1. Resources and Commitment
2. Ownership and Heart
3. Learning

These three conditions are the heart and soul of team development and yet these conditions are not blueprints. Each developing team is unique, and its needs and details of teamwork have to be worked out separately. Let’s look closer at condition number three - Learning. CONDITION NO. 3 – LEARNING

In order to harvest the enormous power of teamwork, one’s knowledge, skills and abilities have to be sharpened. This is required to support the values describe in “Condition No. 2 – Ownership.” (This is because values with skills will result in good intentions. But without the skills and behavior the values alone can not produce results. Likewise, nifty skills and techniques without the heart and soul of values will likely be perceived as manipulative and just another management ploy to trick people into giving more to the organization at the expense of its members.

How does a team learn best about teamwork? How to take back responsibility? What exactly is there to learn from experiences in teamwork? We have found that the principles of teamwork can best be explored by adult learning modules where people try out their team development skills on actual tasks and activities. We usually select tasks that are uncommon so that participants have a level experience field. Once a task is completed, we carefully lead the learners back through their experience and encourage them to discuss the positives and negatives of the team’s effort. We look for common threads of thought and weave together, with their experiences, the key concepts of principles of sound team development. Learners are then asked to plan and transfer their experiences back to the work place and develop plans to turn their learning into productive ideas or strategies. This approach to learning is fun and exciting. It usually leaves a lasting impact and memorable reference points for the future. Groups really acquire the language and the concepts of teamwork.

The insights about teamwork are broad and deep. The following is basically an unaltered flip chart session of lessons and insights from a team located in the Midwest that produces heavy equipment. IN OUR TEAM DEVELOPMENT WE LEARNED THAT…

1. We typically underestimate the importance of the role of the leader.
2. Cross training really enhances the strength of the team.
3. Careful management and control of the team’s resources is crucial.
4. You can’t wait for perfect conditions before you start a task.
5. You really haven’t failed until the team stops trying.
6. We have to view mistakes as opportunities to learn and g
   Don't Waste My Time!
   Many participants in my programs ask how to deal with people who appear to be seeking information and nothing more. In many environments these individual’s are called time wasters. Time wasters come in every shape and form but they usually possess a few consistent characteristics – they ask a continuing stream of questions, take up loads of our time, and seldom end up buying anything.What is particularly interesting about these situations is that many time wasters don’t set out to be that way. It is usually our fault that this happens because we don’t control the sales process. And in many cases, we become the time waster.Most sales professionals know they are supposed to ask questions to learn about
   loping team is unique, and its needs and details of teamwork have to be worked out separately. Let’s look closer at condition number three - Learning. CONDITION NO. 3 – LEARNING

   In order to harvest the enormous power of teamwork, one’s knowledge, skills and abilities have to be sharpened. This is required to support the values describe in “Condition No. 2 – Ownership.” (This is because values with skills will result in good intentions. But without the skills and behavior the values alone can not produce results. Likewise, nifty skills and techniques without the heart and soul of values will likely be perceived as manipulative and just another management ploy to trick people into giving more to the organization at the expense of its members.

   How does a team learn best about teamwork? How to take back responsibility? What exactly is there to learn from experiences in teamwork? We have found that the principles of teamwork can best be explored by adult learning modules where people try out their team development skills on actual tasks and activities. We usually select tasks that are uncommon so that participants have a level experience field. Once a task is completed, we carefully lead the learners back through their experience and encourage them to discuss the positives and negatives of the team’s effort. We look for common threads of thought and weave together, with their experiences, the key concepts of principles of sound team development. Learners are then asked to plan and transfer their experiences back to the work place and develop plans to turn their learning into productive ideas or strategies. This approach to learning is fun and exciting. It usually leaves a lasting impact and memorable reference points for the future. Groups really acquire the language and the concepts of teamwork.

   The insights about teamwork are broad and deep. The following is basically an unaltered flip chart session of lessons and insights from a team located in the Midwest that produces heavy equipment. IN OUR TEAM DEVELOPMENT WE LEARNED THAT…

   1. We typically underestimate the importance of the role of the leader.
   2. Cross training really enhances the strength of the team.
   3. Careful management and control of the team’s resources is crucial.
   4. You can’t wait for perfect conditions before you start a task.
   5. You really haven’t failed until the team stops trying.
   6. We have to view mistakes as opportunities to learn and
      Let Your Personality Get You Noticed
      Just as learning our ABC’s was essential to our learning to read and write, the importance of building a strong home-based business is essential to the growth of our business. Let’s continue to use our ABC’s and apply them to our business.There are 3 simple questions you must ask yourself, in order to access yourself and your business. The answer to these questions will help you realize what areas of your business you will need to develop further.1. Do I have the Ability to make this business succeed? Do you know HOW to do it?2. Do I have the Belief in myself to make this business succeed? Do you believe you CAN and WILL do it?3. Do I have the Commitment to myself and my business to
      be perceived as manipulative and just another management ploy to trick people into giving more to the organization at the expense of its members.

      How does a team learn best about teamwork? How to take back responsibility? What exactly is there to learn from experiences in teamwork? We have found that the principles of teamwork can best be explored by adult learning modules where people try out their team development skills on actual tasks and activities. We usually select tasks that are uncommon so that participants have a level experience field. Once a task is completed, we carefully lead the learners back through their experience and encourage them to discuss the positives and negatives of the team’s effort. We look for common threads of thought and weave together, with their experiences, the key concepts of principles of sound team development. Learners are then asked to plan and transfer their experiences back to the work place and develop plans to turn their learning into productive ideas or strategies. This approach to learning is fun and exciting. It usually leaves a lasting impact and memorable reference points for the future. Groups really acquire the language and the concepts of teamwork.

