RightPath Train-the-Trainer - PowerPoint Presentation

RightPathTrain-the-Trainer May 2 -3, 2017 Buckhead Club

Introductions Name, Organization and Role Experience/familiarity with the RightPath Path4 and Path6 profiles Favorite Hobby On 3X5 card, write: One burning question OR One learning goal

Overview and Agenda

Goals for Training Understand, interpret and apply the RightPath Path4 Path6 profiles, to be used “from Hire to Retire” Connect how valuing differences can result in greater productivity Understand how the profiles can assist hiring the right people, and in leadership development Understand and apply exercises for Team Sessions Understand how to set up and deliver a team building session using the Path4 and Path6 profiles Licensed by © 2001 RightPath Resources

Agenda Day 1—Experience a Team Session Understand RightPath Tools See how a session could run Experience activities and exercises Day 2—Background information Validation Hiring and selection Coaching Other RightPath assessments

Process—Day 1 Team Session Greatest teammate/greatest leaderSandpaper person Strengths, Struggles and Blind Spots Platinum Rule Path4 Factors—explanation and illustration Blended ProfilesResults and Relationship OrientationPath6 Factors—explanation and illustration Behavioral Continuum Intensity exercise My Unique Profile (Path4, Path6 and Path6 sub-factors)Awesome TraitsRelationship KeysConfrontation Style Index (CSI)My Response to ChangeUnderstanding Your OppositeTeaming with Different TraitsAligning Behavior to Value OthersTeam Exercise—strengths, struggles, needs and stress pointsUnderstanding Differences to Build Better TeamsTrait Recognition TipsCoaching CardsTeam Matrix Case Studies

Typical Team Session Greatest teammate/greatest leader Sandpaper person Strengths, Struggles and Blind Spots Platinum Rule Path4 Factors—explanation and illustrationBlended Profiles Results and Relationship Orientation Path6 Factors—explanation and illustrationBehavioral ContinuumIntensity exercise My Unique Profile (Path4, Path6 and Path6 sub-factors)Awesome TraitsRelationship KeysConfrontation Style Index (CSI)My Response to ChangeUnderstanding Your OppositeTeaming with Different TraitsAligning Behavior to Value OthersTeam Exercise—strengths, struggles, needs and stress pointsUnderstanding Differences to Build Better TeamsTrait Recognition TipsCoaching CardsTeam Matrix Case Studies

Materials What you receive : RightPath User Manual (RUM) Individual and Team Development Handbook Facilitator Toolkit Copy of Develop You, Develop Your Team…On the RightPath by Jerry Mabe

Facilitator Toolkit

Introduction to Profiles

Vision Leading individuals and organizations to align People Passions and Positions to achieve maximum performance

Goals Understand RightPath profiles basis, guidelines, Path4 and Path6 Understand self - gain an objective viewpoint of strengths and struggles Understand others - Team building - value those who are differentApply this knowledge to improve teamwork and leadership Licensed by © 2001 RightPath Resources

Greatest Teammate What are the characteristics of the greatest teammate you have experienced? Pg 2

#1 GOOD LISTENER #2 HONEST, TRUSTWORTHY, HAS INTEGRITY #3 CARED, CONCERNED ABOUT ME #4 STRAIGHT FORWARD, GIVES CLEAR EXPECTATIONS #5 MOTIVATES SELF AND OTHERS #6 CONFIDENT, POSITIVE ATTITUDE, MADE WORK FUN #6 STABLE, CONSISTENT, BALANCED, LEVEL HEADED #6 TRUSTED ME TO DO THE JOB #6 SUPPORTIVE, LENDS A HELPING HAND #6 RESPECTS OTHERS AND ME #11 FAIR / TREATS OTHERS FAIRLY #11 SEES BIG PICTURE, VISIONARY, STRATEGIC #11 RESULTS ORIENTED, MISSION FOCUSED, INITIATES, PRO-ACTIVE #11 DECISIVE, GAVE DIRECTION, FIRM (BUT FLEXIBLE) #15 HIGH STANDARDS, SET HIGH GOALS FOR SELF AND OTHERS Top Leadership Attributes

