Effective Teambuilding

Color-managing your stress

noreply@blogger.com (TCB Consulting-KC) — Wed, 02 Apr 2014 18:35:00 +0000

As you know, our temperament is largely linked to how we manage stress and tension. For example, an environment that may be stressful for one temperament could be totally exhilarating to another. A Gold accountant that works with numbers all day could be on cloud nine while a people-oriented Blue would be in an unending grotto of torture for those eight hours.

The key to dealing with your stress is to understand who you are and what you value in your life. Do you value relationships over logic? Maybe you thrive in a fast paced, challenging environment rather than in a slow-paced, structured one. It’s all in who you are.

For example, a Blue temperament esteems itself by being authentic and “connected” with others. Blues need to express. Whether it’s their feelings, their skills, their talents or their input – they need to “let it out” so the inside harmonizes with the outside. If a person, job, project or relationship does not allow them to exist in such balance they will not likely be happy.

What are your top 5 values? I found a great list of values listing on https://www.calfarley.org/news/Documents/Values%20List.pdf.

Note: Teri C. Brooks is not affiliated with the above listed link and has only supplied it as a resource.

KCYouthMove

noreply@blogger.com (TCB Consulting-KC) — Wed, 01 Aug 2012 18:04:00 +0000

Did you hang with me at the KC YouthMove conference?

If so, you may find this link very, very helpful:

http://www.michigan.gov/documents/pathways_8310_7.html

See Deborah Craig about getting my PowerPoint.

Hugs and Blessings,

Ms. Terri

Youth in Charge - Youth Development at Work

noreply@blogger.com (TCB Consulting-KC) — Wed, 13 Jul 2011 16:10:00 +0000

Yesterday, I had an encounter with the fountain youth.

The Charge

One of my favorite clients (a Kansas City medical center) asked me to help their youth group create a name for a new program. My role was to design interactive activities and facilitate them with my usual finesse.

First let me say, "kudos" to my client for sharing the “power” with the youth community.

As you know, most adults would simply create the names themselves. Instead, my client invited youth to the decision-making table. In fact, they actually gave them the table! Here's how: during the process, the adults sat at a table behind the youth circle. Their roles were that of observers. Awesome.

Youth Development at Work

In addition to the “charge” from my client, I wanted to incorporate youth development principles from the “Advancing Youth Development” curriculum into the entire process.

Here were my personal goals:

· Process should be youth-focused (Responsibility and Autonomy)
· Process must be youth directed (Youth Engagement/Youth Participation)
· The process must be developmental and offer some insight into the world of work (Employability)

The beauty of youth development is that you can build developmental youth outcomes into just about any process. You simply need to know how...or be savvy enough to hire me. :) Either way, you can't lose!

What a smart and dynamic group of young people. I can't wait for phase II!

About Teri

Teri C. Brooks is a training and technology consultant in Kansas City, Missouri. Her specialties include team-building, effective workplace communications, and career exploration training modules. Her technology services include SEO web design, logo design and more! Visit TeriCBrooks.com (at www.tericbrooks.com) for more info!

NCMI-What a great time!

noreply@blogger.com (TCB Consulting-KC) — Thu, 23 Jun 2011 19:34:00 +0000

If you attended any of my trainings at the NCMI conference, please subscribe here. Soon, I will post the information from my "Increasing Parent Involvement" workshop and the "Youth Development" training. In the meantime, here is the link to the research document I featured in the PowerPoint: http://rcgd.isr.umich.edu/garp/articles/eccles93e.pdf

I had a blast with you all and I'm wishing you safe journey as you return to your cities, homes, work and communities!

Stay in touch! I'm on Facebook (Teri Worten Brooks)!

Soft Skills Quiz

noreply@blogger.com (TCB Consulting-KC) — Wed, 22 Jun 2011 20:11:00 +0000

If you attended my recent "Soft Skills" workshop at the college, here is the quiz I referenced.

Remember, the tips I gave you during the training and remember: ATTITUDE IS EVERYTHING!

Click here to download the Soft Skills Inventory.

Soft Skills training in Kansas City (PPT)

Stay tuned!

noreply@blogger.com (TCB Consulting-KC) — Fri, 17 Jun 2011 16:55:00 +0000

In a bit, I am going to post a quiz to help you measure your current Soft Skills.

Don't miss out! Subscribe today!