      The insights about teamwork are broad and deep. The following is basically an unaltered flip chart session of lessons and insights from a team located in the Midwest that produces heavy equipment. IN OUR TEAM DEVELOPMENT WE LEARNED THAT…

      1. We typically underestimate the importance of the role of the leader.
      2. Cross training really enhances the strength of the team.
      3. Careful management and control of the team’s resources is crucial.
      4. You can’t wait for perfect conditions before you start a task.
      5. You really haven’t failed until the team stops trying.
      6. We have to view mistakes as opportunities to learn and
         Just Say No – Loudly & Clearly – To Unethical Clients!
         Have you ever been asked to do something unethical by one of your prospects or clients? Have you ever been pressured by a supervisor, manager or owner at your business to do something unethical? Have you ever observed unethical behavior by a prospect or client?In today’s business world, there are daily instances of unethical behavior occurring all around us. What a sad commentary on business and society today. Over the more than 35 years in my own professional career, there have been instances where I have been approached by unethical prospects and clients and was fortunate to have had strong ethical mentors and supervisors, managers & owners that supported my actions to turn away from the unethical req
         gh their experience and encourage them to discuss the positives and negatives of the team’s effort. We look for common threads of thought and weave together, with their experiences, the key concepts of principles of sound team development. Learners are then asked to plan and transfer their experiences back to the work place and develop plans to turn their learning into productive ideas or strategies. This approach to learning is fun and exciting. It usually leaves a lasting impact and memorable reference points for the future. Groups really acquire the language and the concepts of teamwork.

         The insights about teamwork are broad and deep. The following is basically an unaltered flip chart session of lessons and insights from a team located in the Midwest that produces heavy equipment. IN OUR TEAM DEVELOPMENT WE LEARNED THAT…

         1. We typically underestimate the importance of the role of the leader.
         2. Cross training really enhances the strength of the team.
         3. Careful management and control of the team’s resources is crucial.
         4. You can’t wait for perfect conditions before you start a task.
         5. You really haven’t failed until the team stops trying.
         6. We have to view mistakes as opportunities to learn and
            Pregnant Career Girl
            The Challenge: Pregnant Girls Memory ProblemsHave you heard the stories of pregnant women who have walked into shops but then forgot what they came to purchase? Then there is the folklore story about the pregnant woman who actually forgot how to drive whilst she was midway through a journey. Terrified she stopped right in the middle of an intersection. Whist pregnancy memory loss only happens for a couple of seconds or minutes at the most it can cause havoc especially at work.Tip to minimise memory problems• Plan your day At the beginning of each day make a list of everything that you must complete. As you complete each task tick it off your list. By being organized, you minimise the chan
            rk are broad and deep. The following is basically an unaltered flip chart session of lessons and insights from a team located in the Midwest that produces heavy equipment. IN OUR TEAM DEVELOPMENT WE LEARNED THAT…
            1. We typically underestimate the importance of the role of the leader.
            2. Cross training really enhances the strength of the team.
            3. Careful management and control of the team’s resources is crucial.
            4. You can’t wait for perfect conditions before you start a task.
            5. You really haven’t failed until the team stops trying.
            6. We have to view mistakes as opportunities to learn and grow for the long run.
            7. The team has to ensure that all of its members are informed and enrolled.
            8. Your ideas won’t be heard unless you speak up
            9. Feedback is essential for process improvement.
            10. Open minds are essential for synergy to occur.
            11. Our biggest barriers and fears are all perceptions that can be overcome.
            12. Leaders have to lead and guide the processes; they can’t be expected to produce the technical breakthroughs.
            13. High performance teams must develop even their weakest or newest members.
            14. We should not limit others by presupposing their limitations.
            15. It is important to celebrate the success along the journey to the ultimate result.
            16. Patience fosters empowerment.
            17. You can’t “push” a rope and you can’t “push” people in the direction you want.
            18. We need to share knowledge and develop people through effective coaching.
            19. When you find yourself in a hole, quit digging!
            20. With a little trust you can move remarkably fast through a situation.
            21. Stretch goals yield stretch results.
            22. It is OK for adults to request and accept help.
            23. Mature adults are willing to admit that they have fears.
            24. The pitfall of holding back on a good idea is bigger than the pitfall of spending some time to hear the ideas.
            25. If you can visualize the process and the goal, we are in a better position to achieve it.
            26. No one of us is as smart as all of us.
            27. Our limitations are driven primarily by our fears.
            28. We can’t afford the cost of uncaring criticism.
            29. True leaders will encourage input from everyone.
            30. Showing emotion is OK.
            31. Teamwork “ain’t” easy, and it “isn’t” automatic. You have to work at it.
            32. Teamwork means that you have to understand the paradoxes and manage them well.
            33. You have to bring people together if you are to build enthusiasm and spirit.
            34. Collaboration means a lot more than agreeing to stay out of each other’s way.

            The actual list was longer and took nearly two hours to share and report. Frankly, we have not seen any other type of team development process where so many insights occur in a relatively brief period of time. Since we have had the opportunity to work with this group over an extended period of time, we can report that this team was noticeably closer according to reports from other members of the organization as well. After all, what is good for the goose is good for the gander. And if we see the members of the organization as the goose who lays the golden eggs then we