#1 GOOD LISTENER #2 HONEST, TRUSTWORTHY, HAS INTEGRITY #3 CARED, CONCERNED ABOUT ME #4 STRAIGHT FORWARD, GIVES CLEAR EXPECTATIONS #5 MOTIVATES SELF AND OTHERS #6 CONFIDENT, POSITIVE ATTITUDE, MADE WORK FUN #6 STABLE, CONSISTENT, BALANCED, LEVEL HEADED #6 TRUSTED ME TO DO THE JOB #6 SUPPORTIVE, LENDS A HELPING HAND #6 RESPECTS OTHERS AND ME #11 FAIR / TREATS OTHERS FAIRLY #11 SEES BIG PICTURE, VISIONARY, STRATEGIC #11 RESULTS ORIENTED, MISSION FOCUSED, INITIATES, PRO-ACTIVE #11 DECISIVE, GAVE DIRECTION, FIRM (BUT FLEXIBLE) #15 HIGH STANDARDS, SET HIGH GOALS FOR SELF AND OTHERS Legend: Relationship-Oriented Results Oriented Integrity Emotional Stability Competency Top Leadership Attributes

“Sandpaper Person” Exercise

Premise People are different…and that has a profound impact on our work and relationships.We have different preferences. We have different personalities. We have difficulty seeing differences objectively. Page 3

Key Principle You cannot be objective about others until you gain an objective view of yourself. Page 3

When you have an unbalanced view of yourself, you will tend to have an unbalanced view of others. Corollary Page 3

Strengths Struggles Blind Spots Blind Spots Struggles Strengths Strengths Struggles PersonA Person B PersonC Perceptions Reality Objectivity Page 4

Challenge To get objective, accurate insights to understand self, others, and our differences.

Application Understand unique individual talents Understand differences Adapt to develop Platinum Rule relationships Do unto others as they would like to be done unto. Platinum Rule Page 5

RightPath Guidelines Measure typical behaviors – normal traits Remains stable over time There are no good or bad profiles Should not be used to stereotype or put people in a box (Use to learn, not to label) Should be used to understand and value differences (Use to learn, not to label) Decisions should never be based solely on profiles Pg 5

RightPath Guidelines Leadership can come from any profile The profiles are gender neutral The profiles are right 90% of the time Pg 5

RightPath Profiles Reveal Core – “go to” way of operating Natural hard-wired behaviors How you act under pressure, stress, and deadlines

Profiles do not measure Baggage Values Learned Behaviors

Terminology Learned BehaviorsLearned behaviors are those behaviors you demonstrate which are different than your natural behaviors – to respond most effectively We change our natural behaviors typically due to three (3) reasons 1. Experience 2. Knowledge 3. Values e.g., “I’ve seen that my in-attention to details can work against me in my career.” e.g., “When I’m organized, I’ve found that I can get more done.” e.g., “I want to be seen as someone who keeps their word, so I need to keep a good schedule and not over commit.”

Why Profiles?

Solution RightPath profiles serve as a powerful tool to measure and explain our unique talents and individual differences.

Cydonian Face – 1976 View (Mars Viking Probe)

1998 View – Mars Global Surveyor Profiles Can Help Bring Us Into Focus

Profiles Can Help Bring Us Into Focus

Understanding Path4

RightPath Four Factor Profile a product of RightPath Resources, Inc.

Right-side and Left-side Traits ACCOMMODATING CHALLENGING HARMONIOUS METHODICAL 20 40 60 80 Control Interaction Conflict and Pace Order RESERVED SPONTANEOUS DIRECTING ENGAGING 2 3 4 1 50 30 70 1 2 3 4 1 2 3 4 Mid-Range = 45 to 55 Left-Side Traits Right-Side Traits Page 7

Path4 Behavioral Factors Control This factor indicates a person’s desire to control the agenda, willingness to assert, and need to make decisions. FACTOR 1 Accommodating Mid-Range Directing FIT IN TAKE CONTROL Motivated to GAIN ATTENTION and EXPRESS Interaction This factor indicates a person’s openness in expression, transparency, and ease in relating to strangers. FACTOR 2 Reserved Mid-Range Engaging AVOID ATTENTION and REFLECT Motivated to Page 8

Path4 Behavioral Factors (continued) Conflict and Pace This factor indicates a person’s need for harmony, ability to be patient, and desire for stability. FACTOR 3 Challenging Mid-Range Harmonious QUICK ACTION and LOGIC STABILITY and COMPASSION Motivated to Order This factor indicates a person’s need for structure, concern for details, and desire to prepare. FACTOR 4 Spontaneous Mid-Range Methodical FREEDOM and FLEXIBILITY ACCURACY and STRUCTURE Motivated to Page 8

