Leadership and

Teamwork
Peechie Mendoza
Resource Person

09.04.19
Special Greetings Around the World:

Greet each other like:

• Filipinos (Mano Po!)
• American (Fist bump)
• Italian (Kiss on both cheeks)
• South Africans (High Five & Bump)
• Humans (Give each other a warm hug)
 OBJECTIVE
General Objectives: To develop the knowledge, skills, and attitudes integral to the Parent Leaders as
they perform leadership functions within their group.

Specific Objectives:

• After recalling a personal success and making a self assessment, participants will list their personal
strengths, or internal assets, and assets they would like to develop more.

• Using a group sharing activity, participants will identify examples of leaders in their country or
community, and list at least three qualities of good leaders.

• After a small group discussion, participants will describe different leadership styles, and the
advantages and disadvantages of each style.

• Using a group activity, participants will identify the strengths or advantages of working on a diverse
team that reflects various perspectives, ideas, or members of different backgrounds.
 OBJECTIVE

• After a self-reflective activity, participants will identify the qualities of effective

leadership and team member role they believe they have or that they can develop.
• Using common group situations, participants will identify different strategies to
leverage their strengths and inspire others to reach a common goal.
• To identify different strategies/techniques in enhancing team effectiveness.
 Content

3Cs of
Teamwork
My
Leadership
Role
Me and My
Assets
Ako ay Masaya!
Ako ay masaya kung kasama ka (4x)
kasama ka (5x)!
Ka ulo;
Ka balikat;
Ka bewang;
Ka tuhod;
Ka paa;
Kayakap
Activity # 1: It Was a Big Success
Participants recall a personal accomplishment and identify the assets it reveals.

1. Invite participants to think of something they accomplished or achieved. Say:

“I’d like you to think of a time you did something that you are proud of, or that you accomplished.
Perhaps you helped a neighbor or friend, maybe you did something with a younger brother or sister,
or perhaps you took on a responsibility in your neighborhood or spiritual community.”

Note: If you think it would be helpful, participants could write their thoughts down on paper. You can
tell them that they can make this as private as they want and that no one else will read their papers.
Also let them know that they will have the option of sharing their successes and that you actually
encourage them to do so.

2. Collect and post examples on Flip chart 1: Successes. Ask:

“Who would like to share an example? I will write some accomplishments and successes that any of
you would like to share. We welcome all examples and you don’t have to give much detail. Who
would like to start?”

Note: If participants are shy to respond, you could ask for a showing of hands related to topics, such
as, “How many of you thought about an achievement at school? How about at home? With a friend,
neighbor, or someone in your neighborhood? In your spiritual community? Where else? What can you
tell us about your successes?”
Activity # 1: It Was a Big Success
3. Build upon the discussion by having participants identify what helped them to be successful. Collect
and post examples on a Flip chart 2: Helping Factors. Say:

a. “Who would like to share what or who helped you with your success? Like before, I will write a list
of helpful factors that any of you would like to share. As always, we welcome all examples and you
don’t have to give much detail. Who would like to start?”

b. “Now think about what helped you with your success? Perhaps you overcame some challenges.
How did you do that? What skills did you use? Who helped you and what did they do?”

Note: Review of “Successes” and “Helping Factors” serves as a partial assessment of Objective 1.

4. Distribute Handout 1: Becoming Resilient. Say:

“There are a number of strengths or assets that we all have that enable us to accomplish what we
want and need to do. They also help us stay strong during difficult times. Together we will look
through this list and, as we go along, circle any assets that helped you with the success you just
identified.”

Note: Determine the best way to have the list read: a. If you think participants will understand the list,
you can ask them to read to themselves. You might ask them to circle anything they don’t understand.
b. You might ask for a few volunteers to read parts of the list aloud or you could read the list to the
group.
 Activity # 2: Yes, I Have Assets Too!

Participants identify assets that they have and others they would like to develop.

1. Using the handout, ask participants to mark assets that are their strengths.
Say:

“As we’ve discussed, assets help us accomplish difficult tasks and stay strong
during tough times. They help us be successful. We each have some of these
assets, but not many people have all of them. You may feel very strong in some
and less strong in others. Put an ‘X’ next to all of the assets you have. Maybe
they are the same assets we identified on our ‘Helping Factors’ list. If you feel
that any of the assets are really strong, you can put ‘XX’ next to the asset.”

2. Ask participants to turn to someone next to them and briefly and quickly share
two to three assets they have. (If the number of participants is uneven, make one
group of three.) After about two minutes, make sure each person in the pair has
had a chance to share. If not, give them another minute. Then, ask for volunteers
to share a few of their own assets with the large group.
 Activity # 2: Yes, I Have Assets Too!

Using the same handout, ask participants to mark assets they would like to develop.
Say:

“You can also work to make some assets stronger or more useful for you. Or you can
develop some assets that you don’t yet have. I’d like you to look at the whole list and put
a smiley face ‘ ’ next to at least two strengths or assets you would like to develop in
your life.”

