LET'S PLAY!!!!!

We-Time for
#TeamLibrary
STRENGTHENIN
G OUR CORE
GROUP:
We-Time for
#TeamLibrary
 How are you today?
Tell us about yourself
Among your colleagues,
who's closest to you?
 What are your concerns
being a Librarian?
Lack of recognition, rewards and positions/responsibilities to move towards

Having little control over the work environment

High and increasing demands
Loss of motivation and hope
 Core Group
a group of indispensable persons or
things leaving a direct impact to one
another.
TEAM GROUP
Group of individuals
A number of individuals
working toward a common
working together.
goal.
 Five
Dysfunctions of
a Team
What is an Effective Team?

A team can be effective if there is trust and mutual accountability between the
members. Team members help each other and each member will lead other
members at various points throughout the relationship. Successes and failures
are equally felt by all members, not just an individual. This gives members
more courage to take risks and therefore, realize bigger gains.
- Don Clark -

If given an opportunity, effective teams should be built strategically. The members

should not only be competent but also have a strong character and a unique skill set
that compliment others' in the team. There should be chemistry between team
members with each member being a custom 'fit' in the team (Miller, 2001, p. 28).
 Strengthening mu
Core
STEP 3
STEP 1 STEP 2
Working styles
Trust as Core Ingredient Seven Core Components
of the Psychology of
Teamwork
Trust as a
Core
Ingredient
 “Trust is a
psychological state
that implies positive
To build a expectations
regarding the
strong
intentions, attitudes
team, trust and behaviors of
is essential. others towards
oneself in situations
that may imply some
uncertainty or
ambiguity.”
 In the context of organizations, for example,
we can look at trust in three different forms or
stages:

Trust based on information:

Trust based on an estimate: behavior is influenced by our
weighing the pros and cons of trust; previous experiences (positive and
negative);

Trust based on identification: we

trust more readily in others with
whom we identify.
We also know that an environment with low
levels of trust will lead to:

Contradictory information;

Hidden agenda;

Unmet expectations;

A system with a higher level of

control and vigilance.
 Seven Core
Components of the
Psychology of
Teamwork
So what does it take to build an effective team?
According to the TESI (Team Emotional and
Social Intelligence) Model, there are seven skills
that will contribute to effective team functioning:
 Team Identity

A group with a strong team

identity demonstrates
belongingness, a desire to
work together, and a sense of
clarity around the role of each
member. Groups with strong
team identity also have high
degrees of loyalty.
 Motivation
A high level of motivation
corresponds with the energy and
responsibility levels of the team,
and whether competition is working
for or against the team. Having a
motivated team requires knowing
and meeting desires, setting stretch
goals, reinforcing success, and
being persistent.
 Emotional
Awareness
A team’s emotional awareness
encompasses the amount of
attention the team pays to noticing,
understanding, and respecting the
feelings of team members.
Emotional awareness is a critical
factor in motivation, productivity,
and a team’s ability to collaborate,
making it central to the success of
every team.
LET’S PLAY A
GAME!!!!
 Communication

Intuitively, we know that

communication is an essential factor
for a group of people working
together. It provides feedback and
guidance on how well each of the
team members listens, encourages
participation, and discusses
sensitive topics.
 Different
Communication Styles
 Different Communication
Styles
PASSIVE-AGGRESSIVE
COMMUNICATION STYLE

appear passive on the surface but

often have more aggressive
motivations driving their actions.
While their words might sound
PASSIVE AGGRESSIVE
agreeable, their actions don’t always
COMMUNICATION COMMUNICATION
align with what they say.
STYLE STYLE

