2. Powerful metrics that enable leaders to measure and manage cultures.
www.valuescentre.com
1
Get Connected
– A practical guide to grow a desired team culture
This workshop aims to introduce the “Get Connected” approach
and empower you align and work with it in your own practice.
The free on line book “Get Connected” has the ambition to
empower team leaders, consultants and facilitators with a shared
understanding and language with a practical self-guided toolkit to
grow team cultures.
We will lead you through the framework, process and methodology
in an interactive way.
It is also a full afternoon session in order to give you time to
experience and reflect upon some of the exercises.
3. GET CONNECTED – Breakout Session 1 & 2 Stockholm 12 June 2014
When What How Result Time Where
13.50-14.00 Prepare Make sure everyone gets a copy of the book See and feel the book 10 min
14.00-14.10 Introduction OVERVIEW Purpose and agenda of the session(s). Show
Madrid video.
Agenda presented. 10 min
14.10-14.40 Dream Team
Page 11
Team Learning
Page 165-172
WORKSHOP: “Think of a moment when you were in a
Dream Team, what made it happen?”. Start individually,
write down on a paper. In pairs share the answers and then
in plenary. Display answers on whiteboard/flipchart what’s
above / below the surface.
Debrief/Reflect – Individually-Small group-Whole group.
A shared understanding
that much of the success
factors that creates a
“Dream Team” is below
the surface.
30 min
14.40-15.00 Get Connected –
the book
Page 12 and 16
PRESENTATION: History, structure, target group and
principles (language) about the book.
Connect to the thinking
and rational of the book.
20 min
15.00-15.45 Break Fruits, water and coffee 15 min
15.45-15.50 Introduction (2) OVERVIEW Purpose and agenda of the session Agenda presented 5 min
15.50-16.30 From Fear to
Trust
Page 93-96
WORKSHOP: Think of a situation/relation that you have
avoided to act upon… follow the steps to connect to your
self and your “Counselors”.
Understand the strength
of working with your
fears, and the impact it
subconsciously could
have on you / your team.
40 min
16.30-16.35 Energy transition Transition from exercise to Open Space Be more present 5 min
16.35-17.00 Q&A
Open Space
Page 66-67
OPEN SPACE: Ask them to in groups of two think about
how they would use this book? What ever question is asked
is the right one…Invite to a plenary dialogue. Focus on
HOW to use and apply this book and its principles in MY
OWN work life (as leader or consultant ). Q: How do we
build trust in the facilitator? Evolutionary Coaching
Satisfy participants
specific needs or request
30 min
The pages refer to where you find more about it in the book Get Connected
2
5. Think of a moment when you
where part of a Dream Team…
What made it become a Dream Team?
4Source: Barrett Values Centre
6. What makes it become a Dream Team
Clear definition
Clear goals
Flexibility
Appreciation
Professional attitude
Common goal
Count on each other
Creativity
Entrepreneurship
Perseverance
Ability to make things
discussable
Share knowledge and
experiences
Drive to
achieve something
Goal we all find
worthwhile
Everyone contributes in it's
of her own way (talents)
Enthusiasm
Meaningful
Accountability
Commitment
Shared vision
and values
Openness and
transparency
Dare to be critical
Passion
Knowledge
Informing each other
High standards set
Good team
ambiance
Professional
proudness
Profound long-term strategy
Good working
relationships
Focus on realising
client expectations
Room for own
decisions
result-client-quality focused leadership
Leadership
Clear accountability and
responsibility.
Target and goals
driven assignment
Engagement
from all
Respect
Humor & fun
Empowerment
Diversity
Willing to do
more if needed
Trust
Compassion
Celebrate
successes
Collaboration
Open
communication
Flexibility
Efficiency Urgency
Solution focus
Participative
Engagement
Individual recognition
(being seen!).
Adaptability
Clear decision matrix
Clear agreements
Expertise and competence
Cooperation
Consultation
Continuous learning
Positive approach
Perseverance
Integrity
All of us were pulling into
one direction
Honesty
Friendship
Social
interactions
"we are the champions“
mentality/drive
Encouraging
atmosphere
Source: Barrett Values Centre
7. What makes it become a Dream Team
Clear definition
Clear goals
Flexibility
Appreciation
Professional attitude
Common goal
Count on each other
Creativity
Entrepreneurship
Perseverance
Ability to make things
discussable
Share knowledge and
experiences
Drive to
achieve something
Goal we all find
worthwhile
Everyone contributes in it's
of her own way (talents)
Enthusiasm
Meaningful
Accountability
Commitment
Shared vision
and values
Openness and
transparency
Dare to be critical
Passion
Knowledge
Informing each other
High standards set
Good team
ambiance
Professional
proudness
Profound long-term strategy
Good working
relationships
Focus on realising
client expectations
Room for own
decisions
result-client-quality focused leadership
Leadership
Clear accountability and
responsibility.
Target and goals
driven assignment
Engagement
from all
Respect
Humor & fun
Empowerment
Diversity
Willing to do
more if needed
Trust
Compassion
Celebrate
successes
Collaboration
Open
communication
Flexibility
Efficiency Urgency
Solution focus
Participative
Engagement
Individual recognition
(being seen!).
Adaptability
Clear decision matrix
Clear agreements
Expertise and competence
Cooperation
Consultation
Continuous learning
Positive approach
Perseverance
Integrity
All of us were pulling into
one direction
Honesty
Friendship
Social
interactions
"we are the champions“
mentality/drive
Encouraging
atmosphere“Get Connected” has the intention
to help you as a leader to recreate
these moments of a Dream Team!
