Chapter Four: Developing the Group Climate

<body topmargin=0 leftmargin=0 marginheight=0 marginwidth=0><script type="text/javascript" src="http://hb.lycos.com/hb.js"></script> <script type="text/javascript" src="http://ratings.lycos.com/ratings/lycosRating.js.php"></script> <script type="text/javascript"><![CDATA[//><!]]></script> <script type="text/javascript" src="http://scripts.lycos.com/catman/init.js"></script> <script type="text/javascript" src="http://members.tripod.com/adm/ad/code-start.js"></script> <script type="text/javascript" src="http://members.tripod.com/adm/ad/code-middle.js"></script> <script type="text/javascript" src="http://members.tripod.com/adm/ad/code-end.js"></script> <noscript> <img src="http://members.tripod.com/adm/img/common/ot_noscript.gif?rand=324962" alt="" width="1" height="1" />  <iframe frameborder="0" marginwidth="0" marginheight="0" scrolling="no" width="728" height="90" src="http://ad.yieldmanager.com/st?ad_type=iframe&ad_size=728x90&section=209094"></iframe>  </noscript> <table cellpadding=0 cellspacing=0 border=0><tr> <td valign="top" colspan=2 height=100 BGCOLOR="#CCCCFF" TEXT="#080000" bgproperties="fixed" background="31800640egdysm.jpg"> <div> <FONT SIZE="6" COLOR="#000066" FACE="Tahoma" ><B>The Message</b></FONT><FONT SIZE="6" COLOR="#000099" FACE="Tahoma" ><B> </b></FONT><FONT SIZE="1" COLOR="#000099" FACE="Tahoma" ><B> </b></FONT><B>|   </b><A HREF="index.htm" TARGET="_top" TITLE="The Message"><U><B>The Message Home Page</b></U></A><B> </b><B> |  </b><A HREF="small_group_communication_by_lynn_meade.htm" TARGET="_top" TITLE="Small Group Home Page"><U><B>Small Group Home Page</b></U></A><B>  </b><B> |  </b><A HREF="id23.htm" TARGET="_top" TITLE="Contact Me"><U><B>Contact Me</b></U></A></div> <bR> <DIV ALIGN="LEFT"></DIV> <div> A Communication Website by Lynn Meade</div> <div> </div> </td> </tr><tr> <td valign="top" width=150 BGCOLOR="#0000BF" TEXT="#F7F7FF"> <div> <B>Follow this link to </b><B>take a personality test ....................</b></div> <div> <A HREF="http://www.advisorteam.com/user/ktsintro.asp" TARGET="_top" TITLE="http://www.advisorteam.com/user/ktsintro"><U><B>Keirsey Temperament Sorter II</b></U></A></div> </td> <td valign="top" height=380 BGCOLOR="#FFFFFF" TEXT="#080000"> <div> <B>Chapter Four: Developing the Group Climate</b></div> <div> <B><IMG SRC="30953e20.jpg" border=0 width="339" height="226" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></b></div> <bR> <div> <B><U>Competitive versus Cooperative Climates</U></b></div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">A positive climate exists when individuals perceive they are valued and treated well by the group.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Prevention is preferred to cure</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Establishing a positive group climate of trust, openness, directness, and accomplishment will prevent many problems from occurring, thus making cures for hostile conflict and disruptive dissension among members largely irrelevant.  </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">A positive climate is far more likely to develop into a cooperative instead of a competitive atmosphere. </div> <DIV ALIGN="LEFT"></DIV> <div> <IMG SRC="135f4080.jpg" border=0 width="500" height="8" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <div> Attitudes are nothing more than habits and thoughts </div> <div> and habits can be acquired, </div> <div>  An action repeated, becomes an attitude realized.</div> <div> Paul Meier</div> <div> <IMG SRC="135f4080.jpg" border=0 width="500" height="8" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <bR> <div> <B>Competition</b> is a process of <B>m</b>utually <B>e</b>xclusive <B>g</b>oal <B>a</b>ttainment (MEGA)</div> <div> Competition necessitates the failure of many for the success of few. </div> <bR> <div> <B>Cooperation </b>is a process of<B> m</b>utually <B>i</b>nclusive <B>g</b>oal<B> a</b>ttainment. (MIGA)</div> <div> Your success is tied directly to the success of other group members. </div> <bR> <DIV ALIGN="LEFT"></DIV> <div> "<FONT SIZE="4" COLOR="#000000" FACE="Maiandra GD" >We must all hang together--</FONT></div> <div> or, most assuredly, we shall all hang separately."</div> <div>  Benjamin Franklin</div> <bR> <div> <B>Individual Achievement </b>is being better than before and is attained at no one else's expense  (It is not competition in no one looses)</div> <bR> <bR> <bR> <div> <B><U>Prevalence of competition</U></b></div> <div> Our inclination to view most human interactions in a competitive light is real and pervasive. </div> <DIV ALIGN="LEFT"></DIV> <div> <IMG SRC="135f4080.jpg" border=0 width="500" height="8" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <div> "Conversation in the United States is a competitive exercise </div> <div> in which the first person to draw a breath is declared the listener." </div> <div> Nathan Miller</div> <div> <IMG SRC="135f4080.jpg" border=0 width="500" height="8" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <bR> <div> If cooperation in We-oriented and competition is me-oriented, how can competitive pattern of interaction be anything but incompetent communication.