Clarify Vision, Mission and Strategy Develop Emotional/Social Intelligence Improve Team Accountability Behaviors Develop a Positive Accountability Action Plan

1. POSITIVE ACCOUNTABILITY &
EMOTIONAL/SOCIAL
INTELLIGENCE
TEAM-BUILDING
WORKSHOP
Presenter: Dr. Maynard Brusman

2. LEARNING OBJECTIVES
l Clarify Vision, Mission and Strategy
l Develop Emotional/Social Intelligence
l Improve T eam Accountability Behaviors
l Develop a Positive Accountability Action Plan

3. MISSION. VISION, VALUES &
STRATEGY
l Alignment & Engagement
l Focus on Results

4. EMOTIONAL INTELLIGENCE IS
THE ABILITY TO…
l recognize our own feelings and those of
others, motivate ourselves, and manage
emotions well in ourselves and in our
interpersonal relationships.

5. FIVE COMPETENCIES OF EQ
l Self-Awareness-Ability to recognize and
understand your moods, emotions, and drives, as
well as their effect on others.
l Self-Regulation-Ability to control impulses and
moods.
l Motivation-Passion to pursue goals with energy.
l Empathy-Awareness of others’ feelings.
l Social Skill-Proficiency in managing
relationships.

6. EMPATHY
l Starts with self-awareness.
l The ability to see things from the other’s
point of view.
l Y ou can recall some of the same feelings.
l Sharing and identifying with emotional
states.

7. EMPATHY QUESTIONS
1. “Can you say more about that?”
2. “Really? That’s interesting. Can you be more
specific?”
3. “I wasn’t aware of that. Tell me more.”
4. “I’m curious about that…let’s discuss this in
more depth.”
5. “Let me see if I understand you correctly…
here is what I heard you say…”
6. “How do you feel about that? What are some
of your concerns?”

8. SOCIAL INTELLIGENCE
l Intelligent about and in relationships
l Acting wisely in human relationships
l Interpersonal “neural ballet”

9. BarOn EQi
l Emotional Intelligence (EQ) Assessment

10. WIZARD of OZ VIDEO CLIP
l Accountability and Team Building Lessons

11. TONY ROBBINS/AL GORE
TED CONFERENCE VIDEO CLIP
l http://www.youtube.com/watch?v=Cpc-t-
Uwv1I

12. FIVE DYSFUNCTIONS OF A TEAM
TEAM ASSESSMENT
l Embracing Accountability

13. POSITIVE ACCOUNTABILITY
FOR RESULTS PRINCIPLES

14. ABOVE THE LINE
l Above The Line Steps to Accountability See It,
Own It, Solve It, and Do It
l See It means acknowledging the problem
l Own It is to assume responsibility for the
problem and the results
l Solve It means to formulate solutions to
remedy the situation
l Do It commands the practical application of
the solutions identified

15. BELOW THE LINE
l Below The Line is where the self-
professed victims play The Blame
Game
l Mindset of Wait and See,
Confusion/Tell Me What To Do, It’s
Not My Job, Ignore/Deny, Finger
Pointing, and Cover Your Tail

16. SELF-
SELF-MANAGEMENT
QUESTION
l “What else can I do to rise above my
circumstances and achieve the results I
want?”

17. EMBRACING
ACCOUNTABILITY
l The willingness of team members to remind
one another when they are not living up to
the standards of the group (FEEDBACK)

18. SUMMARY – EMBRACING
ACCOUNTABILITY
l Accountability on strong teams occurs
directly among peers
l Peer pressure and distaste of letting down
colleagues will motivate a team player more
than fear of punishment or rebuke
l Team leader must demonstrate willingness
to confront difficult issues

19. THE 11 COMMANDMENTS FOR
AN
ENTHUSIASTIC TEAM
1. Help each other be right…not wrong.
2. Look for ways to make new ideas work…
not for reason’s they won’t.
3. If in doubt…check it out! Don’t make negative
assumptions about each other.
4. Help each other win and take pride in each other’s
victories.
5. Speak positively about each other and your
organization at every opportunity.
6. Maintain a positive mental attitude no matter
what the circumstances.

20. THE 11 COMMANDMENTS FOR
AN
ENTHUSIASTIC TEAM
7. Act with initiative and courage as if it all
depends on you.
8. Do everything with enthusiasm… it’s
contagious.
9. Whatever you want…give it away.
10. Don’t lose faith…never give up.
11. Have fun! Ian Percy 1991

21. TEAM ACCOUNTABILTY
FEEDBACK EXERCISE
l Behavioral Competency Contribution to
Strength of Team
l Behavioral Competency Contribution to
Team Area for Development

22. FUNDAMENTAL ATTRIBUTION
ERROR
l Attribute other people’s success to their
environment and our own success to our
character

23. PERFORMANCE FEEDBACK
l Constructive
l Focused
l Direct
l Behavioral
l Actionable

24. GROUND RULES
l No pushback or defensiveness
l Ask questions only for clarification
l As you listen, take notes

25. ACTION PLAN:
l Identify one accountable behavior to
improve
l Provide helpful feedback to another
shareholder or employee
l Coach another shareholder or employee

26. UNLEASHING OUR
POTENTIAL
“Our deepest fear is not that we are
inadequate. Our deepest fear is that
we are powerful beyond measure.
It is our light, not our darkness,
that frightens us.”
Nelson Mandela

27. Dr. Maynard Brusman
Consulting Psychologist & Executive Coach
Working Resources
P .O. Box 471525 San Francisco, California 94147
T el: 415-546-1252
E-mail: mbrusman@workingresources.com
Web Site: http://www.workingresources.com
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