Team Work

team dynamics + team conflict + peer feedback

team dynamics relies heavily on several factors (4)

1. the group’s willingness to cooperate toward shared goals

2. team care for patients and clients

3. avoiding medical errors

4. creating an environment conducive to the well-being of the staff and the clientele.

define team

defined as a group of individuals working together to achieve their goal

define group

a number of people or things that are located close together or are considered or classed together.

delte

delete

why does team conflict occur (8) (Team Conflict)

1. Poor management

2. Lack of respect

3. Poor or lack of communication skills

4. Unresolved resentment and negativity

5. Self-criticism

6. Previous experiences

7. Fear or reluctance to express true feelings

8. Fear of judgment

Mistakes During Conflict (5) (Team Conflict)

1. People see their conflicts as predominantly negative

2. We don't see the downside to having supporters

3. We justify our anger

4. We think we are always RIGHT and others are wrong!

5. When we are hurt, we assume the other party hurt us on purpose

When we are hurt, we assume the other party hurt us on purpose (6) (Team Conflict)

1. Ask to meet with the other team member or members in a neutral place.

2. Begin by defining the meeting’s purpose and the goal of a mutually satisfying outcome.

3. Use active listening to draw out information and determine the underlying source of the disagreement (use the 3 second rule before speaking- once that person is done talking, count seconds then speak)

4. Address the conflict directly and constructively, avoid disrespect and negative emotional reactions, and remain nonjudgmental.

5. Investigate alternative solutions together.

6. Commit to a solution together.

Tips to deal with Team Conflict (6) (Team Conflict)

1. Pick your Battles

2. Anticipate Conflict

3. Neutral Language

4. Preventative Measures

5. Active Listening

6. Take Action

tips for becoming Good Managers or Leaders (12) (Team Conflict)

1. Great communication skills

2. Good conflict resolution

3. Great active listening skills

4. Problem solving skills

5. Emotional intelligence

6. Delegation abilities

7. Decision -making knowledge

8. EMPATHY and honesty

9. Strong mentorship skills

10. Time management

11. Motivation and Visionary

12. Goals and great feedback

6 Steps To Team Conflict Prevention (Team Conflict)

1. Establish written expectations for all team members.

2. Develop an easy-to-understand written protocol for difficult issues or grievances.

3. Communicate through regular, consistent team meetings.

4. Communicate with individual team members twice a year to discuss performance, concerns, and suggestions.

5. Consider conflict resolution team training by an outside expert.

6. Establish written procedures, including corrective measures, for any conflict that does arise.

6 Signs of A Toxic Workplace (Team Conflict)

1. Outbursts of emotion

2. Poor Communication Skills

3. Lack of systems or protocols/ SOP’s.

4. Little to no empathy shown towards each other

5. Feelings are justifiable excuses

6. The “Attitude” that things will never change

define venting (Team Conflict)

as the process of repeatedly and extensively discussing problems and negative feelings with others

what does BIFF stand for (4) (Team Conflict)

1. Brief

2. Informative

3. Friendly

4. Firm

guidelines for peer feedback (Peer Feedback)

1. Put yourself in the other person’s shoes when giving your feedback - how would you want to hear “cool” feedback?

2. Be kind, helpful, and honest

3. BE SPECIFIC—focus on the behaviour—not the personality

4. Listen to what the person is saying

5. Don’t take things personally

6. Keep it moving - don’t get hung up on one particular area

7. Ask clarifying questions if you don’t understand something

how to structure peer feedback (6) (Peer Feedback)

1. Invite the colleague to share their thoughts to discover how the interaction went on their end/ from their prospective

2. Be empathetic and have good intentions ( create a supportive setting so they can be open and take risks to be courageous/ honest)

3. Ask permission to offer feedback, ask the receiver is they are ready to hear or receive feedback first

4. Limit feedback to amounts that are useful and realistic; focus on the problem, not the person and keep it concise and on-point.

5. Check on how the feedback was received; remain sensitive to the recipients reaction and consider that the next steps may need to be

6. Offer support and mentorship moving forward (be available , accessible and approachable)

what are the 6 hat colors of feedback (Peer Feedback)

1. yellow hat

2. black hat

3. green hat

4. red hat

5. white hat

6. blue hat

yellow hat aka (Peer Feedback)

Positive (“Warm”) Feedback

2 features of yellow hat (Peer Feedback)

1. symbolizes brightness and optimism

2. What is the value and benefit?

black hat aka (Peer Feedback)

“Cool” Feedback

2 features of black hat (Peer Feedback)

1. is judgement, problem solving - look at pros and cons of the situation

2. Point out specific parts that are not meeting the assigned requirements

green hat aka (Peer Feedback)

“Suggestions” Feedback

2 features of green hat (Peer Feedback)

1. focuses on creativity, alternatives, and new ideas.

2. Can you provide some ideas to help fix some of the issues raised during black hat feedback?

red hat aka (Peer Feedback)

“Subjective Observations” Feedback

3 features of red hat (Peer Feedback)

1. signifies feelings, hunches and intuition (likes and dislikes).

2. Share something that you like about their work

3. Give a general impression that you have about their work

white hat aka (Peer Feedback)

“Objective Observations” Feedback

2 features of white hat (Peer Feedback)

1. calls for information known or needed - just the facts and only the facts!

2. Point out things you observe but have no judgement about or aren’t a part of the assignment requirements

blue hat aka (Peer Feedback)

“Thinking Process” Feedback

2 features of blue hat (Peer Feedback)

1. used to manage looking at the “big picture” of the situation

2. Connect something in the critique to a bigger theme or put it in context

Anatomy of a Mentor (8) (Peer Feedback)

1. Making a Difference

2. Expertise

3. Experience

4. Education

5. New Insights

6. Teaching and Thinking

7. Ongoing Impact

8. Relationships

Mentoring can boost (3) (Peer Feedback)

1. communication

2. promote job satisfaction

3. encourage colleagues to adopt best practices

how to recieve feedback (5) (Peer Feedback)

1. Ask clarifying questions , to prevent misinterpretation

2. Request specific examples to clarify and create a clearer picture for moving forward

3. Seek additional perspectives , request further observation of duties, coaching and feedback to promote professional growth.

4. Now, plan forward….come up with ideas and give them a try to see how they work when back on the task again.

5. Replace “Sorry” with “Thank You”

Ways to inspire your ward team (Peer Feedback)

1. Choose to move forward over being perfect

2. Take a stand for what you believe in

3. Take a time-out

4. Have empathy for others

5. Respect what you don’t understand

6. Paint a picture of what could be