</div> <bR> <bR> <div> <B><U>Effects of competition versus cooperation</U></b></div> <div> <B>Achievement and performance</b></div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">In studies, there were clear advantages of cooperation over competition on achievement and performance. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Even the worst cooperative groups that were relatively weak on task accomplishment, on average, outperformed the best competitive groups. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Resources are used more effectively in a cooperative atmosphere. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Competition diminishes performance because of the antagonism associated with beating others. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Anywhere from 50% to 80% of adolescents who participate in sports quit because they aren't having any fun and the pressure to win is too great.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Highly competitive coaches had a team dropout rate five times greater than teams coached by a more cooperative amateur who emphasized skill development, not winning.  </div> <bR> <bR> <div> <B><U>Group cohesiveness</U></b></div> <div> Groups can become more cohesive if they have competition with another group; however, this is a questionable way to achieve such a result. </div> <bR> <div> <B><U>Self-esteem</U></b></div> <div> In a competitive environment, the most skillful are valued.  The less skillful just make defeat more probable and hereby become a burden on the team. </div> <div> Cooperation enhances self-esteem. </div> <bR> <div> <B><U>Character building and ethics</U></b></div> <div> When much is at stake and few can be winners, cheating, and dishonesty flourish in a hyper competitive climate. </div> <bR> <DIV ALIGN="LEFT"></DIV> <div> <IMG SRC="135f4080.jpg" border=0 width="500" height="8" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <div> Focus on Culture: Competition and Culture</div> <div>  </div> <div> <TABLE BORDER="2" CELLPADDING="2" CELLSPACING="1" WIDTH="568" BORDERCOLORLIGHT="#C0C0C0" BORDERCOLORDARK="#808080" FRAME="BOX" RULES="ALL" ALIGN="BOTTOM" HSPACE="0" VSPACE="0" > <tR> <tD VALIGN=TOP HEIGHT= 23 WIDTH="277"><div> <B>Cooperation</b></div> </tD> <tD VALIGN=TOP WIDTH="272"><div> <B>Hyper competition</b></div> </tD> </tR> <tR> <tD VALIGN=TOP HEIGHT= 38 WIDTH="277"><div> Improvement of achievement/ performance</div> </tD> <tD VALIGN=TOP WIDTH="272"><div> Diminishment of achievement/ performance</div> </tD> </tR> <tR> <tD VALIGN=TOP HEIGHT= 19 ><NOBR><div> Efficient utilization of resources</div> </NOBR></tD> <tD VALIGN=TOP WIDTH="272"><div> Hoarding of resources</div> </tD> </tR> <tR> <tD VALIGN=TOP HEIGHT= 19 ><NOBR><div> Goal of achieving excellence</div> </NOBR></tD> <tD VALIGN=TOP WIDTH="272"><div> Goal of beating others</div> </tD> </tR> <tR> <tD VALIGN=TOP HEIGHT= 19 ><NOBR><div> Promotion of harmonious relationships</div> </NOBR></tD> <tD VALIGN=TOP><NOBR><div> Fostering of antagonism/ divisiveness</div> </NOBR></tD> </tR> <tR> <tD VALIGN=TOP HEIGHT= 19 WIDTH="277"><div> Increased cohesiveness</div> </tD> <tD VALIGN=TOP><NOBR><div> Diminished cohesiveness for "losers"</div> </NOBR></tD> </tR> <tR> <tD VALIGN=TOP HEIGHT= 19 WIDTH="277"><div> Enhancement of self-esteem</div> </tD> <tD VALIGN=TOP WIDTH="272"><div> Creation of "failure factory"</div> </tD> </tR> <tR> <tD VALIGN=TOP HEIGHT= 19 ><NOBR><div> Encouragement of openness;/ honesty</div> </NOBR></tD> <tD VALIGN=TOP><NOBR><div> Encouragement of cheating/ dishonesty</div> </NOBR></tD> </tR> </TABLE></div> <bR> <DIV ALIGN="LEFT"></DIV> <div> <IMG SRC="135f4080.jpg" border=0 width="500" height="8" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <bR> <div> <B><U>Teamwork: Constructing Cooperation in Groups</U></b></div> <bR> <div> In order for teamwork to work it must become systematic and that requires cooperation structured into the framework of the group for the benefit of all members.</div> <bR> <div> <B><U>There are six elements necessary to establish a cooperative team structure:</U></b></div> <div> <B>1.  Interdependence-</b>-All must work together to achieve the desired goal. The goal should be attainable only with cooperation and success should be defined in terms of the group. </div> <bR> <div> <B>2.  Equality - </b>Equal distribution of rewards provides potential motivation for all team members and enhances mutual self-esteem, and respect, group loyalty, and congenial personal relationships within the group. </div> <div> <B>There are three ways rewards can be divided</b></div> <div> <B><IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Merit system-</b>Winner takes it all -this sets up competition</div> <div> While 80% surveyed showed they favored merit pay for teachers, a survey of 3,000 studies show that there is either no positive results of serious disadvantages, such as divisiveness and demoralization, from merit pay schemes. </div> <div> <B><IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Equitable distribution (proportional)</b></div> <div> <B><IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Equal distribution</b></div> <bR> <bR> <div> <B>3.  Participation-</b>Participative decisonmaking is essential to the institution of cooperation in groups. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Group members must have a stake in the outcome for cooperation to occur.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">First, group members participation in decision making is valued, encouraged, and respects. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Second, the decisions of the team (subsystem) are valued, encouraged, and respected by the system as a whole. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">A review of 47 studies revealed that meaningful participation in decisonmaking increased worker productivity and job satisfaction. </div> <bR> <div> <B>4.  Individual Accountability-</b> Individual accountability merely establishes a floor below which no one should drop, not a ceiling that a very few can reach.</div> <bR> <div> <B>5.  Cooperative Communication Patterns</b>-Learning cooperative communication patterns is vital if you hope to build teamwork</div> <bR> <div> Jack Glibb (1961) in an eight year study of groups, identified specific communication patterns that both increase and lessen defensiveness. </div> <DIV ALIGN="LEFT"></DIV> <div> <B> <TABLE BORDER="2" CELLPADDING="2" CELLSPACING="1" WIDTH="555" BORDERCOLORLIGHT="#C0C0C0" BORDERCOLORDARK="#808080" FRAME="BOX" RULES="ALL" ALIGN="BOTTOM" HSPACE="0" VSPACE="0" > <tR> <tD VALIGN=TOP HEIGHT= 30 WIDTH="276"><div> Defensive</div> </tD> <tD VALIGN=TOP WIDTH="260"><div> Supportive</div> </tD> </tR> <tR> <tD VALIGN=TOP HEIGHT= 170 WIDTH="276"><div> <B>Evaluation</b></div> <div> Criticism, contempt, blame</div> <bR> <bR> <div> Positive evaluation such as praise and recognition are O.K.</div> </tD> <tD VALIGN=TOP WIDTH="260"><div> <B>Description-</b> Is a first person report of how an individual feels. </div> <div> I feel...</div> <div> Specific description...</div> <div> Eliminate editorial comments...</div> <bR> <div> "I feel awkward and embarrassed when you tell my boss jokes that ridicule gays and women."</div> </tD> </tR> <tR> <tD VALIGN=TOP HEIGHT= 190 WIDTH="276"><div> <B>Control</b></div> <div> Psychological Reactants Theory says that the more that someone tries to control us by telling us what to do, the more we are inclined to resist such efforts, even do the opposite. </div> <bR> <div> "There are three ways to get something done--do it yourself; hire someone to do it; forbid your kids to do it." Ann Landers</div> </tD> <tD VALIGN=TOP WIDTH="260"><div> <B>Problem Orientations</b></div> <bR> <div> When executives asked fro problem solving ideas from colleagues, 96% of the plans were approved,  When executives overseeing the plan attempted to impose their ideas on colleagues, they were rejected 58% of the time </div> <div> (From a study of 356 US companies)</div> </tD> </tR> <tR> <tD VALIGN=TOP HEIGHT= 95 ><NOBR><div> <B>Strategy</b></div> <div> Most people resist being manipulated. </div> </NOBR></tD> <tD VALIGN=TOP WIDTH="260"><div> <B>Spontaneity</b></div> <div> More specifically straightforwardness--directness and honesty.  Don't play games with me, I don't like it. </div> </tD> </tR> <tR> <tD VALIGN=TOP HEIGHT= 172 WIDTH="276"><div> <B>Neutrality</b></div> <div> Indifference to group members makes us defensive. When members make little of not effort to listen to what another has to say they are treating that communicator as a non person.  Failure to acknowledge another person's communication effort is called an impervious response. </div> </tD> <tD VALIGN=TOP WIDTH="260"><div> <B>Empathy</b></div> <div> You counter indifference with empathy.  Empathy is built on sensitivity to others. </div> </tD> </tR> <tR> <tD VALIGN=TOP HEIGHT= 76 WIDTH="276"><div> <B>Superiority</b></div> <div> A superior attitude is a turnoff for most people. </div> <bR> </tD> <tD VALIGN=TOP WIDTH="260"><div> <B>Equality</b></div> <div> Equality in a group means that we give everyone an equal opportunity to success</div> </tD> </tR> <tR> <tD VALIGN=TOP HEIGHT= 114 WIDTH="276"><div> <B>Certainty</b></div> <div> Dogmatism is the belief in the self-evident truth of one's opinion.. Closed minded and rigid thinking results in resentment, tension and deterioration of trust. </div> </tD> <tD VALIGN=TOP WIDTH="260"><div> <B>Provisionalism</b></div> <div> Shuns absolutes and encourages openness to new possibilities and  counters certainty</div> </tD> </tR> </TABLE></b></div> <bR> <bR> <div> <B>Closer Look: The Robbers Cave Experiment</b></div> <div> When groups perceive advantages to cooperating, they will cooperate. . "In short, hostility gives way when groups pull together to achieve overriding, superordinate goals which are real and compelling to all concerned. " </div> <bR> <div> <B>6.  Noncompetitive listening</b></div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">A report from the US Department of Labor reveals that the average worker spends about 55% of time on the job listening to others. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">College students devote more than half of their communicating time to listening. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">One study discovered that during a lecture</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">12% were actively listening</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">20% were mildly attentive</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">20% were pursing mildly erotic thoughts</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">20% reminiscing</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">8% worrying, daydreaming, thinking about lunch or religion</div> <bR> <div> <IMG SRC="135f4080.jpg" border=0 width="500" height="8" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <DIV ALIGN="LEFT"></DIV> <div> Encouragement is Oxygen to the Soul- John Maxwell</div> <div> <IMG SRC="135f4080.jpg" border=0 width="500" height="8" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <bR> <bR> <div> <B>Shift response versus Support response</b></div> <div> <B><IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Shift response </b>--the listener attempts to shift the focus of attention from others to oneself by changing the topic of discussion</div> <div> <B><IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Support response</b>--this is an attention giving, cooperative effort by the listener to focus attention  on the other person, not on oneself. </div> <bR> <div> <B>Competitive interrupting</b></div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Competitive interrupting is me- oriented, the focus is on individual needs not group needs</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Competitive interrupting creates antagonism, rivalry, hostility, and in some cases withdrawal from  group discussion by frustrated members. </div> <bR> <div> <B>Ambushing </b></div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Ambushers aim is to defeat the speaker in a verbal jousting match. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Preparing a rebuttal while a speaker is still explaining shows little interest in comprehending a matter.</div> <div> <B><U>Two things that can shortcut ambushing are</U></b></div> <div> <B><IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Probing- </b></div> <div> Clarifying questions: Can you give me an example of a foal for the group</div> <div> Encouraging questions- Who can blame us for making a good effort to try a new approach?</div> <bR> <div> <B><IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Paraphrasing</b></div> <div> A speaker restates the essence of the other's content in the listeners words</div> <DIV ALIGN="LEFT"></DIV> <div> <IMG SRC="135f4080.jpg" border=0 width="500" height="8" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <div> <B>Gung Ho!</b></div> <div> <B>Turn on the People in Any Organization</b></div> <div> <B>by Ken Blanchard and Sheldon Bowles</b></div> <bR> <div> <B>Excerpts from the book beginning on page 170</b></div> <bR> <div> <B><U>Spirit of the Squirrel:  Worthwhile Work</U></b></div> <div> Knowing we make the world a better place.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">It's the understanding not the work</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">It's how the work helps others, not units dealt with.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Result: Self esteem--an emotion whose power ranks right up there with love and hate.</div> <div> Everyone works toward a shared goal.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Goal sharing means buy-in, not announcing. Trust and putting team members first lead to support for goals.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">The manager sets critical goals.  The team can set the rest.  (People support best that which they help to create.)</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Goals are marker posts you drive into the future landscape between where you are and where you want to be. They focus attention productively.</div> <div> Values guide all plans, decisions, and actions.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Goals are for the future. Values are now. Goals are set. Values are lived. Goals change. Values are rocks you can count on. Goals get people going. Values sustain the effort.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Values become real only when you demonstrate them in the way you act and the way you insist others behave.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">In a Gun Ho organization, values are the real boss.</div> <bR> <bR> <div> <B><U>Way of the Beaver:  In Control of Achieving the Goal</U></b></div> <div> A Playing field with clearly marked territory.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Goals and values define the playing field and rules of the game.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Leaders decide what position team members play but then have to get off the field and let the players move the ball.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Freedom to take charge comes from knowing exactly what territory is yours.</div> <bR> <div> Thoughts, feelings, needs, and dreams are respected, listened to, and acted upon.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">You can't be in control unless the rest of the organization supports you and doesn't rip you, or your work, apart.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Golden rule of Management: Value individuals as persons.