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Motivate Your Team in 30 Days
Motivate Your Team in 30 Days

Motivate Your Team in 30 Days:

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Motivate Your Team in 30 Days

Chapter 2. Week 2 – Preparing to Facilitate a Team Effectiveness Meeting

 

"A genuine leader is not a searcher for consensus but a molder of consensus."

 
 --Martin Luther King, Jr., civil rights leader

Before we get started make sure you follow the advice in the preface and have already scheduled the following:

  • Day 13: a full-day team meeting (off-site if possible)

  • Days 18 and 25: two half-day meetings

In the previous chapter, you learned a lot about yourself and are now in a better position to move forward as a successful leader.

As a leader, first to yourself and then to others, you should have the desire to make things easy for everyone. One of the key characteristics of successful leaders is their ability to facilitate. Facilitation is any activity that makes tasks easier for others. Facilitation is used in business and organizational settings, and in consensus decision making, to ensure the designing and running of successful meetings and workshops.

Facilitation serves the needs of any group...

Day 6 – decision making


While working in the corporate world I realized how quickly I became demotivated when I was told what to do. It was as if I did not know my job, was not trusted, engaged, or empowered, which are all the necessary elements in creating a team that performs well.

One day my boss came into my office and starting telling me what I needed to do. I immediately challenged her and told her how her instructions made me feel unimportant. In turn she asked "How should I manage you?", and I suggested that she should try asking me and other team members, as opposed to telling us, which in turn made us a more productive team.

Think about yourself for a moment:

  • How do you like to be managed?

  • Do you prefer to be told what to do, or do you prefer to be asked?

  • Which is more empowering to you?

  • How do you think your team members want to be managed?

  • Did you not hire them, or inherit them, for their expertise?

  • Who should know their job best, you or them?

  • Should you not be consulting them, instead...

Day 7 – facilitating solutions, the power of asking questions


There are things in life that we cannot control, and things that are under our full control. One of the first things we must do is get into the habit of distinguishing between the two. Then, we can start to take control of our lives and our destiny.

Each day we go out into the world where we are faced with the many external influences that are not part of ourselves, not under our control, and that cause us to react. These influences can include the weather, news, traffic, crowds of people or the lack of people, and comments we hear.

How you react is under your full control; you have that freedom of choice. When we face an obstacle we can be discouraged and even quit, or we can seek out the hidden opportunity, knowing that at least we will learn from the experience.

The problem is that most people are not taking control of what is under their control—their thoughts. The secret is to take control of your thoughts. It has been said...

Day 8 – becoming an effective facilitator, coach, mentor, and leader


An effective leader, manager, facilitator, coach, and mentor will never tell you what you need to do. They will ask questions and help you discover the answer for yourself. Only in this way will you take ownership and become committed to implementing the idea.

In attempting to facilitate participant involvement, there are a number of specific facilitator behaviors that can help you meet your objectives.

When you think about your own experiences as a participant, it's not unusual to remember as much about the facilitator as about the session content. This is because behaviors modeled by a facilitator can have a powerful impact on group and individual performance. In fact, participants are likely to discount the quality and usefulness of the session content if the facilitator's behavior is inconsistent with the values or behaviors being promoted.

Maintaining and enhancing the self-esteem of participants

For most participants...

Day 9 – drafting solutions that lead to an owner's mentality


When people face a personal problem, what are they looking for?

In the seminars we conduct around the world, we ask for an answer first from the extraverts only. Their answer is quick—a solution.

We then ask for an answer from the introverts. Their answer is an empathic ear.

Allow me to ask you a question—is it a solution you are looking for or just someone to empathize with you?

In most cases you will find the latter to be the preferred choice. Why? Because people like to be heard and cared for, and by nature introverts are more nurturing than extraverts, in most cases.

One of my favorite quotes in this area is:

 

"Nobody cares how much you know, until they know how much you care"

 
 --Cavett Robert, Lawyer and Speaker

How do you show you care? You ask questions and listen. You can even take notes, with permission, as that also makes people feel important.

Problem solving

When it comes to problem solving, the same process applies. You share...

Day 10 – facilitating a team effectiveness exercise


If you are not achieving the results you want, you need to get the team involved, and deal with the underlying issues surrounding team effectiveness.