Teri

Dr. Oz has tips for planning your next meeting

noreply@blogger.com (TCB Consulting-KC) — Fri, 27 May 2011 21:51:00 +0000

Now that Oprah is gone, there aren't very many daytime talk shows I'd like to see in “real life”. The one exception is NBC's The Dr. Oz show.

Dr. Oz gets what many managers, trainers and teachers have yet to grasp--the magical, mystical element of engagement and full-on interaction. During every episode of the show, you can count on the charismatic Dr. Oz pulling studio audience members onto the stage for active, kinesthetic participation. He also uses rich, multi-sensory demonstrations and images to appeal to the visual learners.

That television teams understands the value of engagement. The same concepts actually apply for successful team meetings. Here are a few concepts to remember as you plan your next meeting:

1. Make it fun. Oz uses games, sounds and a variety of learning tools to drive home his points. You can do the same during routine meetings and team events. Put on your creative "hat" or hire TCB Consulting for technical assistance! Go to www.tericbrooks.com http://www.tericbrooks.com.

2. Think of everyone. Appeal to the varied learning styles within the group. Remember your visual, auditory, and kinesthetic learners as you deliver information and seek feedback. It really makes a difference.

3. Draw from the energy inside the group. Oz pulls people from the audience, right? Well, before your next meeting, draw from your team's energy. Have one person bring their energy to the morning icebreaker or reflection, have another suggest a meeting venue that captures the spirit of your team. Give them a chance to explain their thinking for a fun bonding experience.

The key is to “pull in” your teammates so that your meetings or learning opps are not a one man show.

Any other ideas?

Also check out: http://teamingwithbrooks.blogspot.com/2010/06/yet-another-meeting-planning-effective.html

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Professionally Schizophrenic No More - 1 Business Card!

noreply@blogger.com (TCB Consulting-KC) — Fri, 08 Apr 2011 22:13:00 +0000

Me doing what I love...TALKING!

“You're a communication consultant.”

Those words rang through my psyche the way the word “Christmas” makes a five year old shudder with excitement.

Being the “Orange” that I am, I have varied interest, and varied skill sets. As I acquire new abilities, my business plan is becoming more complicated- actually, “muddy” is the word that comes to mind.

The other day, while enjoying coffee with my newest client, I told him about my emerging professional dilemma.

“I'm a trainer that also enjoys web design and SEO content” I exhaled. “How do you create a business card for that?”

Without much thought, my client said, “You're a communication consultant.”

“Hmmmm…” It made sense.
If you have a varied skill base, you can still capitalize on each area. All you need to do is look at the "big picture" of your expertise. Chat with a mentor, friend or simply map our your skills to create a conceptual framework for your business.

Me doing a web layout!

My Conceptual Framework: I train and coach people to effectively exchange ideas and work toward a common goal. My primary method is training and facilitation. The audiences are often youth workers in the field of youth development, teams of professionals and nonprofits reaching out to parents.

Ta-DAAAA! At last, a heavenly light has beamed down on my professional perplexity.

But, still the attraction to technology and social media beckon this restless soul...

So, in the world of technology, I work with companies and organizations to help them shape and communicate a message about their offerings, services, and products.

I'm a communication consultant! OMG! I almost felt that I should pay that client for his wonderful insight ….but, I didn't. I'm still a consultant, for crying out loud! However, I am eternally appreciative.

I guess it's time for new business cards!

Learn more about my work with teams here: http://www.tericbrooks.com/

Explore my technology "bug" here: http://tcbdesigns.tericbrooks.com/

2011 Oscars: Portrait of a weak team

noreply@blogger.com (TCB Consulting-KC) — Tue, 01 Mar 2011 20:19:00 +0000

You know, I really think the folks at the Oscars really should have given me call! No, not for my acting abilities -although I have a flair for the dramatic (hardee har har). Even so, if you caught the Academy Awards the other night, you saw the forced, and sometimes awkward, interactions between the two hosts, James Franco and Anne Hathaway. They confirmed what I have been saying for years: team-building doesn't just happen.

When people are not comfortable with one another, it shows. This is not a problem when project success does not hinge on communication, synergy and trust between co-workers. If you can work in a silo and still meet performance outcomes, go for it. But, when colleagues are interdependent on one another for team and individual success, a lack of rapport can create problems, conflict and even a whole "lotta" drama. Each of these can inhibit peak performance.