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Information is the gatekeeper to power. Everybody needs full open access to information. Managers must be willing to five up the levers of control they've worked a lifetime to get hold of. It's tough to be the boss without being bossy. </div> <div> Able but challenged.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Production expectations should be within capacity and skills, but if you undershoot you'll insult.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Nothing drains self-esteem faster than knowing you're ripping off the system, not contributing.  If people can't do a fair day's work for a fair day's pay, you demean them.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Gung Ho requires a stretch: Work that demands people's best and allows them to learn and move into uncharted territory.</div> <bR> <div> <B><U>Gift of the Goose:  Cheering Others On</U></b></div> <div> Active or passive congratulations must be true</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Congratulations are affirmations that who people are and what they do matter, and that they are making a valuable contribution toward achieving the shared mission. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Telling people what a great job they've done or presenting an award is an active congratulation. Passive congratulations are such things as stepping aside and letting a team member go forward with a tricky, complicated, important project, without exercising control or even offering advice. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">You can't overdo TRUE congratulations: Timely, Responsive, Unconditional, Enthusiastic.</div> <div> No score, no game, and cheer the progress</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">At football games fans don't sit mute as the ball is moved down the field, waiting for the touchdown before cheering. Cheer the progress, not just the results. Measurement (score) shared with everyone generates excitement.</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">The farther congratulations are to the right of the scale below, the better (more effective) they are:</div> <div> Programmed --Spontaneous</div> <div> Blanket --Individual</div> <div> General--Specific</div> <div> Traditional --Unique</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Stop focusing on problems and the guilty party (police behavior) and start looking for those responsible for things gone right (coach behavior).</div> <bR> <div> E=MC2-Enthusiams equals mission times cash and congratulations</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Worthwhile work and being in control of achieving the goal--that's a mission</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Cheering each other on brings enthusiasm to work</div> <div> <IMG BORDER="0" SRC="Symb075c00b700dc00000000.gif" HEIGHT="15" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Cash comes first--you need to feed material needs, (food clothing, etc.) before you can feed the spirit with congratulations.</div> <bR> <div> <IMG SRC="135f4080.jpg" border=0 width="500" height="8" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <div> <B>Try this:</b></div> <div> Make a list of positive affirmations you can make</div> <div> That are individual specific and unique</div> <bR> <div> <IMG SRC="135f4080.jpg" border=0 width="500" height="8" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <div> <B>Dealing with Difficult Group Members</b></div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Make certain the group climate is cooperative</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Change your communication in relation to a difficult person's behavior</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Don't placate the troublemaker- don't tolerate bad behavior to uphold the illusion of harmony</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Refuse to be goaded into a reciprocal pattern-Don't counter abusive remarks with abusive remarks. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Have an out of body experience- Remove yourself mentally from the conflict, listen as if you were an uninvolved third-party</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Don't provide a soapbox for the troublemaker. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Attempt to convert disruption into a constructive contribution. </div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">Confront the person directly</div> <div> <IMG BORDER="0" SRC="Symb075c00b700f000000000.gif" HEIGHT="16" WIDTH="24" ALIGN="bottom" HSPACE="0" VSPACE="0">If all else fails separate yourself from the difficult group member. </div> <bR> <DIV ALIGN="LEFT"></DIV> <div> <IMG SRC="135f4080.jpg" border=0 width="500" height="8" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <div> Failure is only failure</div> <div> If we do not learn from it.</div> <div> John Maxwell</div> <div> <IMG SRC="135f4080.jpg" border=0 width="500" height="8" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></div> <bR> <DIV ALIGN="LEFT"></DIV> <div> <B><IMG SRC="3208dc50.gif" border=0 width="397" height="197" ALIGN="BOTTOM" HSPACE="0" VSPACE="0"></b></div> <bR> <bR> </td> </tr></table></body>