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Building a theme - meetings are an opportunity for people to learn something about either their company, their team member or themselves. We suggest that when using these RM value cards that there is always a clear purpose (just like meetings). Once there is a clear purpose then the level of participation increases. Building a consistent expectation for participation at your meetings will create energy and interest. Guaranteed!

1. Provide each person with a packet of cards. Ask each person to select 3 cards. One card to represent their win over the last week, one card to represent the learning they have had from the previous week and one card to represent an important point that they would like to raise at the meeting. Discuss initially in pairs then summarise to share to the larger group.
   
   
2. Sales Meetings - setting targets. Have your sales team select 3 cards that represent previous their week. One that represents their biggest challenge/ learning opportunity; one card that represents their win; and one card to represent their goal for the following week (can be either personal or professional). Create a goals Achievement chart for RM values cards on the wall and each week the team can write up their achievements and share their wins. Personal goals could be time spent with family, friends and/or "I" time. Discuss in pairs and summarise to share to the larger group.

1. Provide each person with a packet of cards. Ask each person to select 5 cards from their pack that reflects the current team culture. Discuss in pairs their results.
   
   
2. Have each person select 5 cards that represent the culture that is important for them to have to be a part of the team. Explain that the culture of the team is the intangible happenings within the team. That is what are the symbols and rituals of the team. For example, when people arrive at work first thing in the morning what happens? What are some of the non-discussed work practises that they may like and wish to keep what are some of the work practises that they do not like and wish to remove?
   
   
3. Once each person has selected 5 cards use the nominal group technique strategy to create agreement one 5 cards that will represent the team's culture and then use the same process to create team agreements.

Very useful for creating and reaching Agreements/ Building Team Culture, Values and Purpose / Creating a Team Vision / Effective Communication Skills

1. Provide each person with a packet of cards. Ask each person to select 5 cards from their pack that reflects the Agreements/ Team Culture that they understand currently operate within the workplace. These are often unspoken and sometimes unwritten yet are flourishing. For example, spending time on non work related issues, arriving and leaving at non-agreed times and no one discusses them, etc. Discuss in pairs their results.
   
   
2. Have each person now select 5 cards that represent the Agreements/ Team Culture that is important for them to have to be a part of the team. Explain that the Agreements/ Team Culture of the team is the intangible happenings within the team. That is what are the symbols and rituals of the team. For example, when people arrive at work first thing in the morning what happens? What are some of the non-discussed work practises that they may like and wish to keep what are some of the work practises that they do not like and wish to remove? I like to refer to Agreements as those things that we "Give Permission" to with or without discussion.
   
   
3. Once each person has selected 5 cards they are to form a pair and then select and agree on 5 cards from their 10 that they feel is important for building Agreements/ Team Culture. (TRAINERS HINT: Also you might like to mention that you would like them to only work from one pack (otherwise your children will become very practised at sorting the cards and returning them to their packs).
   
   
4. Each pair now has 5 cards that they have agreed represent the Agreements/ Team Culture that they are building towards. Ask each pair to form a group of 4 and repeat the process. That is each pair with their 5 cards discuss and agree to 5 cards between them. Repeat this process until the one group have agreed to 5 cards that represent Agreements/ Team Culture.
   
   
5. it is important that the Facilitator asks each person to consider how close or how far away from their original 5 cards are the final 5? Who was really determined that their cards would be represented in the final 5? Who noticed that they did not persist? Is this usual for them in meetings? Etc?
   
   
6. Clarification as to how each of these 5 cards will be demonstrated by the group and each individual? Put 5 cards and the words that reflect the picture. Ask each person to form a group of 4 and provide them with flipchart paper and pens. They are to create their action plan for demonstration of each card. For example - communication - what are the agreements regarding communication. Does any issue get discussed away from the workplace - neutral coffee lounge?

∙ Conduct more effective meetings
∙ Create a powerful team culture
∙ Improve communication and working relationships
∙ Resolve conflict between team members
∙ Create team agreements
∙ Develop mediation skills
∙ Develop negotiation and influencing skills

∙ How do you envisage your life?

∙ What do you value?

∙ Are their things in your life you would like to change?

∙ Develop direction and life goals

∙ Create a Life Map

The cards' premise is that each card will represent different meanings and values for each individual.