Back to the pitiful hosts.

On "paper,” those two should have worked well together and achieved the show's outcomes: higher ratings and a younger demographic.

Didn't happen.

HLN reported ratings were down 10 percent from last year. Was it the hosts' fault? I don't know, but I think their lack of rapport played a role. Again, in some jobs, workplace rapport is everything.

Either way, this was a perfect example of an ill-functioning team. The same happens in the workplace when managers haphazardly throw together a department or group, label it a team and expect professional "magic". I was part of a group like that and it was maddening. Teams are not like Ramen noodles- just add water and stir. So much more is involved to develop a strong team. It requires effort, opportunity and, sometimes, a whole lot of planning.

Certainly, a company handles a team of two completely differently than a team of twenty; but some common themes apply regardless of size.

For instance, new and old teams need:

* (mandatory) time together to mesh and work out team cohesion barriers

* intentional, well-planned experiences to accelerate connectedness and relationship-building

* a platform to discuss needs, peeves and stress points

Each of the above works in tandem. With a little consideration, team performances can be a huge success - both on and off the red carpet.

TCB consulting can help. Call the office today to find out how this Kansas City team-building consultant can help your team via training or online technical assistance.

Watch for information about webinars and a brand new team-building eBook!

Freebie Friday: 17 Inherently Useful Freebies for Freelancers

noreply@blogger.com (TCB Consulting-KC) — Fri, 25 Feb 2011 05:44:00 +0000

Consultants and small business owners appreciate a good freebie just as much as the next guy does…perhaps, even more so.

Today, I came across this incredible list of free online resources for freelancers compiled by Adrian Try on Envato Notes.com..

The list is marked for freelances, but, you'll also thank me if you're a busy entrepreneur or professional in the "brick and mortar world as well.

The list features links to everything from sample contracts to free accounting applications to keep your profits and expenses in perfect order.

Personally, I like the “Freelance Switch Calculator”that helps you configure fees based on your desired earnings. Visit http://freelanceswitch.com/rates/ to check this one out directly.

For the rest of the freebies, click the link below:

Freebie Friday: 17 Inherently Useful Freebies for Freelancers

Workplace romance and the team

noreply@blogger.com (TCB Consulting-KC) — Fri, 18 Feb 2011 18:36:00 +0000

Romance at work - A slippery slope

For years, workplace romances have been fodder for Hollywood.

You must admit, there's just something intriguingly “soap opera-ish” about romance sprouting in unlikely places. But in real life, workplace affairs are nothing to shrug off.

Two Challenges of Love in the Workplace
Workplace love presents two major problems for the work environment. First, they can wreak havoc on a cohesive team. Toss in issues of morality, corporate liability and ethics; and you have a hotbed of controversy.

Secondly, these relationships tend to be very common. It's no wonder when more than half your waking hours are spent at work. Look at it this way: a gigantic problem that happens "sometimes" is not nearly as hazardous as one that happens "all the time". Those two factors, controversy and frequency, present challenges for everyone involved - the company, workplace teams and the couples as well.

"Choose a Side"
When two people begin a personal, emotionally-fueled relationship alliances form. There is no way around it. These alliances can threaten the larger group because trust and team commitment are questioned.

Think of reality shows like "Survivor" or "Big Brother". Each show’s premise examines human behavior and participants' ability to manage large group dynamics with their own personal ambition to win. Sound familiar? It's just like the workplace! As on TV, alliances eat away at the core of the whole (team) and chaos ensues.

Jennifer Mueller studies workplace relationships and team dynamics for Wharton University of Pennsylvania. She states “anytime people hoard resources -- or are seen to be hoarding resources -- that decreases the team's ability to be effective and makes people angry…" Resources can be defined as tools, supplies, investment or, even personal investment. Remember, perceptions can be more detrimental to the team than the reality. Sub-alliances, of any kind, may compromise team success - plain and simple.

So, what is a team leader, manager or employer to do? Consider these tips for protecting your team:

1. Weigh the risks. If the two “daters” are on the same professional level; not so much a problem as when a supervisor dates a subordinate. In such a case, management should step in to avoid potential sexual discrimination liability. In larger companies, Human Resources should be notified.

In a “BusinessWeek” article entitled How Employers should Handle Workplace Romances author, Karen E. Klein, suggests companies purchase “employment practices liability insurance” to handle legal fees should lawsuits be filed.

