. In a group, members may or may not participate in decisions affecting the team. Conformity often appears more important than positive results. Win/lose situations are common. In a team, members participate in decisions affecting the team but understand their leader must make a final ruling whenever the team cannot decide, or an emergency exists. Positive win/win results are the goal at all times.
9.
Clear Leadership. In a group, members tend to work in an unstructured environment with undetermined standards of performance. Leaders do not walk the talk and tend to lead from behind a desk. In a team, members work in a structured environment, they know what boundaries exist and who has final authority. The
leader sets agreed high standards of performance and he/she is respected via active, willing participation.
10. Commitment. In a group, members are uncommitted towards excellence and personal pride. Performance levels tend to be mediocre. Staff turnover is high because talented individuals quickly recognise that (a) personal expectations are not being fulfilled (b) they are not learning and growing from others and (c) they are not working with the best people.
TEAM ROLES
Mr. Juriel T. Fabito discussed “Team Roles” to help the participants identify their specific roles in their team .
Implementer:
Well-organized and predictable. Takes basic ideas and makes them work in practice. Can be slow.
Shaper:
Lots of energy and action, challenging others to move forwards. Can be insensitive.
Completer/Finisher:
Reliably sees things through to the end, ironing out the wrinkles and ensuring everything works well. Can worry too much and not trust others.
Plant:
Solves difficult problems with original and creative ideas. Can be poor communicator and may ignore the details.
Monitor/Evaluator:
Sees the big picture. Thinks carefully and accurately about things. May lack energy or ability to inspire others.
Specialist:
Has expert knowledge/skills in key areas and will solve many problems here. Can be disinterested in all other areas.
Coordinator:
Respected leader who helps everyone focus on their task. Can be seen as excessively controlling.
Team worker:
Cares for individuals and the team. Good listener and works to resolve social problems. Can have problems making difficult decisions.
Resource/investigator:
Explores new ideas and possibilities with energy and with others. Good networker. Can be too optimistic and lose energy after the initial flush.
TEAM ACCOUNTABILITY
Mr. Juriel T. Fabito discussed “TEAM ACCOUNTABILITY” highlighting its importance in a team.
Why is Accountability So Important? Holding people accountable for their results has very positive effects: greater accuracy of work, better response to role obligations, more vigilant problem solving, better decision making, more cooperation with co-workers, and higher team satisfaction.
A culture of Team Accountability:
1. Earn the trust of your team-mates. This means doing what you say and saying what you mean all the time.
2. Publicly own up to your own mistakes and accept the natural consequences for them.
3. When mistakes or problems occur, focus on the future. To correct the problem and prevent it from happening again, steer the discussion to what needs to be done next and away from what was done.
4. Remember that intent is not the same as performance. Help people follow through on their commitments by regularly checking in on progress. This needn't take on a "Big Brother" air. Simply make old business or ongoing projects a regular agenda item and ask people to share their current status, successes, and need for help.
5. Be explicit about accountability and expectations. Talk openly (and preferably face-to-face) about responsibilities, performance standards, deadlines, potential consequences or implications of their actions, etc.
6. Be supportive. Help people talk about their progress on their commitments, and offer help when they are stuck or unsure.
DECISION MAKING
Bro. Bal Ronato discussed the different methods for decision making which help the participants identify the method applicable to very situation.
Method 1. Decision made by authority without group discussionProcess: The designated leader makes all decisions without consulting group members
Method 2. Decision by expertProcess: Select the expert from group, let the expert consider the issues, and let the expert make decisions
Method 3. Decision by averaging individuals' opinions Process: Separately ask each team member his/her opinion and average the results.
Method 4. Decision made by authority after group discussionProcess: The team creates ideas and has discussions, but the designated leader makes the final decision. The designated leader calls a meeting, presents the issue, listens to discussion from the team, and announces her/his decision.
Method 6. Decision by majority voteProcess: This is the most commonly used method in the United States (not synonymous with best method). Discuss the decision until 51% or more of the team members make the decision
Method 7. Decision by consensusProcess: Collective decision arrived at through an effective and fair communication process (all team members spoke and listened, and all were valued).
PERFORMANCE ASSESSMENT
Mr. Juriel T. Fabito discussed the importance of performance assessment in measuring the effectivess and efficiency of the Team's projects.
1. Do your team members create a project initiation document together?
2. Do your team members understand how to manage the trade offs between cost, schedule and deliverable performance of their projects?
3. Are all team members involved in defining how their project deliverables will be created?
4. Do team members understand how to use conflict to improve team performance?
6. Are your team members able to understand each other’s positive intentions even if they perceive someone’s behavior as negative?
7. Do your team members know their unique strengths and the unique strengths of their team members?
After the sessions, the participants enjoyed the cool water of the beach and have more time for team bonding and camaraderie.
The Acedera Family treated the whole new TEAM with a “Team Lunch on their last day in the venue. A cake was also offered to the birthday celebrants for April and May.
To end the 2-day event, a Holy Mass was celebrated at the venue officiated by the Parish Priest of Balayan, Batangas.
The Participants thanked the family of Mrs. Acedera for the venue, the food and the goodness they showed them. In response, Mrs. Stella Acedera, CEO of A-Star Foundation, Inc. wished that the new TEAM will render genuine services to the people of Imus . She also thanked the whole new TEAM for coming over to their place and spent two days with enthusiasm to learn and enjoy the Teambuilding Seminar-Workshop. As a token of appreciation, each participant received a bottle of famous Balayan Fish Bagoong.
