MC Tools—2

Talking Tears

.

We are sharing some tools to support personal growth, relationship health, organizational development, and overall effectiveness for mission/aid workers. Hopefully you will find them to be creative, useful, and at times even fun. They are some of our favourites.

.

These items build upon the 12 tools for “Running Well and Resting Well” that we included as a chapter in Doing Member Care Well (2002). More tools and guidelines specifically for team building .are included in our “Tools for Team Viability” article, in the member care book we edited in 1992.

 *****

Think of the last time you cried.

Or think about something that you could cry about….

. 
·         If my tears could talk, what would they say…
·         If I responded to my tears, I would say…
·         If my tears could write, what would they write …
·         If my tears could draw, what would they draw…
.

Going further….

·         An image that comes to mind for me…
·        A film clip that comes to mind for me…
·        A song that comes to mind for me…
·        A piece of writing that comes to mind for me…
.

 And…

I would like to share something about the above items with…
.

Notes

The image at the beginning is a detail from Antonello da Messina’s painting (circa 1476) of  a grieving angel holding up the body of Christ. This painting and the detail are included in chpter 12 of Global Member Care: The Pearls and Perils of Good Practice (2011).

.

One music video that comes to mind for me is by Bryan Adams and used in the 1991 movie Robin Hood, Prince of Theives. With over 67 million views, it seems that lots of folks like this music video too. It is a bit stylised of course. I prefer the song without the “I’d lie for you” lyric. Although as I recall in the movie, the “lying” was a moral necessity in order to save the lives of innocent people.

.

“e will wipe He will wipe every tear from their eyes. There will be no more death or mourning or crying or pain, for the old order of things has passed away." (Revelation 21:4)

 

MC Tools –1

Climbing Cliffs

 In these next entries we share some tools to support personal growth, relationship health, organizational development, and overall effectiveness for mission/aid workers. Hopefully you will find them to be creative and even fun. And useful of course too!

.

 These items build upon the 12 tools for “Running Well and Resting Well” that we included as a chapter in Doing Member Care Well (2002). More tools and guidelines specifically for team building are included in our “Tools for Team Viability” article, in the member care book we edited in 1992. Note that there are links above to both of these articles. These latest listings of tools on this site are some of our favourites. Enjoy!
.

 --------------------------------------- 

.

Mutual Support (Heb. 3:13, Gal. 6: 2 etc.)

Kelly and Michele O’Donnell

(note: unsure of the source of this drawing)

.

If this drawing represents you, climbing a cliff....

.

1. Draw a picture (or write the name) of the human person that is holding the rope for you at the top.
2. Who do you wish were holding the rope for you, but is not?
3. Who would you definitely not want to hold the rope for you?
4. What would you want the people holding the rope to say to you?  And vice versa.
5. Shift places and who are you holding a rope for?
6. Is there someone you wish you could hold the rope for but are not?
7. What might the cliff represent for you personally?
8. Are there concrete examples of how this picture reflects reality in your setting?
9. What was this exercise like for you,,,what did you learn about yourself and others…is there anything more you would like to know about others….any action points for you as a person or team based on this exercise…
10. Other ways to use this picture/exercise…

Team Resiliency--Team Building Guidelines

The only teeth that we really need to floss, are the ones we want to keep. And likewise, the only teams with which we really need to do team building...are the ones we want to keep.

Guidelines for Doing Team Building
Excerpts from ch 14 of M. Care book (1992)

· To begin, team development is something to regularly plan into your schedules. It is an ongoing process, involving much more than the initial orientation period or annual performance appraisals. A team development event every one to three months should be standard for most teams.

· Team development helps prevent major problems erupting within the team by dealing with issues that may otherwise not be discussed. They are a necessary complement to regular times of prayer together, fellowship, annual retreats, and conferences. Some teams benefit from special team sessions that are extended over two to three days, even when there is not some kind of crisis.

· Team exercises work best when the team ethos encourages openness and speaking into each other's lives. Team members, especially leaders, must be willing to take some risks with each other and be willing to show weaknesses.