Behavioral Continuum 1/3 1/3 1/3 Accommodating Mid-Range Directing Reserved Mid-Range Engaging Challenging Mid-Range Harmonious Spontaneous Mid-Range Methodical 2 1 4 3 1 2 3 4 Point: 1/3 of the world is like you 1/3 is similar to you 1/3 is your mirror opposite Page 9

Bell Curve Distribution 38 62 10% 90% percentile percentile Page 9

ACCOMMODATING CHALLENGING HARMONIOUS METHODICAL 20 40 60 80 Control Interaction Conflict and Pace Order RESERVED SPONTANEOUS DIRECTING ENGAGING TRAIT INTENSITY 2 3 4 1 50 Traits intensify as you move left and right from center 30 70 Trait Intensity 1 2 3 4 1 2 3 4 Pliable Conforming Passive Modest Quiet Distant Questioning Impatient Critical Instinctive Improvised Unorganized Assertive Decisive Controlling Outgoing Convincing Excitable Harmonious Patient Lenient Detailed Precise Perfectionist Page 10

Intensity Exercise Look at your scores for Path4, Path6 & Path6 Sub-factors. Circle ALL your scores that are 38 or lower. Circle ALL your scores that are 62 or higher.

© 2010 RightPath Resources, Inc. Record the Total Count of of all marks. (Scores 62 or higher and 38 or lower.) This sample person has 13.

Adapting Behaviors *Mid-Range John’s score Score needed in job/relationship 38 65 Energy Required To Adapt *Mid-Range Scores are more flexible

Terminology Strengths Talents that come naturally.Struggles Non-talents that can be developed by overcoming our natural behaviors. Mid-Range Tend to be more flexible in these factors. Easier to move left or right. Page 11

This factor indicates a person’s desire to control the agenda, willingness to assert, and need to make decisions. Accommodating FIT IN TAKE CONTROL Motivated to Factor 1: Control Mid-Range Directing   Fit in Process-oriented Cooperative Cautious/Practical Take control Results-oriented Competitive Bold/Strategic 45 55 Page 12

Mid-Range STRENGTHS 1. Loyal - follows the set agenda 2. Process-oriented 3. Speaks tactfully 4. Cooperative - promotes stability 5. Moves cautiously into new areas 6. Focused - likes to do one thing at a time 7. Sees the practical for here and now STRENGTHS 1. Initiating, wants to set the agenda 2. Results-oriented 3. Speaks directly 4. Competitive, takes on challenges 5. Moves boldly with confidence 6. Prefers multiple projects 7. Sees the strategic/future potential Accommodating Directing STRUGGLES 1. Can be unassertive, timid 2. May tend toward being passive 3. May be hesitant to speak out 4. May avoid taking charge 5. Tends to underestimate self 6. May agree, then regret or resent it 7. May lack strategic vision STRUGGLES 1. Opinionated - discount input from others 2. May be controlling and not know it 3. Typically not good at listening 4. Prefers to avoid routine and details 5. Can be self-centered and egotistical 6. Underestimates work needed to achieve goals 7. May overcommit what others can do Factor 1: Control 45 55 Page 12

This factor indicates a person’s desire to control the agenda, willingness to assert, and need to make decisions. Accommodating FIT IN TAKE CONTROL Motivated to Factor 1: Control Mid-Range Directing   “ENCOURAGE MY INPUT.” “HOW ARE WE DEALING WITH THE CURRENT ISSUES?” “WHAT’S YOUR POINT?” “WE’RE DOUBLING REVENUE IN 3 YEARS!” Power

GAIN ATTENTION & EXPRESS This factor indicates a person’s openness in expression, transparency, and ease in relating to strangers. AVOID ATTENTION & REFLECT Motivated to Factor 2: Interaction Reserved Mid-Range Engaging   Reflect Avoid attention Serious Realistic Express Gain Recognition Humorous Optimistic 45 55 Page 13

