Overview:
Every leader wants a team that is collaborative, cooperative, and cohesive. The cohesive part is often the hardest to achieve because even people who don't particularly like each other will cooperate or collaborate on a project. For those where the work matters most to them, they may work well with others just to get the work done and to eventually rid themselves of the people they don't actually want to be around. But even after the project is completed, leaders know the work could've been done more efficiently and with greater quality.
Efficiency and quality can easily be compromised when team members don't gel. A team that lacks cohesion doesn't communicate effectively, doesn't respect each other enough, and usually doesn't manage conflict well. This topic addresses the challenges that come from individuals who have not examined what positive contributions they bring to any team and those things that negatively impact the team.
Self-awareness on a team is an essential quality because the individual who has done enough introspection and self-examination knows the influence they have on their environment. They can usually make the adjustments when necessary to support the team in light of understanding themselves.
Those who lack self-awareness are apt to blame others, have gaping blind spots, and will not hold themselves accountable in the shortcomings they cause. Since teams are comprised of a group of individuals that are expected to work together to reach a common goal, each team member must understand the other. They must know what motivates the others, how best to communicate with one another, what kind of environment their team mates need in order to do their best work, and how they differ from each other. Understanding each other's differences help to identify them as just that - differences, not wrongs.
So often, when people don't understand themselves and certainly misunderstand their cohorts, they are more likely to peg the other person as being wrong at times in their approach to the work. But with greater awareness of how they see things versus how others view the same situation, every difference won't be seen as wrong.
The diversity that exists on the team will be better appreciated and less judgment will occur. There are more acceptances of differences, and people are willing to do what's necessary to embrace those differences. Then they can get the work done efficiently and preserve relationships at the same time. Self-awareness on a team ensures that the necessary steps are taken by each individual to see themselves making the team work or driving a wedge within it. Using a tool like Everything DiSC and its concept addresses the twelve different styles that potentially exist in any workplace.
People who have never learned this concept find it interesting and engaging. They self-select their own style and then become more attuned to the behaviors that they take for granted every day. They come to understand how those mundane behaviors impact their existence on a team. When they become more aware, then they can make the necessary adjustments so that those behaviors bring cohesion and not division.
Why you should Attend:
Anyone who serves on a team should attend this session because it challenges them to look at the impact they have on a team. Without honest introspection of themselves and reflection on others they work with, they are likely to falter in understanding how their actions and thoughts influence the team.
With potentially a dozen different personalities in an organization at any given time, it is easy for those differences to collide. Conflicts can erupt because of a lack of understanding of what's important to each style. Knowing what the priorities and motivators are for each style helps the other team mates flex to meet those preferences. Moreover, each person can have their own needs met if they learn how to express what's important to them and to their team mates. A lack of understanding leads to miscommunications, ineffective practice of emotional intelligence, and misapplied efforts at meeting the desires of team mates.
Consequently, if an individual is inadequate in how they express their own desires so that they feel supported on the team, then they may become resentful and even bitter because they feel their needs are ignored. People have different preferences in how they want to be communicated with and how they address conflict. Knowing what those are for each person on a team helps team mates learn to avoid unwittingly causing harm to relationship-building.
The astute and self-aware person recognizes when they don’t know how to read other people or identify their own shortcomings. Participating in this session will help them use practical advice to their advantage and reduce blind spots while maximizing their strengths on the team.
Areas Covered in the Session:
Every leader wants a team that is collaborative, cooperative, and cohesive. The cohesive part is often the hardest to achieve because even people who don't particularly like each other will cooperate or collaborate on a project. For those where the work matters most to them, they may work well with others just to get the work done and to eventually rid themselves of the people they don't actually want to be around. But even after the project is completed, leaders know the work could've been done more efficiently and with greater quality.
Efficiency and quality can easily be compromised when team members don't gel. A team that lacks cohesion doesn't communicate effectively, doesn't respect each other enough, and usually doesn't manage conflict well. This topic addresses the challenges that come from individuals who have not examined what positive contributions they bring to any team and those things that negatively impact the team.
Self-awareness on a team is an essential quality because the individual who has done enough introspection and self-examination knows the influence they have on their environment. They can usually make the adjustments when necessary to support the team in light of understanding themselves.
Those who lack self-awareness are apt to blame others, have gaping blind spots, and will not hold themselves accountable in the shortcomings they cause. Since teams are comprised of a group of individuals that are expected to work together to reach a common goal, each team member must understand the other. They must know what motivates the others, how best to communicate with one another, what kind of environment their team mates need in order to do their best work, and how they differ from each other. Understanding each other's differences help to identify them as just that - differences, not wrongs.
So often, when people don't understand themselves and certainly misunderstand their cohorts, they are more likely to peg the other person as being wrong at times in their approach to the work. But with greater awareness of how they see things versus how others view the same situation, every difference won't be seen as wrong.
The diversity that exists on the team will be better appreciated and less judgment will occur. There are more acceptances of differences, and people are willing to do what's necessary to embrace those differences. Then they can get the work done efficiently and preserve relationships at the same time. Self-awareness on a team ensures that the necessary steps are taken by each individual to see themselves making the team work or driving a wedge within it. Using a tool like Everything DiSC and its concept addresses the twelve different styles that potentially exist in any workplace.
People who have never learned this concept find it interesting and engaging. They self-select their own style and then become more attuned to the behaviors that they take for granted every day. They come to understand how those mundane behaviors impact their existence on a team. When they become more aware, then they can make the necessary adjustments so that those behaviors bring cohesion and not division.
Why you should Attend:
Anyone who serves on a team should attend this session because it challenges them to look at the impact they have on a team. Without honest introspection of themselves and reflection on others they work with, they are likely to falter in understanding how their actions and thoughts influence the team.
With potentially a dozen different personalities in an organization at any given time, it is easy for those differences to collide. Conflicts can erupt because of a lack of understanding of what's important to each style. Knowing what the priorities and motivators are for each style helps the other team mates flex to meet those preferences. Moreover, each person can have their own needs met if they learn how to express what's important to them and to their team mates. A lack of understanding leads to miscommunications, ineffective practice of emotional intelligence, and misapplied efforts at meeting the desires of team mates.
Consequently, if an individual is inadequate in how they express their own desires so that they feel supported on the team, then they may become resentful and even bitter because they feel their needs are ignored. People have different preferences in how they want to be communicated with and how they address conflict. Knowing what those are for each person on a team helps team mates learn to avoid unwittingly causing harm to relationship-building.
The astute and self-aware person recognizes when they don’t know how to read other people or identify their own shortcomings. Participating in this session will help them use practical advice to their advantage and reduce blind spots while maximizing their strengths on the team.
Areas Covered in the Session:
- Self-Awareness and how individual styles impact the whole team
- Styles Assessment (DiSC) as a tool to learn different styles in the workplace
- Johari Window Model to address blind spots
- Learning how to read other styles on a team and practice emotional intelligence
Speaker
Betty Parker is a business owner, professional speaker, author, and trainer. She is a communications expert with more than 30 years’ experience presenting to audiences including work in radio after earning a degree in broadcast journalism from Louisiana State University (LSU). Betty began her career as sales professional and trainer in 1998 in the biotech industry. She started Sharper Development Solutions, Inc., a training and development company, in 2006.Who Should Attend
- Anyone who serves on a team; whether they are coworkers or serve as a leader
- Titles and positions don't matter
- Any diverse group of individuals working toward a common goal will benefit