2. Be proactive. Examine your organizational policies prior to an episode. Let's be frank. Fraternization policies cannot completely supervise human behavior. They can, however, communicate expectations. Do not wait until an issue has arisen [within the team] before clearly and openly communicating how the company will handle workplace relationships. If you are a small business, allow the team to define ground rules and expectations before a situation develops. Utilize online polling tools like Survey Monkey to get anonymous feedback.

3. Listen to the team. Hopefully, you've cultivated a relationship with the group that fosters open, honest dialogue. Should two team-members begin dating, monitor the “temperature” of the team to determine if it is a distraction or team inhibitor. Ignoring the situation, and even gossip, could make you culpable in the event of the lawsuit.

Also, once the relationship is obvious, consider pulling the couple aside to review company policies and best practices. Remember, your focus and interest in on the health to the team.

In the end, some elements of the workplace you can “manage” others you cannot. Workplace love falls into latter category. Evaluate risks, be proactive to protect your team and your organization.

What do you think? Email me.

Subscribe to Teambuilding - Inside Out by Email

Sources:

“More Confident, Less Careful:
Why Office Romances Are Hard to Manage”
http://knowledge.wharton.upenn.edu/10000women/article.cfm?articleid=6045

"How Employers Should Handle Workplace Romance"
"Business Week"
http://www.businessweek.com/smallbiz/content/feb2010/sb20100211_326976.htm

About Teri
Teri Worten Brooks is a training and technology consultant in Kansas City. Her specialties include team-building, effective workplace communications, and career exploration modules. Her technology services include SEO web design, logo design and more! Visit TeriCBrooks.com for more info!

Dealing with difficult people at work: A woman's perspective

noreply@blogger.com (TCB Consulting-KC) — Thu, 10 Feb 2011 01:19:00 +0000

It's no secret women 40 (and over) have been reared to be a bit more accommodating than men. In other words, women have been, and continue to be, socialized to take a lot more "guff" than their male counterparts.

You know what I mean; terms like “behave like a lady” or “ladies don't do that” play over and over in our minds and act as professional cyanide until we learn to re-program and re-define. This rings true in various spheres of many women's lives, including the workplace.

For instance, when conflict rears it's ugly head in the workplace, male co-workers are not likely questioning their hostility because of silly suppositions related to their gender. If anything, they were raised to execute aggression without abandon. Anything else would be less than “acting like a man”. *Sarcasm implied, and hopefully, not wasted*

“Be a Man, Kid”

We all have society's noise inside our heads in one way or another, but for women it is just…well…different. The aggression associated with “acting like a man” works on behalf of the guy's, while the meekness associated with being a “lady” can potentially cripple us in the workplace. It's sort of like running a race with someone who has a head start. You can still win; but, you just have to run harder and faster. Add to the "burden" that the world views our participation in the "race" completely differently than the guys. The playing field is not as level as it should be.

For instance, during Hillary Clinton's 2008 presidential campaign, the GOP leader stated that she was too “angry” to be president.” Reality check: she was no “angrier” than John McCain, but the comment, and it's pejorative connotation, was especially piercing because of her gender. She later cried publicly, but that's another blog post altogether.

Back to the Workplace

A team is only as strong as the measure of authenticity each team-mate is allowed to disclose. Transparency is everything on a team. If women are reticent expressing their frustrations and - dare I say, their emotions in the workplace, then the team becomes something other than it should be.

Team -

a group of fully-invested, transparent persons

working synergistically toward a common goal.

So, women handling difficult people in the workplace would to the team a greater service by "parking" the gender labels and dealing with the situation head on. Resist the temptation to simply avoid the person. Many women are notorious for handling conflict with passive/aggressive behavior. Withdrawing solves nothing. According to an article in "Psychology Today" this may create more problems than it [temporarily] solves.

"Try to move toward the person who is most critical of you,
show some interest in his work and ideas, and give the difficult person
credit for good qualities they have." Psychology Today June 10, 2009

So, how does a woman handle a difficult person at work? Here are a few conflict resolution strategies:

Schedule a meeting to discuss issues. Make a list of your concerns; then pitch it and make a mental list. Going into the meeting with a bucket list of someone's faults will only exasperate the conflict.

Until you have spoken with the other person, keep the entire situation “under wraps”. Discuss it with no one, except maybe a mentor. The last thing you need is your allies "working you up" before a conflict resolution meeting.

