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Synergy Described

Synergy Described. Synergy is achieved when two or more people work together to create a better solution than they could have created alone. Synergy Defined.

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Synergy Described

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  1. Synergy Described Synergy is achieved when two or more people work together to create a better solution than they could have created alone.

  2. Synergy Defined Synergy is using the different abilities, personalities, gifts and talents of a group of people to get something done they could not do alone.

  3. SynergyIllustrated

  4. Synergy Contrasted What it is - Celebrating differences - Working as a team – Collaborating - Listening to others - Finding better ways - What it is not Tolerating differences Working independently Compromising Promoting your agenda Doing things the same

  5. Roadblocks to Synergy • Not trusting and using the unique abilities of those in your team • Not being able to see the value of each person in your team • Mindlessly following one person and not working as a thinking team

  6. Bill Bennot’s Definition of Team A team is a small group of people with complimentary skills committed to a common purpose, performance goals and approach for which they hold themselves mutually accountable.

  7. Four Secrets of Great Team Based Leadership

  8. #1 The Secret About The Cause The five of us who lead Community Christian Church are willing to die for the cause of "helping people find their way back to God" We are committed to the cause first and each other second.

  9. #2 The Secret About Community What contributes to the chemistry of a great lead team? - Complimentary gifts help create the chemistry - A common strategy that all buy into creates chemistry - Team members who can't imagine doing anything else create chemistry We don't know when we are working and when we are playing.

  10. #3 The Secret About Chaos • Here are some of the paradoxes you would see in our lead team: • Highly Collaborative AND Very Competitive • Very Compassionate AND Comfortable with Conflict • Loves Spontaneity AND Wants Accountability We may look crazy or chaotic to you, but there is a method to our madness.

  11. #4 The Secret About Creating Culture • Why do people make such tremendous sacrifices over and over again? • We just might be the church that actually does change the world! • We are up to something big and something special! • We will make sure that God gets the glory! We REALLY are going to change the world.

  12. A Great Leadership Team is: • clear about the cause & willing to die for it • comfortable with work and play • collaborative and competitive • confident they will change the world!

  13. Signs of a Team in Decline: • Lack of honest sharing. • Leaders make statements more than ask questions. • People do not commit to decisions make. • Individuals take credit for success and argue to look good. • Leaders conduct autopsies to place blame rather than look for wisdom. • The team does not deliver results.

  14. Inattention to Results Avoidance of Accounability

  15. Absence of Trust Team members doubt their peer’s intentions are good and they are protective and careful about group interactions. Dysfunction 1

  16. Creating Trust • Talk about weaknesses • Talk about skill deficiencies • Talk about interpersonal lacks • Talk about mistakes and needs Overcoming Dysfunction 1

  17. Trust Exercise Share a weakness or a skill deficiency with your team that you have never shared before.

  18. Creating Trust Pick a question to work on: 4 quickly/genuinely apologise 6 openly admit weaknesses 12 know each other’s personal lives Overcoming Dysfunction 1

  19. When team members do not trust each other they avoid saying anything that could be interpreted as destructive or critical.

  20. Fear of Conflict Team members don’t engage in passionate debate and instead resort to veiled discussion and make guarded comments. Dysfunction 2

  21. Embracing Conflict • Believe conflict is not a sin • Accept conflict is beneficial • Seek first to understand • Look for a win-win solution Overcoming Dysfunction 2

  22. Conflict Exercise Pick a recent contentious issue, listen with an open mind and look for a win-win solution.

  23. Embracing Conflict Pick a question to work on: 1 unguarded when discussing issues 7 compelling team meetings 10 important issues are dealt with Overcoming Dysfunction 2

  24. When team members avoid productive conflict they don’t commit to decisions because they don’t have consensus.

  25. Fear of Commitment Team members lack clarity or fear being wrong and this prevents the team from making timely and definitive decisions. Dysfunction 3

  26. This is a story about four people named Everybody, Somebody, Anybody and Nobody. There was an important job to be done and Everybody was sure that Somebody would do it. Anybody could have done it, but Nobody did it. Somebody got angry about that, because it was Everybody's job. Everybody thought Anybody could do it, but Nobody realised that Everybody wouldn't do it. It ended up that Everybody blamed Somebody when Nobody did what Anybody could have.

  27. Building Commitment • Review meeting decisions • Identify who does what by when • Commit to finish work on time Overcoming Dysfunction 3

  28. Commitment Exercise Think back to your last meeting and for an undefined issue decide who will do what by when.

  29. Building Commitment Pick a question to work on: 3 know what peers are working on 8 know peers committed to decisions 13 end discussion with an action plan Overcoming Dysfunction 3

  30. When team members do not have a clear sense of what is expected of each other they can’t hold anyone accountable.

  31. Avoiding Accountability Team members are not held accountabile for their behavior and no one points to poor performance or behaviour that may harm the team. Dysfunction 4

  32. Creating Accountability • Clarify responsibilities • Be clear about expectations • Review progress regularly Overcoming Dysfunction 4

  33. Accountability Exercise Have each person identify 2-3 areas that they are responsible for in the ministry.

  34. Creating Accountability Pick a question to work on: 2 call out unproductive behaviour 11 concerned about letting peers down 14 challenge one another about plans Overcoming Dysfunction 4

  35. When team members do not hold each other accountable the team will not achieve the results they have agreed upon.

  36. Inattention to Results Team members are so worried about individual credit or success that they do not focus on collective success. Dysfunction 5

  37. Recognising Results • Make results known • Rewards the team Overcoming Dysfunction 5

  38. Results Exercise List some results of your ministry in the past month and agree on a way to celebrate their achievement.

  39. Recognising Results Pick a question to work on: 5 make sacrifices for good of team 9 morales affected if goals unreached 15 point out success of others. Overcoming Dysfunction 5

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