Opening the team effectiveness meeting

On day 13 you will be meeting with the entire team for the day. Have the room set up with round tables for five people at most per table and have a flip chart and markers next to each table group. If your team is less than 10 people, try to create two groups. If less than five, work with only one group.

After greetings and opening remarks, give each table group a post-it pad and ask each team member to write down a percentage on a post-it, anywhere between 1-100 percent, that reflects how effective you currently are as a team.

Encourage each member of the team to answer honestly. All responses are to be kept confidential. Once each team member's percentage is recorded on a post-it, have them fold the paper and place it in the center of the table.

Plotting...

Improving attitude


Now it is time to bring the day to an end and brainstorm attitude, which is 100 percent under everyone's control and will have the biggest impact on team effectiveness.

First, I suggest you create a buzzword incorporating your company, department, or team name combined with the part word "-tude", derived from attitude.

Here is an example; to the outside world we are known as Microsoft, but there is no sense working on the outside until we fix the inside. Why not create Micro-Tude, and formulate a list of attitudes related to how we treat each other within the team environment. This list will inevitably focus on factors within our control; it is referred to as team attitude in this section.

Have groups list words that would best describe the kind of attitude each team member should have towards each other. Allow 10 minutes or so for each group to come up with their list on a flip chart.

Have each group present their list, and ask "Are there any words on this list that are not...

Summary


In this chapter, we covered the following:

  • Decision making styles, and how you should proceed with decision making moving forward

  • What is and what is not under your control, and how to facilitate solutions by asking questions, and the types of questions to ask

  • Facilitator behaviors and how to use them to run effective team meetings

  • The importance of engaging the team in problem solving through the use of brainstorming and presenting draft solutions, allowing partnership and ownership

  • How to develop an owner's mentality by treating your job as your business and inviting others to take part-ownership by engaging them in draft solutions

  • How to facilitate a team effectiveness exercise, with step-by-step instructions

In the next chapter, you will learn about motivating factors in the workplace, how to deal with change, and you will facilitate the day 13 full-day team effectiveness meeting, while learning how to empower and follow up with your team members.

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Publication date, Length, Edition, Language, ISBN-13
Publication date : Apr 14, 2014
Length: 106 pages
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Language : English
ISBN-13 : 9781783000265

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ISBN-13 : 9781783000265

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Table of Contents

6 Chapters
Week 1 – Motivating Yourself Before Others Chevron down icon Chevron up icon
Week 2 – Preparing to Facilitate a Team Effectiveness Meeting Chevron down icon Chevron up icon
Week 3 – Facilitating the Team Effectiveness Day Chevron down icon Chevron up icon
Week 4 – What Do You and Your Team Want? Chevron down icon Chevron up icon
Week 5 – Turning Those Desires into Achievable Goals Chevron down icon Chevron up icon
Week 6 – Turning Goals into Reality Chevron down icon Chevron up icon

Customer reviews

Rating distribution
Full star icon Full star icon Full star icon Full star icon Half star icon 4.5
(2 Ratings)
5 star 50%
4 star 50%
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1 star 0%
Professor M.S.Rao, Ph.D, International Leadership Guru, C-Suite Advisor & Author of 40 Books Mar 27, 2015
Full star icon Full star icon Full star icon Full star icon Full star icon 5
It is a great book on team building. I enjoyed reading it. The ideas and insights in this book are well-punched. You can gift this book to others. I strongly recommend reading this book.
Amazon Verified review Amazon
Martin C. Zwilling May 26, 2014
Full star icon Full star icon Full star icon Full star icon Empty star icon 4
I like this book because it goes way beyond the "typical" book on motivating teams, with an explicit set of instructions for what to do and expect on each day of a 30-day program to understand your own motivation, as well as raise the motivation of your team.If you are the kind of person who likes a checklist, and action items, you will love this book. If you are looking for some guidance on implementing your own process, you may not like the level of detail and expectations here.I recommend the book to every first time manager and entrepreneur with a new team of people working for them. The authors are clearly experts in this area, based on numerous talks and sessions they have hosted with business leaders around the world.
Amazon Verified review Amazon
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