Prepare yourself for every possible response to your concerns. Then, fair-mindedly consider their perspective. Preparation will minimize the risk of you returning an emotionally-fueled response to a "below the belt" retort.

Clearly, some situations are just too complicated to resolve at work. But, don't let your "womanhood" influence your decision either way. You're a professional first, and woman second.
Agree? Disagree? Email me and let me know what you think?

Sources:
Psychological Science (Wiley-Blackwell)
March 1, 2008

Surviving Difficult People at Work

Taking the Fear, Angst & Dread Out of Difficult Conversations

Quiz: “Are YOU the one everyone finds difficult?”

K25ZBQZABZ7U- ignore this

7 traits of a great workplace - had to share!

noreply@blogger.com (TCB Consulting-KC) — Tue, 08 Feb 2011 04:08:00 +0000

This is a great article and a great reminder of what we're working toward.

7 traits of a great workplace

True Colors personality - the emotional manager

noreply@blogger.com (TCB Consulting-KC) — Thu, 03 Feb 2011 13:20:00 +0000

Tips for BLUE Managers

Often the most prominent barrier to team success is at the top of the organizational chart. Consider these tips to ensure you are not inhibiting team cohesion - with your management style.

Your Innate Strength
As a member of the “Blue” temperament, you are a champ at interaction! As I say in my trainings, you can make friends with a tree.

Possible Weakness: Misplaced emotions and wearing your "heart" on your sleeve.

Beware of:
Be careful your patience and caring isn’t mistaken for weakness by others on your team. Maintain clear boundaries to ensure subordinates cannot mistake your management style for friendship or your flexibility for indecision. Friendship and management don’t mix in most settings and can lead to team disharmony, tension and even legal action. Keep it professional.

Don’t be afraid to make decisions that may hurt feelings. As a decision-maker, it is inevitable someone will be disappointed by a decision you make at one time or another. That’s part of the responsibility you carry as a manager. No matter how much you wish it to be so, everyone cannot win all of the time. Don't take it personally.

Blue Values: Communication, Authenticity and Self-Improvement

Stressors: Tension, Office “Politics” and Unfairness

What you may enjoy most about your work: helping others, expressing creativity and being part of a functional and sensitive team.

Some thoughts on teambuilding...

noreply@blogger.com (TCB Consulting-KC) — Wed, 02 Feb 2011 22:55:00 +0000

I recently added this to my website to explain my new team-building process in the workplace.

It makes some interesting assertions, so I thought I'd share it here as well.

Companies want to retain quality employees and inspire team growth, right? Guess what-- employees want the same thing. Most employees enjoy being part of a team environment that values them as assets. Further, a healthy, thriving and expanding team is a wonderful thing! Such a team doesn't just "happen" and it doesn't stay that way without regular maintenance. Each person must know (the team reminded) how they contribute to the team beyond workplace skills.

As you know, every individual has gifts (or soft skills) he or she brings to the group dynamic. Simply discovering and inventorying gifts is no longer enough. The best and most creative managers find ways to leverage these strengths and amplify them in everyday interactions.

Once you know people's "listening filters", personal motivators, and what elements build their personal self esteem, you'll be able to get the very best from them - and they'll be happy to give it.

Agree?

Natural hair in the workplace

noreply@blogger.com (TCB Consulting-KC) — Mon, 31 Jan 2011 21:52:00 +0000

Question: Should something as variant as a hairstyle compromise a career?

Check out this article on the We Magazine for Women website:
Natural Or NOT?

Do you think hair influences or impacts one's professional advancement? Now, I'm not talking about an untidy or disheveled appearance, but something a bit more complex. Instead, I'm referring more to using hair as a cultural or fashionable statement of self-expression. Does it affect how others, particularly clients and colleagues relate to us? It's a scary thought that my ability to be attractive is linked to my professional success (can you say lookism?).

Is it ugly or just different?

Further adding to the complexity of all this is the fact that we each have our own "bent" toward what we consider physically favorable or attractive. For instance, one potential client may find my "fro" a cutting-edge, non-conformist indication of my strong personality. While another possible client may see a wild, rebel at war against the "establishment". It all depends on where you were raised, how you were raised and around whom you were raised.

Either way, you've gotta get to know me to see who I am. Herein lies the problem: will people give themselves a chance to find out who "Teri" is before going on to another prospective consultant?

