A N D R E E F S O F I N T E R A C T I O N S A L L W E L L ? T E A - - PowerPoint PPT Presentation

R O C K S A N D R E E F S O F I N T E R A C T I O N S

A L L W E L L ? T E A M A A L T O U N I V E R S I T Y V I I V I V I R T A N E N

LEARNING TO KNOW THE GROUP

In In pai airs (trio ios) ) interview iewin ing eac ach other 2+2 +2 min –Name –Master programme –Expectations: What do you want to achieve or learn during the Capstone course? –One hobby Presenti enting the inter ervie viewed wed student ent fo for the group 1 1 min/ person –10 minutes all together for the practise (5+5)

THINK ABOUT YOUR RECENT GROUP EXPERIENCE AND REFLECT THE EFFECTIVENESS

GOAL Unclear lear Clear PARTIC ICIPATION TION Some dominate All participate PROBLEM LEM SOLVIN VING Jump into solving Reflecting on the best method of solving a problem DECISION ON MAKING NG Some dominate Listening to all LEADER ERSHIP One takes the leadership Shared or discussed EXPRES ESSING ING EMOTIONS IONS Restrected Free TRUST No trust High trust

ROLES: ROLE OF THE LEADER - ENABLER

• T

akes care of the proces cess (goal, , breakin king the tasks to subtasks ks, , setting ng sprints ts, , keeps contact act with the members, , orga gani nizes zes sprint retro, , keeps the backlog log in mind, , informs rms the prod

• duct

ct owner of the results ts)

• Helps the team members to

to accompl

• mplis

ish their tasks

• T

akes care of his/h /her own tasks

• Keep conta

tact ct with the team, e.g., team meeting ng, , other conta tact cts such as phone/em emai ail (weekl kly?)

– What tasks sks are in progr

• gress,

, or

• r comp

mpleted ted? – What goes es well? – Probl

• blem

ems occu ccurring ng? – Help p neede eded?

HOW CAN WE GET ORGANIZED AND KEEP CONTACT – TAKING REALISTICALLY TO ACCOUNT THE SITUATION (WORK/STUDY/FREE TIME)

• Each

ch me memb mber er think nks a a mi minute te by by oneself elf, , write down shortl tly one’s ideas as

• T

ake a a round

• List

sten en first what what everyo yone ne has has to say say

• No inter

errupt uptio ion during the the round

• Discu

cuss ssion ion after round (coac aches hes join) n)

The speaker:

• T

alks about the topic from own, personal perspective

• Does not give advice or criticize others or

get messed up with other peoples issues

• Shows clearly (by nodding to the next one)

when stopping

ROUNDS FIT WELL

Beginn inning ing of group up sessi ssion,

• n, deal

aling ing with new issue ues, , group up evalu valuat ation

• n,

, deal aling ing with th confl flict icting ng issue ues, , wanti nting ng to shar are feelings lings or

• r exper

periences iences

• The floor takes turns in order
• Every one has a same amount of time ( one minute)
• No interruptions, no discussion during the round

The speaker:

• T

alks about the topic from own, personal perspective

• Does not give advice or criticize others or get messed up with other peoples issues
• Shows clearly (by nodding to the next one) when stopping

Rounds help to deal with issues of dominance and submission

DOMINANT/SUBMISSIVE BEHAVIOUR

DOMINANT L ANGUAGE

• Steering the discussion
• Correcting other people
• Controlling topic
• Processing according to own interests

and needs

• Mastering topic

SUBMISSIVE L ANGUAGE

• Asking
• Suggesting
• Supporting others but

not beeing supported

• Not mastering topic

REL ATIONSHIP TO ONESELF – SELF-CONFIDENT REL ATIONSHIP TO ONESELF – UNSECURE

TASK ENABLING

–Designing (advocating) –Accommodating (altering the process, timing, or substance)

CHALLENGES

• #1 The difficulties of timing
• #2 Barriers

– The high value of our culture assigns to selfreliance, independence and individual achievement – Helping others is not seen as real work – Conflicts

SKILLS

• Understanding and knowledge, getting the bigger picture
• Defining and analyzing problems, asking for specifications

and reasons

• Finding and evaluating options

T ask-oriented Skills:

• Respect

pect: : listen, en, show w appreci eciati ation

• n,

, give suppor port

• T

ask enabling: share knowledge, help, alter the process

• Creating trust: keep your promises, share info, inclusive

action

• Solving conflicts: NVC language

People-oriented Skills:

SOLVING CONFLICTS

• Look
• king

ing at the he problem blem from differ ferent nt angles les may ay be be usefu eful

• T

alk about

• ut facts

cts, , avoid

• id blaming

ming anyon yone

• Figur

ure out t everyone’s needs ds and goal als

• Look
• k for a win-wi

win situ tuat ation ion

THREE ROLES ES ROLE 1 O One member has has not kept his/her prom

• mis

ise. ROLE 2 The other talks about facts ts, , talks about one’s feelings ngs withou

• ut blaming

ng, , lookin king for a win-win in situation tion, , with appreciati ciative ve body language age ROLE 3 Observer ver. . Stop

• ps the discuss

ssion ion; ; no prog

• gres

ess anylonge nger.

THE POWER GAMES OF THE POWERLESS

• Hidden resistance

– Saying yes but doing nothing

• Hidden aggression
• Flattering
• Denying the value
• Cowering before somenone,

being humble

• Domination has always its price!

…GUIDELINES FOR GOOD INTERACTION

• Solving conflicts

– Looking at the problem from different angles may be useful – T alk about facts, avoid blaming anyone – Figure out everyone’s needs and goals – Look for a win-win situation

• Trusting

– Sharing information – Keeping promises – Giving away control – Inclusive language

REFERENCES

• Merita Petäjä (2001): Muutosprosessin ohjaaminen
• Marshall Rosenberg: Myötäelävä kohtaaminen, NVC Non- Violent-Communication
• Dutton Jane (2003): Energize Your Workplace – How to Create and Sustain High-

Quality Connections at Work. Jossey-Bass, San Francisco.

• Hyunkyung, L. (2014). "Collaborative Learning in the Workplace: Practice Issues and

Concerns". International Journal of Advanced Corporate Learning. doi:10.3991/ijac.v7i2.3850.

• Kopakkala Aku (2005): Porukka, jengi, tiimi – Ryhmädynamiikka ja siihen
• vaikuttaminen. Edita, Helsinki.
• Kielijelppi: www.kielijelppi.fi