· Choose one or more "growth facilitators" on the team who can coordinate team exercises. These should be individuals who are sensitive to the needs of others and to group process. Facilitators usually serve as moderators for these times, drawing people out and keeping things on track. They need not be the team leader nor a pastoral counsellor to be effective.

· Be aware of the team's current focal point--that is, the area which is the immediate concern of the group at any given time. This is the point of interest that a team would usually move towards if there were minimal resistance or reluctance to do so. It also represents the next step towards growth as a team seeks to become more viable. Sometimes the real focal point only becomes apparent during the middle of a team session or series of sessions.

· The focus of the sessions will change as the needs of the team change. Make sure that you are really dealing with felt needs of the team members, not just someone's good ideas. Frequently an issue or particular theme needs to be addressed over a period of time.

· One important goal in almost any session is to help people speak and listen to one another in new ways. Another goal is to encourage people to make contact with each other at fairly deep levels. People usually want to put aside their work roles and be themselves. Effective team exercises allow the real person to emerge from the role.

· Keep team development and team building times as practical and enjoyable as possible. Experiential approaches can produce more insights and change than simply sitting around and talking about "things." Use some novelty to keep people motivated and engaged. Make sure everyone on the team is included and contributes without feeling forced.

· Find ways to elicit group competencies and call on the collective wisdom of the team. No one should dominate. Important resources lie within the group, not just in some outside specialist.

· Encourage people to try new behaviours. Respect any hesitations to do an exercise. Sometimes people may need to be gently challenged; other times it is better to modify or change the exercise.

· Children are members of teams too. Do not overlook their need for growth and involvement in team exercises. They can also contribute a lot to the overall group.

· When giving feedback, be an encourager. People need to know their contribution. Avoid using generalities, so be specific and direct. Avoid making statements about intentions. Try using statements prefaced by "I think" or "I feel" rather than "You are."

· Always debrief at the end of the session. Discuss what it was like, what was helpful, not helpful. Let people express their thoughts and feelings and put closure on any unfinished matters.

· Consider using a coach/consultant at times, someone with an ongoing relationship to the team. Helps to: clarify issues, look at hard questions, mediate, bring fresh perspectives, encourage, equip.

Reflection and Discussion
What types of team building do you do in your team(s)?
How can your team further develop its team building skills?

Thoughts on Team Resiliency

I was recently in South Asia, teaching and consulting on team resiliency, personal and systemic dysfunction, and core (inner) issues for mission/health care workers. There seems to be such a strong desire to further develop skills in theses areas (globally too), and to see healthy relationships permeate teams and departments. I learned so much about perseverance in relationships and inner joy from my South Asian colleagues. The food was terrific too, of course! :-) Here are the first five comments from my power point teaching on resilient teams.

Kelly

*****

1. Resilient teams have the inner strengths and external supports to:
*face difficulties
*grow through hardships
*and perform well.

.

2. Resilient teams are like the cactus plant… They have adapted to deserts and they have adapted to fertile soil… They can thrive in both afflictions and affluence, and everything in-between.

.

3. Proverbs 24: 3-4
•By wisdom a house is built
•By understanding it is established
•By knowledge its rooms are filled
with every good and precious thing.

.

This is a really important verse to understand and discuss. How are teams like houses? It takes intentional planning and ongoing maintenance. What are the good and precious things that fill our teams?

.

4. The only teeth we need to brush are the one's we want to keep. And the only teams that need to do team building, are the ones we want to keep.

.

5. Here is a paraphrase from Patrick Lencioni's Five Dysfunctions of a Team:
•Teamwork ultimately requires practicing a small set of principles over a long period of time. Success is not a matter of mastering sophisticated theory. Rather success is from high levels of discipline and persistence. Teams succeed because they are human and they acknowledge the imperfections of their humanity.

.

•They trust one another
•They engage in unfiltered conflict around ideas
•They commit to decisions and plans of action
•They hold one another accountable for these plans
•They focus on achievement of collective results.

.

For more information on Lencioni's approach to healthy teams, see his helpful web site:

http://www.tablegroup.com/