I hope so because I just love my fro!

What is the difference between team-building and team cohesion? - Part 2

noreply@blogger.com (TCB Consulting-KC) — Wed, 26 Jan 2011 19:40:00 +0000

As a consultant, I am often asked: "what's the difference between team-building and team cohesion?"

Well, as you may know, these two terms are often (and inaccurately) used synonym ously.

But, in reality, they are actually two distinct concepts.

Team-building, well, builds the team and results in team cohesion. In it's best contexts, team-building is the direct result of intentional plans, exercises and/or experiences.

For example, say a group of colleagues participate in an intentional (or unintentional) team-building activity. It is very likely the group will build fresh bonds and learn more about one another's needs and life perspectives.

This information is very useful for workplace interactions, but that's another article.
On the other hand, team cohesion is a "closeness" rooted in understanding and acceptance. It influences interactions, reduces conflicts and cultivates a sense of belonging and a sort of membership to the work group, department or organization. But, here's the kicker: team cohesion doesn't last on it's own. It's temporary. Without regular team maintenance, it burns out and fades away.

How does this happen?

Controversial changes in the workplace, miscommunications, and plain old, garden variety work interactions threaten the camaraderie cultivated during the team-building experience. Ah yes, cohesion must be developed, protected and maintained through a series of actions, opportunities and systems. This is why I'm adding some "muscle" to my consulting technical assistance products. Training isn't enough anymore, we must examine systems in order to have sustainable change. More about that soon!

So, in short:

Team-building - the process of bringing everyone together. (the journey)

Team cohesion - the state of being that enables individuals to feel connected to other team members, organizational goals and purposes. (the destination)

A cohesive team works in tandem with one another. They trust one each other to (each) perform their (own) jobs well and pick up the pieces during difficult times.

Make sense? No? Yes?

View Part 1

Consulting: Online vs. Real life Client Relationships

noreply@blogger.com (TCB Consulting-KC) — Fri, 21 Jan 2011 18:03:00 +0000

The new trend (at least with my clients) is to manage project details virtually, or on-line, instead of during good "old fashion" face-to-face meetings.

You see, I live in Kansas City. Our community embodies a relational kind of "warmth" and sense of connectedness that makes it a friendly place to live and work. After several years in the nonprofit sector, I've grown accustomed to the hugs, handshakes and "real life" meetings that not only get the job done, but also build lasting relationships. Nevertheless, things are changing in the web design side of my business.

Most of my training clients typically still want to meet face-to-face to work out project details and expectations, but not so with my technology clients. The majority of them lean towards handling everything online. In fact, some of them I've never met; others I haven't seen in years. Still, we work well together. We utilize lots of conference calls, social media; and Paypal is a consultant's best friend!

As a Kansas City designer, I understand the importance of a satisfied client. Our community is too small to risk delivering sub-standard work. The same ease of technology that enables me to serve my clients well online is the same two-edged sword unhappy clients could use to annihilate my good name. As a web design professional (and consultant, in general), I cant afford a viral negative review. Besides, I care too much about my clients to let that happen.

I'm not one of those "in your face" personalities. Maybe, I'd have more if I were. That's another blog post. Anyway, managing relationships online works for me. Sure, I may have the occasional cup of coffee with a client, but for the most part, social media and emails help me to stay in touch.

Sometimes, I miss the days of "snail mail" and "meet and greets". Other times, the new technological works so well I wonder how I ever made it with them. I dunno....

About Teri
Teri Worten Brooks is a training and technology consultant in the Kansas City metro area. Her specialties include team-building, effective workplace communications, and career exploration modules. Her technology services include SEO web design, logo design and more! VisitTeriCBrooks.com for more info!

Twitter

www.twitter.com/KCTeambuilder

Facebook

http://www.facebook.com/mrstcwbrooks

Portrait of an amazing manager

noreply@blogger.com (TCB Consulting-KC) — Fri, 07 Jan 2011 17:04:00 +0000

I've been a consultant for several years now. Pondering a career shift has prompted some reflection of my skills, attributes and talents. My success as a consultant is in great part due to my former manager [and now friend], Deborah Craig.

During my time with Deb, she positioned her team to shine, grow and acquire new skills regularly. No "power trips" or selfish motivations lurking in her management style, she was just a real and transparent leader.
The bottom line: she liked success and wanted her team to be successful. She knew the secret. She knew that as we succeeded, so did she as organizational president.