Mid-Range STRENGTHS 1. Task-oriented 2. Serious and modest 3. Realistic and practical 4. Has a dry sense of humor 5. Good at persevering 6. Likes to be focused 7. Likes closure STRENGTHS 1. Good at meeting strangers 2. Lighthearted and enthusiastic 3. Optimistic 4. Enjoys being in the spotlight 5. Good at promoting 6. Likes to make a good impression 7. Likes open-ended situations Reserved Engaging STRUGGLES 1. May appear withdrawn and aloof 2. Sometimes comes across as shy 3. Tends to be pessimistic 4. Can be curt 5. May seem quietly self-righteous 6. May appear skeptical or secretive 7. Typically drained by social contact STRUGGLES 1. Strong need for approval of others 2. May talk too much 3. Tends to be overly optimistic 4. May lack focus 5. May display strong emotions 6. May be too transparent, too uninhibited 7. Usually not good at working alone Factor 2: Interaction 45 55 Page 13

GAIN ATTENTION & EXPRESS This factor indicates a person’s openness in expression, transparency, and ease in relating to strangers. AVOID ATTENTION & REFLECT Motivated to Factor 2: Interaction Reserved Mid-Range Engaging   “I NEED TIME TO THINK ABOUT THAT QUESTION…” “HONOR MY NEED FOR SPACE.” “I NEED TO TALK ABOUT THIS PROCESS.” “CAN WE WORK ON THIS TOGETHER?” People

This factor indicates a person’s need for harmony, ability to be patient, and desire for stability. Challenging QUICK ACTION & LOGIC STABILITY & COMPASSION Motivated to Mid-Range Harmonious   Factor 3: Conflict and Pace Favors logic Confront Like change Impatient Favors feelings Support Like stability Patient 45 55 Page 14

Mid-Range STRENGTHS 1. Operates well in conflict 2. Objective and cool 3. Action oriented 4. Responds quickly 5. Challenging, makes the difficult calls 6. Likes change, works at a fast pace 7. Favors logic over feelings STRENGTHS 1. Operates best in harmony 2. Compassionate and warm 3. A good listener 4. Patient, willing to wait 5. Loyal and consistent 6. Likes stability, works at a steady pace 7. Favors feelings, shows empathy Challenging Harmonious STRUGGLES 1. Can be combative 2. May be abrupt 3. Can be judgmental and critical 4. Sometimes too impatient 5. May tend toward hyperactivity 6. Prone to be discontent 7. May appear coldhearted STRUGGLES 1. May compromise too much 2. May be slow to confront 3. Can be naïve and too trusting 4. Often resists change 5. Tends to be passive 6. May be complacent 7. May not verbalize true feelings Factor 3: Conflict and Pace 45 55 Page 14

This factor indicates a person’s need for harmony, ability to be patient, and desire for stability. Challenging QUICK ACTION & LOGIC STABILITY & COMPASSION Motivated to Mid-Range Harmonious   Factor 3: Conflict and Pace “I DON’T AGREE WITH THAT.” “I’D LIKE TO CHANGE THE WAY WE DO THIS!” “LET’S TRY TO WORK IT OUT.” “WHY DO WE HAVE TO CHANGE?” Feelings

This factor indicates a person’s need for structure, concern for details, and desire to prepare. Spontaneous FREEDOM & FLEXIBILITY ACCURACY & STRUCTURE Motivated to Mid-Range Methodical   Factor 4: Order Flexible Broad concepts Impromptu Instinctive Organized Detailed Prepared Systematic 45 55 Page 15

Mid-Range STRENGTHS 1. Flexible and versatile 2. Works with broad concepts 3. Improvises and operates without procedures 4. Instinctive, operates spontaneously 5. Makes on-the-spot decisions 6. Gives a reasonable estimate 7. Responds candidly STRENGTHS 1. Organized and scheduled 2. Accurate with details 3. Establishes systems 4. Prepared, rehearses carefully 5. Analyzes before deciding 6. Conducts research to determine facts 7. Responds diplomatically Spontaneous Methodical STRUGGLES 1. Not naturally organized 2. May “wing it” too much 3. May ignore rules 4. May be underprepared and overconfident 5. Can be impulsive 6. May overlook important details 7. Too informal when formality is needed STRUGGLES 1. Tends to be inflexible 2. May be too picky 3. May over rely on procedures/rules 4. May overprepare but lack confidence 5. Perfectionistic to avoid mistakes 6. May focus on details and miss the goal 7. May be too formal, rigid Factor 4: Order Page 15