4. Ask participants to turn back to their partners and briefly and quickly share two to
three assets they would like to develop and why. After about two minutes, make sure
each person in the pair has had a chance to share. If not, give them another minute.
Then, ask for volunteers to share a few of these assets with the large group.

Note: An alternative could be to ask participants to write two assets they have on a
sticky note and two assets that they would like to develop on a second sticky note. Then
participants could affix their sticky notes to flip charts at the front – one titled “Assets I
Have” and the other, “Assets to Develop.” As the participants are sharing what they
wrote with a partner, the facilitator could group the sticky notes and see if there were any
commonalities or differences and talk about them with the large group after the pair
sharing.
 Activity # 2: Yes, I Have Assets Too!

√- Asset I have; √√ Asset I have that is strong; X- Asset that I want to

develop or strengthen

1. I know Peers/Ralatives Who Can Help

For example: Parents, relatives, friends who support me

2. I Can Make Decisions

For example: People see me as someone who can be helpful

3. I Know My Limits and Expectations

For example: I kow the rules in my family, neighborhood; my friends and family have high standards
and expect positive things from me.
 Activity # 2: Yes, I Have Assets Too!

√- Asset I have; √√ Asset I have that is strong; X- Asset that I want to

develop or strengthen

4. I Use Time Productively

For example: Involvement in community/spiritual activities

5. I Think Learning is Important

For example: Finding ways to improve myself

6. I Have High Standards and Principles

For example: Believing in such things as social justice, honesty, being responsible
 Activity # 2: Yes, I Have Assets Too!

√- Asset I have; √√ Asset I have that is strong; X- Asset that I want to

develop or strengthen

7. I Can Interact Effectively with Others

For example: Resolving conflicts peacefully, communcating positively in emotional situations,
planning and making priorities

8. I Feel Good about Myself and My Future

For example: Confidence in myself, pride in my work, meaning in my life, hope for my future
 Activity # 3: Communication Combat Challenge

Mechanics:
• The participants will be divided into four equal groups, and
will be lined up according to the instruction of the RP. (The
least creative, should be the first in line; the most creative
shall be the last person)
• The purpose of this game is to allow the first team
member to guess correctly the drawing which started from
the last member of the group.
Materials:
• Document Holder, Bond Paper, Marker/ballpen
 Activity #3: Intergalactic Game

• Each group shall identify one leader to act

as a collecting machine.
• The role of the collecting machine is to
collect popsicle sticks while he/she is
blindfolded.
• The team must have a unique language in
order to give a clear instruction to the
collecting machine.
 Different Personality
Types
• - Whether we like it or not, in any organization,
personality varies.
• - Each of us portray a distinct personality and
this personality affects our relationship with
others. In fact, due to diverse personality,
conflict arises.
• - Nevertheless, communication can bridge
diverse personalities.
• - Professionalism is also a factor that can pacify
conflicting personalities.
 Donkey

Donkey-stubborn, will not change his point

of view.
 Rabbit

Rabbit-runs away when he sees tension,

conflict or unpleasant job (flight behaviour).
 Lion

Lion-gets in and fights whenever others disagree.

 Ostrich

Ostrich-refuses to face reality or admit there

is any problem.
 Monkey

Monkey- fools around, chatters a lot,

prevents the group from concentrating on
 Elephant

Elephant- simply blocks the way, stubbornly

prevents the group from continuing along
the road to their desired goal.
 Giraffe

Giraffe- looks down on others, I am all

above all this childish nonsense.
 Cat

Cat- always look for sympathy. It is too difficult for me.

 Peacock

Peacock- always showing off, competing for attention.

 Snake

Snake – hides in the grass and strikes unexpectedly

 Rhino

Rhino- upsets people unnecessarily, charges around

and put his foot in it.
 Owl

Owl- looks very solemn and pretends to be

very wise, always talking in long words and
complicated sentences.
 Mouse

Mouse- too timid to speak up on any subject.

 Frog

Frog- croaks on and on about the same

subject in a monotonous voice.
 Tortoise

Tortoise- withdraws from the group, refuse

to give his ideas/opinions.
 Chameleon

Chameleon-changes color according to the people he is

with.
 Hippo

Hippo- sleeps all the time.

 Fish

Fish-sits there with cold glassy stare, not responding to

anyone or anything.
 Activity # 4: Strawtiful

Mechanics:
• The participants will be divided into four equal groups, and will
be lined up according to the instruction of the RP. (The tallest
member, should be at the middle of the line, creating a
pyramid-like line.) Each group must be circulated by the straw
twine to create a loop.
• The purpose of this game is to allow the team to travel to a
safari world without breaking the loop (vehicle) in order to
collect 4 animals per group. The collected animals must be
revealed during the processing of this activity.
Materials:
• Straw twine, cut-out pictures or names of safari animals
 Activity # 5: The Best Leaders

• Participants identify examples of leaders who embody

the qualities of a good leader.
• Distribute four small pieces of paper and pens or
pencils to participants.
Name of Leader: ___________________________
Important Accomplishment : __________________
Leadership Qualities: _______________________
 Activity # 6: Situational Leadership

• Participants will be divided into 4 groups.

