DfI Skills Academy - Day 10 - Building Strong Foundations

• Construction
• Higher Education (non-degree)

Building Strong Foundations

DfI Skill Academy

Day 10

Tutor: Michael Bradley

Agenda

1. Team Roles - An Intro to Belbin
2. Goal Setting for Teams and Individuals
3. How to Communication: Importance, Techniques and Adaptability
4. Developing Skills for Effective Team Communication
5. Understanding Diversity and Inclusion in Team Culture

Two Truths and a Lie

You have few minutes to think of your own three statements.

Be creative with unexpected truths.

Provide an example using your own statements to demonstrate how the game works.

"I have climbed a mountain in the Himalayas."

"I speak three different languages fluently."

"I once met a famous movie star."

Ask the group to guess which one is the lie.

Reveal the lie after they guess and explain briefly why it’s not true.

Debrief and Wrap-Up (2 minutes)

After everyone has shared, bring the group back together.

Discuss briefly: "What was the most surprising truth you heard today?" or "Did anyone guess all the lies correctly?"

Thank everyone for participating and highlight any commonalities or interesting facts that emerged.

Session 1:

Introduction to Belbin's Team Roles

Aims

• _{Understand the foundational concepts of Belbin's Team Roles framework.}
• _{Identify the nine distinct team roles as defined by Belbin}
• _{Reflect on their own team role preferences through the Belbin Team Roles Questionnaire.}

Have you heard of Belbin's Team Roles? If so, have you seen it used in a workplace?

What are Belbin's Team Roles?

Developed by Dr. Meredith Belbin.

- A framework that identifies nine different roles within a team.

- Each role contributes differently to team success.

"The types of behaviour in which people engage are infinite. But the range of useful behaviours, which make an effective contribution to team performance, is finite. These behaviours are grouped into a set number of related clusters, to which the term Team Role is applied."

Meredith Belbin | Team Roles at Work

Why are Team Roles Important?

• Understanding team roles can enhance collaboration and productivity.
• Helps in assembling balanced teams that leverage diverse strengths.

Role Types

Belbin categorises the 9 roles into 3 groups:

• Action-Oriented Roles
• People-Oriented Roles
• Thought-Oriented Roles

Action-Oriented Roles

Shaper

Challenges the team to improve

Implementer

Turns ideas into action

Completer Finisher

Ensures thorough, timely completion

People-Oriented Roles

Coordinator

Acts as a chairperson

Teamworker

Encourages cooperation

Resource Investigator

Explores opportunities

Thought-Oriented Roles

Plant

Presents new ideas and approaches

Monitor Evaluator

Provides logical analysis

Specialist

Offers in-depth knowledge

Shaper (SH)

Provides the necessary drive to ensure that the team keeps moving and does not lose focus or momentum.

 

Strengths: Challenging, dynamic, thrives on pressure. Has the drive and courage to overcome obstacles.

Allowable weaknesses: Can be prone to provocation, and may sometimes offend people's feelings.

Don't be surprised to find that: They could risk becoming aggressive and bad-humoured in their attempts to get things done.

Deep Dive into the Roles

Implementer (IMP)

Needed to plan a workable strategy and carry it out as efficiently as possible.

Strengths: Practical, reliable, efficient. Turns ideas into actions and organises work that needs to be done.

Allowable weaknesses: Can be a bit inflexible and slow to respond to new possibilities.

Don't be surprised to find that: They might be slow to relinquish their plans in favour of positive changes.

Completer Finisher (CF)

Most effectively used at the end of tasks to polish and scrutinise the work for errors, subjecting it to the highest standards of quality control.

Strengths: Painstaking, conscientious, anxious. Searches out errors. Polishes and perfects.

Allowable weaknesses: Can be inclined to worry unduly, and reluctant to delegate.

Don't be surprised to find that: They could be accused of taking their perfectionism to extremes.

Resource Investigator (RI)

Uses their inquisitive nature to find ideas to bring back to the team.

Strengths: Outgoing, enthusiastic. Explores opportunities and develops contacts.

Allowable weaknesses: Might be over-optimistic, and can lose interest once the initial enthusiasm has passed.