This factor indicates a person’s need for structure, concern for details, and desire to prepare. Spontaneous FREEDOM & FLEXIBILITY ACCURACY & STRUCTURE Motivated to Mid-Range Methodical   Factor 4: Order “LET’S JUST GET STARTED, WE’LL FIGURE IT OUT AS WE GO.” “RULES? WHAT RULES?” “I DON’T HAVE ENOUGH INFO TO MAKE A DECISION. “I LIKE TO KNOW WHAT THE PARAMETERS ARE.” Accuracy

Results and Relationships Licensed by © 2001 RightPath Resources Directing Engaging RESULTS Tasks Cool Skeptical RELATIONSHIPS People Warm Trusting Methodical Harmonious Spontaneous Reserved Challenging Accommodating Page 16

Results and Relationships Licensed by © 2001 RightPath Resources Directing Engaging RESULTS Tasks Cool Skeptical RELATIONSHIPS People Warm Trusting Methodical Harmonious Spontaneous Reserved Challenging Accommodating Page 16 Look Outward / Generalists / Initiate / Move Quickly Look Inward / Specialists / Maintain / Move Slowly

Understanding Blended Profiles Page 17

Blended Profiles Page 18 RUM 4.8

Blended Profiles by Trait Factor 1 Factor 2 Factor 3 Factor 4 Page 19 Directing Engaging Harmonious Methodical

Understanding Path6

Cydonian Face – 1976 View (Mars Viking Probe)

1998 View – Mars Global Surveyor Profiles Can Help Bring Us Into Focus

Path4 Profile Path6 Profile X-ray (Path4) and MRI (Path6)

CONTROL Accommodating Directing CONFLICT AND PACE Challenging Harmonious Profile Comparison COMPASSION Detached Compassionate Sympathetic Supportive Tolerant FACTOR 1 FACTOR 2 FACTOR 3 FACTOR 4 FACTOR 5 FACTOR 6 DOMINANCE Compliant Dominant Assertive Independent Blunt INTERACTION Reserved Engaging EXTROVERSION Introverted Extroverted Enthusiastic Social Verbal CONSCIENTIOUSNESS Unstructured Structured Precise Organized Achieving ORDER Spontaneous Methodical ADVENTUROUSNESS Cautious Adventurous Daring Ambitious INNOVATION Concrete Abstract Imaginative Resourceful Page 24

Compliant Dominant 1 - Dominance Fit In Take Control This factor indicates a person’s desire to control the agenda, willingness to assert, and need to make decisions Introverted Extroverted 2 - Extroversion Avoid Attention and Reflect Gain Attention and Express This factor indicates a person’s openness in expression, transparency, and ease in relating to strangers Detached Compassionate 3 - Compassion Change and Logic Stability and Harmony This factor indicates a person’s need for harmony, ability to be patient, and desire for stability Unstructured Structured 4 - Conscientiousness Accuracy and Structure This factor indicates a person’s concern for details, need for structure, and desire to prepare Cautious Adventurous 5 - Adventurousness Agreement and Stability Adventure and Risk This factor indicates a person’s propensity for risk and approach when faced with challenges. Concrete Abstract 6 - Innovation Practicality and Linear Logic Innovation and Creativity This factor indicates a person’s approach to creativity, innovation and problem solving. Freedom and Flexibility

Path6 Factors and Sub-factors Compliant Introverted Detached Cautious Concrete Accommodating Collaborative Diplomatic Serious Reserved Quiet Action-Oriented Challenging Generalist Improviser Instinctive Logical Guarded Content Experience-based Practical Assertive Independent Blunt Enthusiastic Social Verbal Supportive Tolerant Precise Organized Achieving Sympathetic Daring Ambitious Imaginative Resourceful Dominant Extroverted Compassionate Structured Adventurous Abstract 1 Dominance 2 Extroversion 3 Compassion 4 Conscientiousness 5 Adventurousness 6 Innovation Unstructured Page 26

