Step 4: Let's find our values as a?team

Hello!!!

Thanks for continuing to accompany me to review this path that takes hard work but a very good reward, we are working to accompany a team with an acceptable advance in product development, but it still had many shortcomings if we saw it for team building.

In the previous step, we began to see what are the factors that motivate each of the team members, as well as what are the factors that, as a team, generate the motivation to go forward (to see the full article click HERE) and, if you want to see the complete guide of steps press HERE.

Now that we have seen the context of the team a bit, let’s see the points we are working on, after the steps mentioned above we needed to finish defining the values to be able to give identity to the team.

For this, we use the dynamic called VALUE STORIES of Management 3.0 (This dynamic consists in that, each of the participants has a list of more than 200 values provided by Management 3.0, each of the members chooses a value that they want to represent and writes a short story where it describes the chosen value and shares it)

Example of Big Value List (Spanish Version)

In this case, due to the global context by Covid19, it was not able to perform the activity in person and we had to move to a virtual, collaborative, and dynamic environment, so we used the “Miro” tool, at the beginning each of them selected and privately put what his values were that represented him. Once this was done we had a short time for them to write a short story where a value was represented and in sub-teams (done through private zoom rooms) separated by Each team was reading their story and the rest had to guess the value.

Once the values of each of them were guessed, between all of us we started the funniest part, among them they began to define what are the values that they represent as a team and, not only that, but they came and put together a logo that represents the values that they represent.

Activity Example

In this case, when implementing and sharing these dynamics with the team, they left happy, motivated, hopeful for the new challenges we can take, and much more importantly facing the best is to work on the best increase in value. Knowing them, it is easier for them to regulate the behaviors between them and not be left with ideas and discomforts for not having them defined and each one has a different idea of the behaviors and, as a primary action, we take that, in each retrospective, we review these values and see that What we are doing does not go against the values of the team (in case something goes against, we work together and take it as an actionable).

As a facilitator, I focused on emphasizing that, it is very important to create a safe environment, where everyone feels confident enough to open up and be able to deal with deeper or personal things. And, above all, it is very important to clarify, at the moment From the explanation that each one has their vision, their observer and what they understand or interpret is what should happen that there are no answers, neither correct nor incorrect. When I perform this dynamic again, I would combine it in the same meeting as the personal maps and moving motivator to achieve an assembly between the three dynamics without breaking the climate (in this case I did it in different instances)

I think it is super important to take a few minutes to tell you about the great learnings that arose… .. On the one hand, on a personal level, I not only learned what each person's values are… what each one promotes and defends, where we can generate great Empathy and we can (or cannot) agree on the values that each one chooses and, at the team level as with each other, it is very interesting to see how each time a new member enters the team they are in charge of teaching and transmitting the values of the team.

On the other hand, and at a more general level of dynamics, he has great learning to offer us. The main thing that I take with me is, how powerful it is, one sometimes believes that values are words pasted on post-its forgotten on the wall of an office and, really, if we take the values of this activity and add them to the moving motivators and to the personal maps we have the necessary data to be able to act effectively and make a difference, a system working with its motivated, inspired, committed people who unite as a team.

For all those who are thinking about doing the dynamic, I would recommend generating the safe environment, promoting openness, trust and being able to make myself vulnerable to the other (otherwise the result would not be expected), and once this is done, let yourself be carried away by the dynamic and share it. Finally, as I mentioned above, it is highly recommended to also join the results of this dynamic with the results of the Moving Motivators and Personal Maps.

In conclusion, not only does the team know what the independent values of each of them are, but they also generated an agreement with the team, the values that take them to a better horizon by developing and helping us to face the next step where the team helps grow yourself and help the team to be multidisciplinary but that is another article

Thank you!