Don't be surprised to find that: They might forget to follow up on a lead.

Teamworker (TW)

Helps the team to gel, using their versatility to identify the work required and complete it on behalf of the team.

Strengths: Co-operative, perceptive and diplomatic. Listens and averts friction.

Allowable weaknesses: Can be indecisive in crunch situations and tends to avoid confrontation.

Don't be surprised to find that: They might be hesitant to make unpopular decisions.

Co-ordinator (CO)

Needed to focus on the team's objectives, draw out team members and delegate work appropriately.

Strengths: Mature, confident, identifies talent. Clarifies goals.

Allowable weaknesses: Can be seen as manipulative and might offload their own share of the work.

Don't be surprised to find that: They might over-delegate, leaving themselves little work to do.

Plant (PL)

Tends to be highly creative and good at solving problems in unconventional ways.

Strengths: Creative, imaginative, free-thinking, generates ideas and solves difficult problems.

Allowable weaknesses: Might ignore incidentals, and may be too preoccupied to communicate effectively.

Don't be surprised to find that: They could be absent-minded or forgetful.

Monitor Evaluator (ME)

Provides a logical eye, making impartial judgements where required and weighs up the team's options in a dispassionate way.

Strengths: Sober, strategic and discerning. Sees all options and judges accurately.

Allowable weaknesses: Sometimes lacks the drive and ability to inspire others and can be overly critical.

Don't be surprised to find that: They could be slow to come to decisions.

Specialist (SP)

Brings in-depth knowledge of a key area to the team.

Strengths: Single-minded, self-starting and dedicated. They provide specialist knowledge and skills.

Allowable weaknesses: Tends to contribute on a narrow front and can dwell on the technicalities.

Don't be surprised to find that: They overload you with information.

Complete the Belbin Team Roles Questionnaire

**Time Allowed**

15 minutes.

**Purpose**

Identify your preferred team roles.

**Remember**: 

There are no right or wrong answers.

docs.google.com

What are your primary and secondary preferred team roles?

Group Discussion & Reflection

How do these roles align with your experience in team settings?

Have you observed these roles in action during your time with DfI? 

How did these roles influence the team dynamics?

OCN Workbook

Please complete A.C 1.1 & 1.2

Feel free to ask questions while working through this.

Closing Thoughts

• Understanding your role in a team can enhance both personal satisfaction and team performance.
  

• Consider how you can apply this knowledge in your current or future teams.
  

Morning Break - 10 Minutes

Session 2:

Goal Setting for Teams and Individuals

The Importance of Goal Setting

Clear goals are the foundation for team success and personal growth, driving focus, alignment, and achievement.

Introduction to Goal Setting

Team Goals

• Goals that are shared among team members and align with the team’s overall mission.
• Ensures everyone is working toward the same objectives, fostering collaboration and accountability.

Individual Goal

• Personal objectives that contribute to individual growth and support the team’s success.
• Helps team members focus on their personal development while also aligning with team goals.

Why Clear Goals Are Crucial

For Team Success

• Alignment: Ensures all members are working toward the same outcomes.
• Motivation: Clear goals keep the team focused and driven to achieve milestones.
• Accountability: Makes it easier to track progress and hold each other accountable.

For Personal Development

• Growth: Helps individuals identify areas for improvement and track their development.
• Focus: Provides direction and a clear path to achieving personal and career objectives.
• Confidence: Achieving goals boosts self-esteem and prepares individuals for future challenges.

How often do you set specific goals for yourself?

Never

Sometimes

Often

Always

Understanding SMART Goals

Practical Application of SMART Goals

In groups (6 Groups Max), take a vague goal and transform it into a SMART goal

Write your SMART Goal here.

Understand DfI’s Mission and Objectives

The Department for Infrastructure (DfI) in Northern Ireland aims to develop and maintain a sustainable, safe, and resilient infrastructure that supports economic growth, environmental sustainability, and regional development. 

Their goals focus on improving transportation, water management, and public services, while promoting innovation and addressing climate change challenges.

Setting Team Goals

• Why was the previous slide important?
• There will be many departments and teams within DfI, each with different specialisms
• To set goals:

• Clarify the team's role within DfI

• Use DfI’s strategic framework to guide goal-setting.