Example One: Team Leaders use of conversations cards during meetings

Outcome: Improved team morale, stronger team focus towards future success, team meeting protocols

Step 1 Provide each person with one pack of cards.

Step 2 Each person selects 3 values conversation cards representing a lesson learned for the week, a "win" for the week, and an important issue discussed during meeting.

Step 3 Initially discuss in pairs then summarise to larger group.

Example Two: Building High Performing Teams

Outcome: Alignment of team member value's towards a common goal or focus to increase productivity and profitability and improve relationships.

Step 1 Explain to the group that team culture consists of intangible happenings within a team. Why it is important to unify those intangibles to fulfil the team's Vision and Mission

Step 2 Provide each person with 1 pack of cards

Step 3 Each person selects five cards representing their values that he/she believes are important to create a powerful team culture

Step 4 Initially, discuss in pairs to agree on 5. Then double the group and have this group select 5 cards and repeat this until in groups of 4 and have the groups double in size until you have two groups and 10 cards. The group must agree to negotiate until only 5 cards are selected.

Step 5 Debrief: This is an opportunity for the group to reflect on their negotiation skills, leadership and influencing skills. Ask group to reflect on the closeness or not from their original selection to the final one.

What did they stand up for regarding their own values. How will we know this works?

Denise Archie, from Relationships Matter, was introduced to our Company, a privately owned small business, at a time when we were experiencing poor staff morale and retention and as expected, poor results. Our problems started at the top and we needed help quickly. Within a matter of months the "wheels of change" were in full swing and the change in staff morale and performance had improved dramatically. Denise has been working with our Company now for 12 months and is key to our management and communication.

Scott Hallewell Director, Insurserv Australia Pty Limited

I have had the pleasure of attending a program Denise Archie has facilitated and have subsequently worked with her on several training projects. Denise is a true professional who delivers every program with enthusiasm and humour. A few years ago, Denise coached me through my Certificate IV in Assessment and Workplace Training and I was acknowledged for submitting an excellent Portfolio of Evidence by the assessor. She also helped me prepare and design a Presentation Skills program for a large corporate client who was delighted with the outcomes. Over the last 5 years Denise and I have collaborated on a number of projects where we have received consistent positive feedback on our content, delivery and methodology. Denise has been a pleasure to work with and over time she has become a good friend. She has added huge value to the programs and coaching sessions I have run; offering advice support and resources where applicable. I would not hesitate to recommend Denise to you as an outstanding trainer, coach, facilitator and business developer.
Siobhan Turney - Coach, Facilitator, Trainer.

I have been privileged to participate in many workshops that Denise has facilitated over the past ten years and have always been impressed with her depth of knowledge, professionalism and enthusiasm. She is able to encourage others to reach beyond themselves and supports them as they challenge their own comfort zones and learn new ways of doing things. Denise also has a wonderful sense of calm in times of pressure that helps those around her keep focus. She has worked with our staff and I know that they also hold her in high esteem. I unhesitatingly recommend her to the reader as a highly skilled facilitator and coach.

 

Marilyn Harvey, Director - Chalkport

After attending your workshop (which Shannan and I thoroughly enjoyed) I decided to take a leap of faith and believe in myself. I had only just been approached by a group a few days before the workshop in regards to a role that had just become available. Being such a senior role I constantly doubted whether or not I was capable of performing to their expectations as there are people management responsibilities as well in which I have no experience. So to cut a very long story short, after many tears and lots of pep talks, I have decided to leave my previous company after 6 years and take on a Senior role within a new company. I started on 12th Dec. So thank you Denise, for inspiring me to take a chance and have the confidence in myself to take such a big step. I look forward to seeing you in the near future and I hope all is well with you and your family.

Marietta

 

Denise Maree from Relationships Matter was introduced to our Company, a privately owned small business, at a time when we were experiencing poor staff morale and retention and as expected poor results. Our problems started at the top and we needed help quickly. With Denise's facilitation the Company was able to quickly identify areas of the business that needed attention. Denise developed a strategy of 'repair' - the most critical elements being her ability to coach the Directors on how to view the Business from the outside and provide positive direction for staff. Within a matter of months the "wheels of change" were in full swing and the change in staff morale and performance had improved dramatically. Denise has been working with our Company now for 12 months and is a key to our management and communication.

Andrew Bassingthwaighte, Director, Insurserv Australia Pty Limited