Basic Leadership 3

Basic Leadership

Module 3

Building and

Leading
Teams

Forming Strong Teams
Leading Diverse Teams
Managing Team
Performance
Managing Change

Section 3.1

Forming

Strong Teams

Stages of Development

Fostering Trust and

Teamwork

Assigning Roles and

Responsibilities

3

Five Stages of
Team
Development

Forming: The team meets and starts to work
together for the first time.

Storming: Team members start to express their
opinions and might disagree with each other.

Norming: The team starts to settle into a
groove and work together more smoothly.

Performing: The team is working well together
and getting things done efficiently.

Adjourning: The team finishes their work and
might move on to new projects or teams.

4

Multiple Choice

How many steps are there in team development?

• 6

• 5

• 4

• 3

Why Assign
Roles and
Responsibilities?

Definition: Giving each team
member specific tasks and roles
to play in the team.

Importance: Helps make sure all
the work gets done and
everyone knows what they
should be doing.

Gains: Prevents disorganization
and inefficiency.

5

How to Assign Roles

Identify the tasks:
Figure out what
needs to be done.

1

Match skills to tasks:
Give tasks to team
members who have
the right skills for
them.

2

Clarify expectations:
Make sure everyone
understands their
roles and what is
expected of them.

3

6

Poll

What is your level of engagement with teamwork activities?

• rather not engage

• depends on the day

• depends on the team assigned

• collaborates well with other

What is Trust and Teamwork?

Definition: Trust is when
team members believe in
each other’s reliability and
abilities. Teamwork is when
everyone works together to

achieve a common goal.

Importance: Trust and

teamwork make the team
stronger and help them

work together more

effectively.

7

Building
Trust in
Teams

Be reliable: Do what you say
you will do.

Communicate openly: Share
thoughts and feelings honestly.

Support each other: Help
teammates when they need it.

8

Section 3.2

Leading

Diverse Teams

Valuing Different Cultures

Leading in an Inclusive Way

Motivating Team Members

9

Open Ended

Build a winning team! Choose two classmates to be on your winning team.

Create a club that will promote a career success standard or employability skills
Flyer must include information/ tentative date for meeting

Flyer must also have information about Job Corps Program

Include a sponsor for your club - a sponsor is a staff person who supports a club.

​Create a Club Flyer

Team Activity 30 minutes

What is your definition

of culture?

10

Open Ended

What is your definition of culture?

What Does it Mean to
Value Different Cultures?

•Definition: Recognizing and respecting the
differences and similarities between
cultures.

•Importance: Helps create a welcoming
environment where everyone feels included
and respected.

•Example: Learning about and celebrating
cultural holidays on your center.

11

How to Show

You Value
Different
Cultures

Ask questions and listen to learn
about other cultures.

Include cultural traditions in team
activities.

Be open-minded and avoid making
assumptions about people based on
their culture.

12

What Does Inclusive Leadership Mean?

DEFINITION: Leading in

a way that ensures

everyone feels valued,
respected, and able to
contribute their best.

IMPORTANCE: Creates

a positive and

productive team

environment where
everyone can thrive.

EXAMPLE: Making sure
all team members have
a chance to speak and

share their ideas in

class.

13

Characteristics of Inclusive Leaders

Empathy
Understanding and
caring about team
members' feelings
and perspectives.

1

Fairness
Treating all team
members equally and
with respect.

2

Courage
Standing up for what
is right and addressing
any form of exclusion
or discrimination.

3

14

Tips for Being an Inclusive Leader

ENCOURAGE PARTICIPATION
FROM ALL TEAM MEMBERS

PROVIDE EQUAL OPPORTUNITIES

FOR LEARNING AND GROWTH

CELEBRATE THE DIVERSITY

WITHIN YOUR TEAM

15

What is Motivation?

•Definition: The drive or enthusiasm that
encourages people to achieve their goals.

•Importance: Motivated team members are
more engaged, productive, and committed to
the team's success.

•Example: A team member working extra hard
to prepare for a presentation because they
care about the team's success.

16

Open Ended

What is your current motivation?

Motivating
Team
Members

Ways to Motivate

• Set clear and

achievable goals.

• Recognize and

celebrate
achievements.

• Provide support and

resources to help
team members
succeed.

Motivation can Differ

• Different people are

motivated by different
things (e.g., praise,
rewards, challenges).

• Ask team members

what motivates them
and try to provide it.

• Be flexible and adapt

your approach to fit
the needs of each
team member.

17

Multiple Select

Do you have someone in your group or on center that you have tried to motivate?