Setting Team Goals

Brainstorming

Generate ideas related to the team’s specific function (e.g., transport, water management).

   - Encourage creativity and assess feasibility.

Discussion and Refinement

Critically evaluate ideas in terms of impact on DfI objectives.

   - Prioritise based on urgency, alignment, and potential impact.

Setting Team Goals: Achieving Alignment

Reaching Consensus

- Engage in open discussion to finalise goals.

- Ensure team-wide commitment to the selected goals.

Aligning Goals with DfI’s Objectives

-Directly link each goal to DfI’s strategic objectives (e.g., reducing emissions, improving safety).

- Ensure goals are measurable and adaptable.

 to the selected goals.

. Communication and Monitoring

- Clearly communicate goals within the team and across DfI.

- Regularly track progress and adjust as necessary.

Feedback and Adaptation

- Incorporate feedback from stakeholders.

- Adapt goals to meet changing conditions or new DfI priorities.

Individual Goal Setting 

1. Ensures Cohesive Progress

   - Individual goals aligned with team objectives help ensure that all efforts contribute to the mission.

   - Increases efficiency and drives collective success within the team.

2. Enhances Personal Accountability

   - Aligning personal goals with team goals fosters a sense of responsibility and ownership in a new trainee.

   - Encourages proactive contribution to the team’s success.

3. Supports Career Development

   - Helps trainees build relevant skills and experience that are valued within team.

   - Aligns career growth with meaningful contributions to departmental priorities.

Balancing Personal Development with Team Objectives

Set SMART Goals

   - Ensure personal goals are Specific, Measurable, Achievable, Relevant, and Time-bound.

   - Tailor goals to both personal development and team contributions.

Communicate Regularly

   - Engage in open discussions with mentors and team leads to align expectations.

   - Adjust goals based on feedback and changing team needs.

Focus on Skill Building

   - Identify skills that enhance both individual capabilities and team performance.

   - For a DfI trainee, this might involve learning project management or technical skills relevant to infrastructure projects.

Prioritise Time Management

   - Balance personal learning and team tasks by effectively managing time.

   - Allocate specific periods for personal development without compromising team responsibilities.

Seek Continuous Feedback

   - Regularly review progress with mentors to ensure alignment with team goals.

   - Adapt and refine goals based on feedback and evolving DfI priorities.

OCN Workbook

Please complete A.C 2.1 & 2.2

Feel free to ask questions while working through this.

Session 3:

How to Communicate: Importance, Techniques, and Adaptability

How important is communication in a team?

Very Important

Important

Somewhat Important

Not Important

Aims

• _{Understand the importance of effective communication in team roles.}
• _{Identify and adapt to different communication styles.}
• _{Apply techniques for effective listening and providing constructive feedback.}

What is communication?

The process of transmitting information, ideas, thoughts, and emotions between individuals or groups. It involves the use of verbal, non-verbal, and written methods to convey messages effectively. Communication is a fundamental aspect of human interaction, essential for building relationships, solving problems, and achieving goals.

"The single biggest problem in communication is the illusion that it has taken place."

George Bernard Shaw

Importance of Communication in Teams

Enhances Collaboration and Coordination

Sharing information, ideas and feedback.

People are on the same page and work towards common goals.

Reduces misunderstandings and errors

Facilitates Decision-Making

Allows teams to discuss options, weigh pros and cons, and make informed decisions. 

All perspectives are considered, leading to better outcomes.

Builds Trust and Morale

Open and honest communicate fosters trust and strengthens relationships. 

Enables members to rely on each other and work cohesively.

This builds resilient teams who perform better under pressure. 

Trust also boosts morale, as team members feel valued and understood.

Importance of Communication in Teams

Promotes Innovation

Arises from the exchange of ideas and brainstorming sessions. 

Effective communication encourages the sharing of diverse perspectives, which can lead to creative solutions and innovative approaches.

Prevents and Resolves Conflicts

Conflicts are inevitable in any team, but how they are managed depends on the quality of communication.

Clear communication helps prevent misunderstandings that can lead to conflicts and also provides a means to resolve issues quickly when they do arise.