"You can do anything"

She had figured out just how much to push me and when to let me coast.
When my interest veered toward technology and web design, she supported me one 100%. Once proficient, she even gave me the organizational website. What a shot!

"You'd be a good trainer"

She saw I could potentially be an awesome trainer, even though I didn't see it. Shortly after offering words of encouragement, she (and my colleague Deth Im) threw me out of the comfort of my professional nest and turned me into an amazing trainer! What a skill to add to my repertoire. Shot #2.
With Deborah, there we no limits for her team. If it was good for the organization and the young people, she was compelled to do whatever it took to change the way Kansas City viewed youth development. She taught us to mobilize, advocate and try new things. Invaluable. Shot #2 through 500.

"I believe in you guys"

Proud of her entire team, she bragged on us, believed in us, supported us (through professional and personal struggle) and offered countless opportunities to soar.

Largely because of her, today I am a great, multifaceted professional enjoying amazing opportunities. In fact, I have made thousands of dollars from the skills cultivated under the leadership of Deborah Craig and Youthnet.

If you're a manager, take a hint from a successful manager. She is going to kill me for this, but it's my blog and I'm not scared of her...I don't think. LOL
Seriously, her management style embodies several lessons for effective leadership.

Teambuilding activity for the new year

noreply@blogger.com (TCB Consulting-KC) — Tue, 04 Jan 2011 02:09:00 +0000

When is a great time for a team-building activity?

The first of the year! Now is a perfect time to build upon last year's activities and/or set a "team" tone for 2011.

Here's an easy way: filter in at least 45 minutes into your staff meeting for reflection, peer support and productive feedback.

1. What you'll need is a flip chart (tape, tacks or tripod for hanging), some markers and small sheets of paper or index cards with one question printed on each piece (sample questions below).

2. Establish Ground Rules to keep the peace. Prior to the activity, allow the group to generate a short list of rules/boundaries to ensure everyone feels safe to engage and interact for the duration of the activity.

Be sure to include rules to minimize judgment, snickers and other pejorative actions.

3. Divide into groups, pairs or work in a large group. Give each group/person one question per round. Have as many rounds as time (or process) allows. NOTE: The riches are in the interaction; not the process.

After the groups have shared, debrief by recording results on chart paper for discussion and exploration.

Expect a few chuckles, but prepare for conflict. Remember, conflict is healthy when it's productive, facilitated well and leads to a solution.

Sample Questions:

* What 3 professional accomplishments are you most proud of in 2010?

* Which team-member(s) were instrumental in your 2010 workplace success? How?

* What processes/systems made your job easier in 2010? Which made it more difficult? (You may need to re-visit the responses in future meetings, but allow this "vent" time and record the responses on a separate sheet of hanging paper labeled "parking lot".

* What worked well for our team in 2011? What did not?

* What is your professional slogan for 2011?

This activity is simply a concept. You may customize it any way you'd like. Need ideas? Contact me at tericbrooks.com!

5 things to do during holiday down time

noreply@blogger.com (TCB Consulting-KC) — Tue, 21 Dec 2010 17:03:00 +0000

When work flow slows, so does your adrenaline. Your eyes feel like weights and the minutes seem like hours when the phone stops ringing.

"Will 5:00 ever come?"

Here are some ideas to fill those lagging hours.

1. Organize paper files. Add to, throw away - do whatever is necessary to get organized for 2011.

2. Organize online files. Delete old emails, files and defragment your hard drive to keep your computer running smoothly.

3. Touch base with clients and customers that may have fallen through the "cracks" during the busy year.

Difference between team-building and team cohesion - Part 1

noreply@blogger.com (TCB Consulting-KC) — Sat, 18 Dec 2010 17:19:00 +0000

Is there a difference between team building and team cohesion?

One word answer: YES!

I'll explain both, but first let's discuss team-building. We'll touch on cohesion in a later article.

What is team-buliding?
Team-building is a process, not an activity. It's the systematic process of unifying a workplace team to perform optimally as a unit.

The process guides and propels a group into a place of closeness, mutual understanding and relationship. This minimizes barriers to effective workplace interactions

Why bother?

I'm glad you asked! The answer is simple. A team that works well together performs at a higher level of productivity than one struggling with conflict, mistrust and silly bickering.