Passive communicators Aggressive ASSERTIVE COMMUNICATION

are typically quiet and communicators STYLE
don’t seek attention. frequently express their
thoughts and feelings typically the most respectful and
and tend to dominate productive type of communication in the
conversations, often at workplace. Assertive communicators share
the expense of others. their thoughts and ideas confidently, but
they’re always respectful and polite.
 Passive communication style
You can identify a passive
communicator by these
tendencies:
• Inability to say no
• Poor posture
• Easy-going attitude
• Lack of eye contact
• Soft voice
• Apologetic demeanor
• Fidgeting
If you’re dealing with a passive communicator, consider
these methods to encourage a good working relationship:
• Take a direct approach. Initiate one-on-one
conversations, as private interactions are often more
comfortable for a passive communicator than group
settings.
• Ask for their opinions. Allow plenty of time for them to
think over their responses.
• Use broad language. Avoid asking “yes” or “no”
questions that can be answered with little elaboration.
Stay patient with long silences, as passive individuals
often take their time thinking through a response.

If you’re a passive communicator, it’s important to work on your communication skills. Seek out
opportunities where you feel you can comfortably speak up. If you’re uncomfortable in group
settings, seek out personal meetings. If you prefer writing over talking, try communicating via email
instead of in person. Over time, you’ll see that openly sharing your thoughts creates opportunities
for positive interactions.
 Aggressive communication style
An aggressive communicator may also
react before thinking, which can negatively
Consider these methods when working with an aggressive
affect relationships and decrease
productivity in the workplace. communicator:
While an aggressive communication style • Be calm and assertive. Try not to let the nature of an
might command respect in certain
aggressive communicator be intimidating. Focus your
leadership situations, it’s often intimidating
to those who respond better to a calm conversation on an actionable approach to the issue.
approach. • Keep conversations professional. Direct the
These are a few signs of an aggressive conversation away from personal issues or emotions.
communicator:
• Interrupting people while they’re
• Know when to walk away. Walk away from the situation
speaking if the aggressive communicator becomes too
• Invading personal spaces demanding or you’re no longer making positive
• Presenting an overbearing posture
• Using aggressive gestures
progress.
• Maintaining intense eye contact

If you have an aggressive communication style, you may find that you struggle to form strong
relationships at work. Learning more positive communication techniques may help you overcome
some of your aggressive tendencies. Reducing stress in your life can help as well. You can take a
healthy approach to combat stressors by engaging in physical activity and practicing mindfulness or
meditation.
 Passive-aggressive
communication style
Passive-aggressive communicators
can quietly manipulate a situation
into one that benefits them. Some
passive-aggressive communicators
use this approach because they feel
powerless or manipulated, though
that isn’t necessarily the case.
Passive-aggressive communicators
may use the following approaches:
• Muttering
• Using sarcasm
• Exhibiting denial
• Presenting a happy face when
they’re clearly upset
• Giving the silent treatment
If you’re dealing with a passive-aggressive communicator,
you might find that they undermine your efforts even after
giving you verbal assurances. Consider the following
approaches when dealing with a passive-aggressive
communicator:
• Make clear requests. Try not to leave room for
misinterpretation or confusion.
• Confront negative behavior. Talk to them directly
about their behavior. Consider looping in a manager if
your conversation doesn’t produce change.
• Ask for their feedback. Directly ask them for their
feedback in one-on-one situations to try to elicit
honest communication.

If you have passive-aggressive tendencies, look for opportunities to communicate your thoughts
and needs openly. Find a way to pursue clear and honest lines of communication to ensure you
feel heard and are taking active steps to directly address a situation.
 Assertive communication style

They readily take on challenges but know how to say “no” when it’s required. These individuals
understand their own limits and protect their boundaries without acting overly aggressive or
defensive.
When you’re with an assertive communicator, you’ll notice their ability to make others feel
comfortable. They’re the ones that you seek out because you know they can easily facilitate a
productive discussion.
Assertive behavior exhibits itself through:
• Expansive gestures
• Collaborative and sharing tendencies
• Healthy expression of ideas and feelings
• Good posture
• A clear voice
• Friendly eye contact

If you have assertive communicators on your team, encourage them to share their ideas, place
them in positions of leadership and enlist their help dealing with passive, passive-aggressive and
aggressive communication styles.
Stress Tolerance