What challenges have you faced with communication in a team?

The Communication Cycle

The communication cycle is a process that describes the exchange of information between a sender and a receiver. 

Communication Styles

Ways individuals express themselves and interact with others. 

These styles significantly influence personal and professional relationships, as well as conflict resolution and collaboration. 

Assertive communication is direct, honest, and respectful. Individuals with this style express their needs and opinions clearly while respecting others, leading to balanced and healthy interactions.

Aggressive communication is forceful and often disrespectful. People with this style tend to dominate conversations, prioritise their own needs over others', and may come across as confrontational or hostile.

Passive-Aggressive communication combines elements of both passive and aggressive styles. It involves expressing negative feelings indirectly, often through sarcasm, subtle insults, or procrastination, rather than addressing issues directly.

Passive communication is characterised by a reluctance to express one's own needs or opinions. Individuals using this style often avoid conflict and may agree with others to maintain peace, even at the expense of their own needs.

Adapting Your Communication Style

When starting in a new career adjusting communication styles to fit different team scenarios is essential for building relationships, gaining respect, and effectively contributing to the team.

What communication style would you use when seeking guidance or clarification?
Why?

Use a passive or assertive style, depending on the situation. If you're unsure about something, it's okay to be passive by asking questions respectfully and listening carefully. However, if you need specific information, being assertive by clearly stating what you need will help you get precise answers.

What communication style would you use when participating in team discussions?
Why?

An assertive style is ideal here. Share your ideas and opinions confidently, but also listen to others. As a new team member, this shows you’re engaged and willing to contribute, without overstepping.

What communication style would you use when handling feedback?
Why?

When receiving feedback, adopt a passive or assertive approach. Listen carefully without interrupting (passive), and then ask questions or seek clarification if needed (assertive). This shows you value the feedback and are eager to improve.

What communication style would you use when building relationships with colleagues?
Why?

Use a friendly and assertive style. Be approachable and show interest in others, but also be clear about your boundaries and needs. This helps establish mutual respect and a positive rapport with your coworkers.

Techniques for Effective Listening

Active Listening is a communication technique that involves fully concentrating, understanding, and responding to a speaker with the intent to engage and comprehend their message. It's a critical skill for effective communication and collaboration in any setting.

Focus

• Give the speaker your undivided attention.
• Avoid distractions and maintain eye contact.
• Be present and mindful of the conversation.

Feedback

• Show that you are listening through nodding or verbal cues like "I see" or "Go on."
• Paraphrase or summarise key points to confirm understanding.
• Ask clarifying questions if needed.

Responding Appropriately

• Respond thoughtfully, considering the speaker's message and feelings.
• Offer constructive feedback or solutions where relevant.
• Avoid interrupting or rushing the conversation.

What are some barriers you face when trying to listen actively?

Barriers to Communication

• Speaking different first languages, accents and dialects, Clarity of speech, Use of jargon and slang or Literacy and linguistic ability
• Lack of attention, Poor retention, Emotions, Closed mind and filtering, Premature evaluation
• Fear, Anger, Pride, Anxiety
• Noise, Faulty equipment, distance, architecture, time
• Language, cultural norms, values, body language & gestures.

Constructive Feedback

Offering well-informed comments or suggestions to help others improve their performance, behavior, or skills. It is a key tool for personal and professional development.

Be Specific

• Focus on particular actions or behaviors, not general traits.
• Clearly describe what was done well or what needs improvement.

Be Timely

• Provide feedback as soon as possible after the event or behavior.
• Timeliness ensures relevance and allows for immediate application.

Offer Actionable Suggestions

• Provide clear, practical advice on how to improve.
• Suggest specific steps or changes that can lead to better outcomes.

Importance:

Constructive feedback fosters growth, enhances performance, and builds stronger working relationships by providing clear guidance and support for improvement.

Role Play Exercise: Giving Constructive Feedback

**Time Allowed**

15 minutes.

Objective:

To practice delivering constructive feedback that is specific, timely, and actionable in a professional setting.