• yes

• no

Section 3.3:

Managing

Team

Performance

Setting Clear Expectations

Keeping Track of Progress

Offering Helpful Feedback

18

What Are Clear
Expectations?

•Definition: Clear expectations are
specific, understandable, and
achievable goals or standards you set
for your team.

•Importance: They help everyone
understand what is expected of them,
which leads to better performance and
teamwork.

19

How to Set Clear Expectations

Be Specific
Clearly define tasks
and responsibilities.

1

Be Realistic
Set goals that are
challenging but
achievable.

2

Communicate
Make sure everyone
understands what is
expected of them.

3

20

Multiple Choice

How many student behavior expectations are listed in your student handbook?

• 23

• 33

• 31

• 21

Keeping
Track of
Progress

Definition: Monitoring the
progress of your team's work
towards achieving their goals.

Importance: It helps identify
any issues early on and
ensures that the team stays
on track.

21

How to Keep Track of Progress

Regular Check-ins: Schedule meetings to discuss progress and any
challenges.

Use Tools: Utilize project management software or charts to
visualize progress.

Set Milestones: Break down the project into smaller parts with
deadlines.

22

Multiple Select

What is an acceptable ESP score at BJC?

• 1.0

• 2.0

• 3.0

• 4.0

What is Helpful Feedback?

•Definition: Constructive comments or suggestions that aim
to improve performance or behavior.

•Importance: It helps team members learn, grow, and
perform better.

23

How to Offer Helpful Feedback

1

Be Specific

Focus on specific actions or
behaviors.

2

Be Positive

Start with positive feedback
before suggesting
improvements.

3

Be Timely

Give feedback soon after the
event or behavior.

24

Open Ended

Have you received any feedback over your performance/behavior since you have been on center?

Section 3.4:

Managing

Change

Understanding Change

Strategies for Change
Management

Learning from Change

25

Definition
of Change

Definition: Change is when
something becomes different or is
altered in some way.

Importance: Understanding change
helps us adapt to new situations and
grow.

Awareness: Change can be planned
(intentionally made to improve a
situation) or unplanned (adjustment
being required without warning).

26

Different
Reactions to
Change

Definition: People can react to
change in various ways, such as
feeling excited, scared, or unsure.

Embracing Change: Accepting
change positively and seeing it as
an opportunity

Resisting Change: Being hesitant
or unwilling to accept new
situations.

27

Open Ended

Job Corps is a unique environment. How have you changed or been made aware of your self since being on center?

How to Communicate Change Effectively

Be Clear: Explain the
change in simple
terms.

1

Be Honest: Share
the reasons for the
change and how it
will affect everyone.

2

Be Open: Allow
people to ask
questions and
express their
feelings.

3

28

What is
Resistance to
Change?

•Definition: When people are
hesitant or opposed to
changes.

•Importance: Understanding
resistance helps address
concerns and makes the
transition smoother.

•Example: Some students
might be upset about a new
center policy.

29

Reason for
Resistance

•Fear of the Unknown: People are unsure
about what the change will bring.

•Comfort with Current Ways: People are
used to how things are and don't want to
change.

•Lack of Trust: People might not believe
that the change is for the better.

30

Poll

Have you been resistant to change during your CPP process?

• yes

• no

• maybe

Overcoming Resistance

•Involve Everyone:
Let people have a say in the change
process.

•Provide Support:
Offer help and resources to adjust
to the change.

•Show Benefits:
Highlight how the change will
positively impact everyone.

31

What Does It Mean to Keep Change Going?

Permanent

Ensuring that the change
becomes a permanent part

of how things are done.

New Habits

Prevents people from

slipping back into old habits.

Development

Allows your team to

strengthen their abilities by
pushing them out of their

comfort zone.

32

Sustaining Change

Reinforce the Change: Keep

communicating the importance and

benefits of the change.

Monitor Progress: Check how well
the change is being adopted and

make adjustments if needed.

Celebrate Success: Acknowledge and
reward positive outcomes from the

change.

33

Open Ended

What is the one thing your most proud of?

Making Change Last

Integrate into Culture: Make the change a part of everyday routines
and practices.

Provide Ongoing Training: Offer continuous learning opportunities
related to the change.

Encourage Feedback: Listen to feedback and use it to improve and
sustain the change.

34

Team Activity

Group will be split into two groups.
In the groups you will assign roles to each participant.
You will prepare a public service announcement using an employability skill or career success standard and tie it into your professional journey at Job Corps.

Video must be 20 seconds long and everyone must participate in some way.
Video is to be uploaded to google classroom when completed.

Hour Activity

Brunswick Job Corps