A team with good stress tolerance

knows how well it’s doing in
managing the pressures of
workload, time constraints, and the
real need for work-life balance.
 Conflict
Resolution
Assessing a team’s conflict
resolution means examining how a
team processes disagreement and
whether the team is able to deal
with adversity as a way to enhance
its functioning, rather than being
caught up in the conflict. It’s
essential for productivity and
creativity.
Types of Conflicts

Task-based conflicts
When team members rely on each other to complete a
task or project. When one person on the team doesn’t
complete their part of the task, it can affect another team
member’s ability to finish their part on time. For example,
if an employee always turns in their reports late, it causes
the accountant to be late with their reports as well. To
avoid these conflicts, make sure everyone on the team
knows what they should be doing in their position so
tasks can be accomplished efficiently and on deadline.
 Types of Conflicts

Leadership conflicts
Everyone has their own way of leading their teams.
Some leaders are directive, while others are more
open, inclusive and encourage collaboration with their
team. To prevent leadership style conflicts, it’s
important to recognize and appreciate these differences
throughout the team. If you’re in a management role,
you should be aware of your own leadership style and
how you interact with your team. It may be necessary
to make adjustments to your leadership style to
accommodate the different needs and personalities of
your team members.
Types of Conflicts
Work style conflicts
Work style conflicts occur because team members have
different preferences on how to accomplish tasks. Some
work quickly and move onto the next task as soon as
possible, while others prefer to complete tasks slowly and
mindfully. Some people are self-starters who require little
to no direction to finish a task, and others need guidance
every step of the way. The best way to avoid these types
of conflicts is to recognize that everyone’s work style is
different and find ways to collaborate to achieve the same
goal despite those differences.
 Types of Conflicts

Personality clashes
Personality clashes are some of the most common
types of team conflicts. These types of conflicts
are caused by differences in personality among
team members. You’re not always going to get
along with or like every person you meet, whether
they’re your coworker, supervisor or peer. It can
be challenging to work with someone whose
personality disagrees with your own. However,
it’s important to try to understand their differences
and learn how to work together peacefully and
productively.
 How to resolve team
conflicts
Stay calm
Take several deep breaths and
clear your mind before
attempting to address the
conflict. Come up with a plan
to resolve the conflict before
tension grows and things
worsen.
Communicate (and listen)
Acknowledge the conflict and
Find a place where you can
find a resolution
discuss the conflict in private.
It’s important that all parties
Try to see the conflict from the
involved have the opportunity
viewpoint of your other team
to share their side and listen to
members and focus on the
what others have to say. Be
things you can agree on. This
attentive and empathetic, and
will help you better understand
try to understand how the other
what they feel and how they
person feels while still saying
think and allow you to come to
everything you need to say.
a resolution together.
 Positive
Mood
“Coming together is a beginning.
Keeping together is progress.
Working together is success.”

Henry Ford

A team with a positive mood has is built on foundations of

encouragement, a sense of humor, and an expectation of
success. Positive mood is a major factor in a team’s
flexibility and resilience, and it’s the heart of a “can-do”
attitude. It influences how energized the team’s attitude is.
Working Styles
 Supportive
Sometimes known as
integrators or lovers,
these individuals
typically build
relationships and
Detail- bring teams together
to work in harmony.
Logical oriented
Individuals with this
work style are often
guardians or learners,
those with this
Idea-
known as drivers or
doers because they
can analyze a problem
working style are
sequential, strategic, oriented
organized and
and tackle it head-on. Often thought of as pioneers,
extremely detail-
Those that have this leaders or big-picture thinkers,
oriented.
work style are typically individuals with this working style
data-oriented and love are skilled at creating a vision and
a good challenge inspiring others to believe in it.
HOW TO STRENGTHEN CORE
GROUP?
 ACTIVITY
On a cartolina, make a
poster slogan on how will
you recognize the school
librarian's dedication?
 HOW TO STRENGTHEN CORE
GROUP?

RELAX! TAKE A BREAK

YOU DESERVE IT!