Missed Deadlines in a Team Project

Background:

You are the team leader for a group project at work. One of your team members, Alex, has repeatedly missed deadlines, causing delays in the project timeline. Alex is a capable and hardworking employee, but their time management seems to be an issue. As the team leader, it’s your responsibility to address this issue and help Alex improve.

Your Task:

You need to have a one-on-one conversation with Alex to provide constructive feedback. Your goal is to help Alex understand the impact of their missed deadlines, identify the underlying causes, and work together to develop a plan to improve their time management.

Instructions:

Pair Up (2 minutes)

• One person will play the role of the Team Leader, and the other will play Alex.

Prepare for the Conversation (3 minutes)

• The Team Leader should think about how to structure the feedback, focusing on being specific about the issue, providing it in a timely manner, and offering actionable suggestions.
• Alex should think about possible reasons for missing deadlines and be prepared to discuss these with the Team Leader.

Role Play the Conversation (6 minutes)

• The Team Leader starts the conversation, clearly and respectfully outlining the issue of missed deadlines.
• Alex responds, and the Team Leader provides specific feedback, addresses the impact of the behavior, and works with Alex to create a plan for improvement.

Importance:

Constructive feedback fosters growth, enhances performance, and builds stronger working relationships by providing clear guidance and support for improvement.

How did it feel to give and receive feedback?
What challenges did you encounter?
How effective could the feedback strategies used be?

Which area of communication do you feel you need to work on the most?

Listening

Adapting Style

Giving Feedback

Receiving Feedback

Closing Thoughts

• Communication is an area that improvements can be made through practice and reflection.
• It can be a key element to success within a career.

Lunch Break - 45 Minutes

Session 3:

Developing Skills for Effective Team Communication

Aims

• _{Key Skills for Effective Communication}
• _{Conflict Resolution Strategies}
• _{Consensus Building}

Key Skills for Effective Communication

In our previous session we established these as:

Assertiveness

• The ability to express your thoughts, feelings, and needs clearly and confidently while respecting others.
• Promotes honest and open dialogue, helps avoid misunderstandings, and fosters mutual respect.

Active Listening

• Fully concentrating, understanding, responding, and remembering what is being said in a conversation.
• Ensures that the speaker feels heard and understood, reducing the likelihood of miscommunication.

Emotional Intelligence (EQ)

• The ability to recognise, understand, manage, and influence your own emotions and those of others.
• Enhances empathy, improves relationship management, and aids in navigating complex social interactions.

Introducing:

Importance:

Constructive feedback fosters growth, enhances performance, and builds stronger working relationships by providing clear guidance and support for improvement.

Enhancing Assertiveness

• Understand you rights - Recognise that everyone has the right to express their thoughts and feelings.
• Use “I” Statements: Frame your communication around your own feelings and needs, rather than blaming or criticising others
• Practice Saying No: Learn to say no politely but firmly when necessary, without feeling guilty.

• Stay Calm and Respectful: Assertiveness is about being clear and direct, but also respectful of others' opinions.

Enhancing Active Listening

• Focus Completely on the Speaker: Avoid distractions and give your full attention to the person speaking.
• Show That You’re Listening: Use verbal and non-verbal cues like nodding, maintaining eye contact, and saying “I see” or “Go on.”
• Practice Saying No: Learn to say no politely but firmly when necessary, without feeling guilty.

• Reflect and Clarify: Summarise what you’ve heard to ensure understanding, and ask clarifying questions if needed.

Developing Emotional Intelligence

• Self-Awareness: Recognise your emotions and how they affect your thoughts and behavior.
• Self-Regulation: Manage your emotions in healthy ways, such as pausing before reacting or using stress-relief techniques.
• Empathy: Understand and consider the emotions of others, which can lead to better teamwork and conflict resolution.
• Social Skills: Develop strong communication and relationship-building skills to navigate social complexities in teams.

Introduction to Conflict in Teams

Conflict is a disagreement or clash between ideas, values, or people in a team.

Conflict is a natural part of teamwork and can be constructive if managed well.

What could cause workplace conflict?

Important

Incorrect

Unimportant

Correct

Common Causes of Conflict in Teams

Miscommunication

• Lack of clear communication leading to misunderstandings

Importance:

Constructive feedback fosters growth, enhances performance, and builds stronger working relationships by providing clear guidance and support for improvement.