Each group will prepare a short skit to
show the different leadership styles.
 Scene 1
• The group has been working for more than
an hour to solve a problem and people are
getting tired.
 Scene 2
• Group members are becoming angry as
they argue about the best solution for a
problem.
 Scene 3
• You notice that even though the discussion
has been very lively and exciting, some
people have not said anything at all.
 Leadership Actions
1. Sharing a vision, a goal, or a plan
2. Inspiring and encouraging others
3. Offering ideas
4. Making suggestions
5. Helping make decisions
6. Listening to others
7. Helping others speak and share their
ideas
8. Summarizing ideas, decisions, and plans
Activity # 7: Egg Passage
Mechanics:
• Participants are directed to sit in a circular formation
with their feet are situated closely with each other.
The objective of the game is to pass around the egg
without lifting their feet.
Materials:
• 4 fresh eggs
 Activity# 8: Spider
Mechanics:
• Each group shall create their own spider web using 2
rolls of yarn. The objective of this game if for the
group to ensure that the center of the spider web is
strong to hold a glass filled with water
 Synthesis
• LEADERSHIP is like BEAUTY- It's hard to
define, but you know it when you see it.
• Influencing people by providing purpose,
direction, and motivation while operating to
accomplish the mission and improving the
organization.
• The ability of developing and
communicating a vision to people that will
make that vision true.
 Role of a Leader
• Initiator
• Confidence builder
• Coordinator
• Motivator
• Optimist
 Style of Leadership
• Autocratic- One man show and hands off;
directs or orders participants on what to
do, when to do it and how long to continue;
“Do what I tell”; “You MUST Do this Now”.
• Democratic- Developing trust and mutual
respect are part of this concept; “What do
you think”; “Let's see what the group wants
to do”
 Style of Leadership
• Laissez-faire- Freedom for making
decision is given to participants with this
leadership style; decision comes from the
group; “Make your own decisions to
achieve the goals”.
 Leadership Requirements
• Vision
• Courage
• Focus
• Determination
• Persistence
• Honesty/Integrity
• Team Building
• Commitment to Excellence
• Good listener
• Flexible
• Communicator & Motivator
Synthesis

1 • Compassion

2 • Cohesion

3 • Confidence
 Compassion
• Compassion in the workplace means to understand a
colleague’s pain.
• When we choose to “suffer with” rather than “compete
against” our colleagues
• Workers are no longer working for themselves and can be
coordinated toward achieving optimal results.
• This is a re-prioritization of "service of colleagues" over
"fulfillment of self" and management must model this
behavior as well in order to make it stick.
• CIA or Compassion-in-action includes appropriate division
of the workload, mutual feedback around role performance
and improving coordination of tasks.
 Cohesion
• Arises from compassionate employees/team.
• Cohesion is built out of TLC, or Trust, Love and Commitment
• Trust is the foundation of a cohesive work team. Through completion
of common goals and shared experience teams forge bonds of trust
with one another. Greater trust will also ensure that our teammates
hold each other accountable, which further increases compassion as
employees and learn to “suffer with” each other.
• Love refers to the level of passion for the work they do and for the
team.
• Passion is an irreplaceable fuel that drives success in any business
and this potential must be harnessed for the team.
• Commitment refers to their level of commitment to the goal as well
as to each other.
 Confidence
• There are two types of confidence. The first is mastery over a
particular skill that that is gained through practice and
experience. The second is a form of inner confidence that we
know we are capable of adapting and doing whatever it takes
to succeed in the moment. This sense of knowing includes an
ability to face our shortcomings and see them not as failures,
but as opportunities to learn, change, and grow. Inner
confidence is simply our ability to fall and fall and keep getting
up again until whatever task we are up against is mastered.
• Confidence also links back to cohesion. As trust is gained we
grow more confident in our teammates and vice versa.
Compassion is further fueled by confidence. As we begin to
see the results and feel the power of a cohesive team, we
become more committed to each other and this increases our
confidence.
 3Cs of Teamwork
• The 3 C’s allow a team to function optimally without the
common maladaptive behaviors such as gossip,
competitiveness, and stabbing each other in the back.
Through common goals in times of crisis the bonds of
teamwork are forged and the increased soft skills bring
about the missing elements of a high functioning work
team.
• Research abundantly shows that teambuilding improves
organizational performance by almost 20%. The 3 C’s are
part of every team’s natural potential and they can be
harnessed through the right leadership. Cultivating the 3
C’s is part of the work I do in my coaching program and I
invite you to contact me if you want to learn more.
The bottom line

Compassion
Cohesion

Confidence

Interpersonal Relationship
Wisdom of the geese