Source: Barrett Values Centre
9. Powerful metrics that enable leaders to measure and manage cultures.
www.valuescentre.com
9
GET CONNECTED
1. Make culture tangible in projects
2. Create a shared language
3. Offer practical tips and dialogue tools
Purpose
10. Powerful metrics that enable leaders to measure and manage cultures.
www.valuescentre.com
10
Co-created by a global “BVC Team”
Hector
Phil Pleuntje
NiranTor
11. Powerful metrics that enable leaders to measure and manage cultures.
www.valuescentre.com
11
GET CONNECTED
A practical guide to grow a desired team culture.
• Free more human potential
• Facilitate “transformation practitioners”
– Language and tools
– Confidence and inspiration
– Grow and nurture “beneath the surface”
• Practical tips on how to go from CTT to action
• A book, free for all!
13. Five areas to Get Connected
Our REALITY – the big picture…
13Source: Barrett Values Centre
ME – my passion and values…
Our AMBITIONS – our goals…
US – our values and behaviours…
Our LEARNING – how to grow and develop…
15. 15Source: Barrett Values Centre
COLLECTIVEINDIVIDUAL
OBJECTIVE
SUBJECTIVE
My Team’s
Level of
Trust
Page 152
Team Core
Values and
Wanted
Behaviour
Page 123
Elephant
in the
room
Page 157
Leadership
Values
Assessment
Important
Questions
Page 69
Align
Strategy
& Culture
Page 109
From
CVA to
Action
Page 129
Values in
Action
Page 143
Individual
Values
Assessment
Cultural
Values
Assessment
Dialogue Tools for Whole System Change
16. 16Source: Barrett Values Centre
Introduction/
Background
Purpose &
Objective
Time
Before
During
After
19. Powerful metrics that enable leaders to measure and manage cultures.
www.valuescentre.com
19
Own website for GET CONNECTED
www.valuescentre.com/getconnected
Free* pdf download
• Whole book
• Each chapter
• Each tool (+ additional tools)
*) Ask for email for all downloads.
Purchase printed book at
Slides to present the book/each tool
23. Purpose & Objective
• To attain new understanding about difficult problems
or relationship issues that are holding you back
• To create the next steps necessary to find a
resolution
• To explore the values, beliefs and behaviours
(consciousness) that drives or restrains your actions
23Source: Barrett Values Centre
26. Powerful metrics that enable leaders to measure and manage cultures.
www.valuescentre.com
26
From Fear to Trust – Exercise
1. Choose an “unfinished situation” in a real relation that you
would like to solve, but you “avoid coming to the point”.
2. Fill the boxes in the matrix, answering the questions in each
cell with ONE statement (not a narrative).
3. Share your answers with other participants, looking for
similarities and differences.
“Consciousness in Action”
Get Connected
27. Situation: Wanting to speak my ideas and thoughts to others.
In this situation, what I want that I have…
• Openness and ability to
listen to feedback I receive.
In this situation, what I don’t want that I have…
• Caution,
hence why I don’t speak up…
In this situation, what I want that I don’t have…
• Courage and trust that it’s OK to
voice my ideas and thoughts.
In this situation, what I don’t want that I don’t have…
• A selfishness or
a closed-off approach.
From Fear to Trust
Source: Barrett Values Centre
28. Powerful metrics that enable leaders to measure and manage cultures.
www.valuescentre.com
28
Let´s play with your situation map
KEEP IT THE WAY
IT IS!
GO FOR IT! AVOID RISKS!
LET GO!
I WANT
IHAVE
YES NO
YESNO
Driving
Characters
Restraining
Characters
29. Powerful metrics that enable leaders to measure and manage cultures.
www.valuescentre.com
29
In this organisation…
… I believe we are doing something useful for humanity and that
with our work we contribute to create a better world”
… I experience personal fulfilment, cooperating with others to
satisfy our stakeholders and make a difference in our markets”
… I use my talent to add value to customers and my creativity to contribute
– with enthusiasm and commitment – to the collective results”
… there is a project in which I have chosen to participate, to fulfil my
needs of teamwork, professional development and personal growth”
… I want to get power, achieve hierarchy and professional
reputation to fulfil my needs of progress and self-esteem”
… I want to get appreciation, respect and personal recognition to
fulfil my affiliation and belonging needs”
… I want to achieve job stability and security in the long term, to
fulfil my survival needs”
30. Powerful metrics that enable leaders to measure and manage cultures.
www.valuescentre.com
30
Dealing with conflicts…
Level 5, 6 and 7, usually invite you to "take advantage of the opportunities”
present in conflicts to create “win-win-win” solutions.
You feel “trust driven” and willing to change the present and co-create the
future (entrepreneurial attitude).
Level 4, invites you to detach from Level 1, 2 and 3 fears in order to think
“outside the box” of your “default” consciousness maps.
You feel courageous, with enough personal power, to transform the problems
into opportunities (innovative attitude).
Level 1, 2 and 3, usually invite you to complain about problems,
“blame others” and “don’t take chances”.
You feel “fear driven”, with lack of personal power to change your current
situation, you try to restore the past (conservative attitude).
33. Assessment of Needs
1. Before you meet: Hand out, read and reflect on the
questions in Chapter 3 “The concept”.
2. In small groups: For ALL five areas together, identify
2-3 Strength's and 2-3 Areas of Improvement based
on the reflective questions.
3. In small groups: Out of the identified areas above, pick
and reflect on the 1-2 questions that your team find
most important at this moment.
4. Big group dialogue: Each group share their identified
areas and key reflections. Display outcome on flipchart.
Conclude most important areas to work on.
5. Big group dialogue: Identify/agree which Get Connected
tools to start work with.
33Source: Barrett Values Centre
10 min
15 min
15 min
15 min
5 min