During effective team-building, a group explores the motivations, personalities, weaknesses, values, triggers and needs of other team members. In other words, they learn how to "handle" one another; ways to leverage team strengths and work well together.

Team-building is not static. It is an ongoing process. Common everyday situations can cause a high functioning team to drop in efficiency. Here are a few:

* new team members
* organizational/departmental changes
*societal issues that effect the company, community or even the nation (i.e. company scandal 9/11, war, economic crisis, etc)

Each are almost like a monkey wrench thrown into a well-oiled machine.

After which, the team-building process must start afresh before performance is severely impacted. What do you think?

Teri Worten Brook is a team-building consultant in the Kansas City area. She provides online coaching and technical assistance as well as face-to-face workshops and training modules. Visit TeriCBrooks.com for more information.

"Difference between team-building and team cohesion - Part 2" (a look at team cohesion)
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Workplace holiday party don'ts

noreply@blogger.com (TCB Consulting-KC) — Fri, 17 Dec 2010 04:16:00 +0000

So, with all good intentions, you decide to allow a holiday party for your team. Now what?

It takes more than food and an empty room to make a successful holiday gathering among colleagues.

Here are a few tips to help you plan for holiday party a success:

1. Plan a series of low risk icebreakers and escalate to medium risk. Trust me, there's more to discover about your colleagues even of you worked with them for years.

2. Don't let people choose their own seating. You know what will happen. Everyone will buddy up.

3. Have "get to know you" questions on each table. Each must answer one. Leave time for report outs.

Be intentional about making the employee holiday party a team building experience that unites the group, organization or department.

Happy holidays!

Barrier to Teambuilding - handling nitpickers at work

noreply@blogger.com (TCB Consulting-KC) — Sun, 12 Dec 2010 01:40:00 +0000

Few things are worse at work than the "nit picker. You know, the person that finds, seeks and struggles to find something to complain about. This person is usually someone with a low self-image searching for ways to make themselves feel better about their workplace performance, lack of education or competency.

Often this person makes up; conjures up reasons to criticize and complain.

What most people don't know is that playing out their power issues in the workplace can thwart creativity, create conflict at work and play a role in high turnover.

Five ways to handle the nit-picking nit-wit:

1. Ignore them if you do not report to them. Just smile and think of your favorite 70's song in your mind as they go "blah" "blah" "blah".

2. Schedule a meeting and gently explain your frustration with their behavior. Lack of communication in the workplace is barrier to team cohesion. But, prepare yourself, they will not likely listen, but it's worth a try.

3. Comply with their silly requests and criticisms. Sometimes, it's easier to go along to get along- especially with this personality flaw. C'mon, take one for the team. You can always make faces behind their back as they leave a room.

4. Find another job or department.

5. Speak to your supervisor about their meddling. Maybe they can run interference.

Sometimes, this person is an out-of-esteem Gold. When stressed, their strengths can easily become their greatest weakness. And realisticaly, sometimes race and gender issues play a role. So, keep your eyes open and your interactions documented.

Building a strong, cohesive team at work

noreply@blogger.com (TCB Consulting-KC) — Sun, 12 Dec 2010 01:23:00 +0000

Building strong workplace teams doesn't just happen. The process (and it is a process) is akin to a tightrope act. You have to balance several elements while continuing to move forward.

A strong manager understands three things about the components of the team.

1. Motivations

2. Strengths and Stressors

3. The Secret

In this post, we'll discuss #1 motivations. A good manager understands which behaviors, rewards and incentatives motivate each team player.

Relax, it's not as difficult as you think.

You could hire a team-building consultant like me, or you could simply get to know your team-mate. People reveal their motivations in just about every conversation, but you must know the "buzz" words.

Questions to ponder:

When asked the question "tell me a little about yourself" most people spill the beans instantly. Their out-of-work interests may reveal if they are motivated by family, recognition or ambition. For example, if the answer is about their accomplishments, prestigious affiliations or sports, you can safely assume you're talking to a competitive being.

If you know what inspires people to excel, you'll know how to reward them and propel them to improve performance.

Homework: Ask each members of your team variations of the following questions:

"I don't know much about you. What would you consider your top three life values?"

"What team behaviors generate stress?"

"How can I make sure this team experience if fulfilling for you?"

You might save these questions for an opener for a staff meeting or during a performance review. Create an anonymous process for shy team members.