Common Causes of Conflict in Teams

Miscommunication

• Lack of clear communication leading to misunderstandings

Differing Goals

• Team members have different objectives or priorities

Importance:

Constructive feedback fosters growth, enhances performance, and builds stronger working relationships by providing clear guidance and support for improvement.

Common Causes of Conflict in Teams

Miscommunication

• Lack of clear communication leading to misunderstandings

Differing Goals

• Team members have different objectives or priorities

Resource Scarcity

• Limited resources (time, money, tools) can lead to competition and conflict.

Importance:

Constructive feedback fosters growth, enhances performance, and builds stronger working relationships by providing clear guidance and support for improvement.

Common Causes of Conflict in Teams

Miscommunication

• Lack of clear communication leading to misunderstandings

Differing Goals

• Team members have different objectives or priorities

Resource Scarcity

• Limited resources (time, money, tools) can lead to competition and conflict.

Resource Scarcity

• Limited resources (time, money, tools) can lead to competition and conflict

Personality Clashes

• Differences in personalities, work styles, or values

Importance:

Constructive feedback fosters growth, enhances performance, and builds stronger working relationships by providing clear guidance and support for improvement.

Strategies for Conflict Resolution

Collaborative

• Aims for a win-win solution where both parties work together to meet each other's needs.
• Best Used: When the goal is to find a mutually beneficial outcome and maintain strong relationships

Compromising

• Each party gives up something to reach a middle-ground solution.  
• Best Used: When a quick, mutually acceptable solution is needed, but the stakes are moderate.

Accommodating

• One party gives in to the other’s demands, often to preserve harmony.  
• Best Used: When the issue is more important to the other party, or to maintain peace in the short term.

Avoiding

• Ignoring the conflict or withdrawing from the situation.   
• Best Used: When the conflict is trivial, or when the timing is not right for resolution.

Competing

• One party pursues their own concerns at the expense of others.
• Best Used: When quick, decisive action is needed, or when an unpopular decision must be enforced.

Importance:

Constructive feedback fosters growth, enhances performance, and builds stronger working relationships by providing clear guidance and support for improvement.

Scenario 1:
Two team members have a different vision for the project's direction, and both believe their approach is best.

1. Collaborative
2. Compromising
3. Accommodating
4. Avoiding

Scenario 2:
A team member disagrees with the leader's approach but decides to go along with it to avoid disrupting the team's progress

1. Competing
2. Compromising
3. Accommodating
4. Avoiding

Scenario 3:
A team leader insists on following a specific process to meet a tight deadline, even though some team members disagree with the approach.

1. Collaborative
2. Competing
3. Accommodating
4. Avoiding

Scenario 4:
A disagreement arises during a team meeting about a minor detail, but the team decides to move on without addressing it right away because they are pressed for time.

1. Collaborative
2. Compromising
3. Accommodating
4. Avoiding

Scenario 5:
The team is running out of time on a project, and they need to make a quick decision about which software tool to use, even if it’s not everyone’s first choice.

1. Collaborative
2. Compromising
3. Accommodating
4. Avoiding

What do you think are some general tips for resolving conflict?

Morning Break - 10 Minutes

Session 3:

Understanding Diversity and Inclusion

Aims

• Define diversity and inclusion
• Understand the importance of diversity and inclusion in the workplace
• Recognise the benefits of a diverse and inclusive environment
• Discuss strategies to foster diversity and inclusion within the workplace.

What is Diversity?

Diversity refers to the variety of differences among people, encompassing race, gender, age, experiences, talents, skills, and opinions. In the workplace, it means having employees with varied backgrounds and perspectives, ensuring a broader range of ideas and fostering creativity and innovation.

Diversity 

Creating environments in which any individual or group can feel welcomed, respected, supported, and valued to fully participate.

Inclusion

Why is Diversity and Inclusion Important?

Moral and Ethical Reasons

• Fairness and equality in opportunities for everyone, avoiding discrimination and bias.
  

Legal Reasons

Compliance with anti-discrimination laws and regulations

Business Reasons

• Innovation, creativity, and different perspectives that diversity brings can improve problem-solving and decision-making.

Social Reasons

• Reflects the global society we live in, fostering a more inclusive and harmonious community.

Stats

• Companies with more than 30 percent women executives were more likely to outperform companies where this percentage ranged from 10 to 30 (McKinsey & Company Report 2019)

Benefits of Diversity and Inclusion 

Improved Employee Satisfaction

• A diverse and inclusive workplace leads to higher employee engagement and morale.

Benefits of Diversity and Inclusion 

Improved Employee Satisfaction

• A diverse and inclusive workplace leads to higher employee engagement and morale.

Better Team Performance

• Diverse teams are more innovative and better at problem-solving.

Benefits of Diversity and Inclusion 

Improved Employee Satisfaction

• A diverse and inclusive workplace leads to higher employee engagement and morale.

Better Team Performance

• Diverse teams are more innovative and better at problem-solving.

Broader Talent Pool

• Attracting and retaining a diverse workforce leads to a richer set of skills and perspectives.

Benefits of Diversity and Inclusion 

Improved Employee Satisfaction

• A diverse and inclusive workplace leads to higher employee engagement and morale.

Better Team Performance

• Diverse teams are more innovative and better at problem-solving.

Broader Talent Pool

• Attracting and retaining a diverse workforce leads to a richer set of skills and perspectives.

Enhanced Company Reputation

• Companies known for their diversity and inclusiveness have better reputations and attract more customers.

In groups:
What are some actions or strategies we can implement to foster a more diverse and inclusive environment in our workplace

• Encourage open-mindedness and cultural sensitivity.
• Implement policies that promote diversity in hiring, promotion, and pay equity.
• Provide diversity training and awareness programs.
• Create employee resource groups (ERGs) or affinity groups.
• Encourage feedback and dialogue about diversity issues.

How to Foster Diversity and Inclusion in the Workplace

OCN Workbook

Please complete A.C 3.1, 4.1, 5.1 & 5.2

Feel free to ask questions while working through this.

Which team role turns ideas into action?

1. Plant
2. Implementer
3. Completer Finisher
4. Resource Investigator

Who provides logical analysis in a team setting?

1. Monitor Evaluator
2. Implementer
3. Coordinator
4. Resource Investigator

Which role in a team encourages cooperation among members?

1. Implementer
2. Teamworker
3. Coordinator
4. Monitor Evaluator

Who ensures thorough, timely completion in a team?

1. Resource Investigator
2. Shaper
3. Monitor Evaluator
4. Completer Finisher

Which role in a team presents new ideas and approaches?

1. Teamworker
2. Coordinator
3. Specialist
4. Plant

What is a key characteristic of an aggressive communication style?

1. Respecting personal boundaries
2. Seeking mutual understanding
3. Overpowering others' viewpoints and needs
4. Considering various perspectives

Which communication style involves accommodating others' needs while neglecting one's own?

1. Passive-aggressive
2. Assertive
3. Aggressive
4. Passive

What is an assertive communication style characterised by?

1. Expressing thoughts and feelings directly and respectfully
2. Being passive-aggressive in communication
3. Avoiding conflict at all costs
4. Always dominating conversations with one's opinions

What is a strategy to foster diversity and inclusion in the workplace?

1. Exclude diverse perspectives
2. Implement policies promoting diversity, provide diversity training, create employee resource groups
3. Omit diversity training
4. Discourage open-mindedness

Why is diversity and inclusion important from a business perspective?

1. Improves problem-solving, decision-making, and fosters innovation
2. Decreases team performance
3. Reduces employee engagement
4. Limits talent pool

What does diversity encompass in the workplace?

1. Only race and gender
2. Variety of differences among people, varied backgrounds and perspectives
3. Homogeneity and similarity
4. Uniformity and conformity

Today we covered:

1. Team Roles - An Intro to Belbin
2. Goal Setting for Teams and Individuals
3. How to Communication: Importance, Techniques and Adaptability
4. Developing Skills for Effective Team Communication
5. Understanding Diversity and Inclusion in Team Culture

Do you have any questions?