Path6 Factors

Path6 Sub-Factors

Path6 Trait Intensity COMPLIANT 20 40 60 80 Dominance DOMINANT 1 50 Traits intensify as you move left and right from center Assertive Decisive Controlling Pliable Conforming Passive 30 70 1 DETACHED C0MPASSIONATE Compassion 3 Questioning Impatient Critical Harmonious Patient Lenient 3 1 Extroversion INTROVERTED EXTROVERTED 2 Modest Quiet Distant Outgoing Talkative Uninhibited 2 2 3 STRUCTURED Conscientiousness UNSTRUCTURED 4 Instinctive Improvised Unorganized Detailed Precise Perfectionist 4 4 Innovation Adventurousness 5 CAUTIOUS Balanced Consistent Tentative Competitive Daring Brazen ADVENTUROUS 5 5 6 CONCRETE Practical Realistic Rigid ABSTRACT Original Imaginative Impractical 6 6 Page 30

Mid-Range Compliant Dominant Factor 1: Dominance FIT IN TAKE CONTROL Indirect Tactful Non-Confrontational Cooperative Team Player Direct Frank Bold Commanding Takes Charge Motivated to This factor indicates a person’s desire to control the agenda, willingness to assert, and need to make decisions. Page 25

Which Trait is being exhibited?

Path6 Sub-Factor - Dominance Accommodating Assertive Collaborative Independent Diplomatic Blunt Accommodating Assertive Collaborative Independent Diplomatic Blunt Strength: Relaxed - Enjoys supporting the established agenda, supporting others rather than directing them Struggle: Underestimates self , can be intimidated by people and situations Strength: Consensus builder - Prefers to operate with others, good team player Struggle: Hesitant in making decisions and need a lot of direction before taking action Strength: Tactful when dealing with others, will think carefully before speaking Struggle: Too indirect, may withhold true opinions, agree and then regret it or withhold important info Strength: Self-assured , takes charge, forceful, influencing, visionary, likes to control agenda Struggle: Too forceful , may discount opinions of others, or alienate others Strength: Self reliant , confident in own abilities, prefers to operate alone Struggle: Reluctant to collaborate , uncomfortable taking direction from others, forgets that success is a team effort Strength: Direct , frank, straight forward, candid Struggle: Harsh , not diplomatic, does not think before talking Page 41

Mid-Range Introverted Extroverted Factor 2: Extroversion AVOID ATTENTION & REFLECT GAIN ATTENTION & EXPRESS Motivated to Reserved Good listener Serious Works well alone Modest Outgoing Talkative Lighthearted Gregarious Promoting This factor indicates a person’s openness in expression, transparency, and ease in relating to strangers. Page 25

Which Trait is he exhibiting?

Path6 Sub-Factor - Extroversion Serious Enthusiastic Reserved Social Quiet Verbal Serious Enthusiastic Reserved Social Quiet Verbal Strength: Reflective - Relies more on logic than emotions, will not gloss over potential problems Struggle: Pessimistic , can come across as being too serious, pessimistic and unenthusiastic Strength: Self-reliant - Comfortable operating alone, will prefer to focus on task than social interaction Struggle: Aloof , may be uncomfortable in large groups, perceived as unfriendly, cold or stand-offish Strength: Focussed and succinct in expressing thoughts and ideas Struggle: Not interactive , may be stressed making small talk with strangers or addressing a group Strength: Good Promoter , emotional, fun-loving, playful, vigorous, up-side focus Struggle: Too optimistic , over commits, makes hasty decisions Strength: Outgoing , entertaining, extroverted, sociable, energized by people Struggle: Lacks focus , being time sensitive, keeping discussions focused Strength: Talkative , not reserved, loud, persuasive, connects well with an audience Struggle: Dominate conversations , not sensitive too needs or ideas of others Page 42

Mid-Range Detached Compassionate Factor 3: Compassion QUICK ACTION & LOGIC STABILITY & COMPASSION Motivated to Eager Tough-minded Objective Questioning Thick-skinned Confronting Patient Supportive Sympathetic Understanding Sensitive Harmonious This factor indicates a person’s need for harmony, ability to be patient, and desire for stability. 1 Page 25

This factor indicates a person’s need for harmony, ability to be patient, and desire for stability. Detached QUICK ACTION & LOGIC STABILITY & COMPASSION Motivated to Mid-Range Compassionate   Factor 3: Compassion “I DON’T AGREE WITH THAT.” “I’D LIKE TO CHANGE THE WAY WE DO THIS!” “LET’S TRY TO WORK IT OUT.” “WHY DO WE HAVE TO CHANGE?” Emotional Logical

What trait is she exhibiting?

Path6 Sub-Factor - Compassion Logical Sympathetic Action-oriented Supportive Challenging Tolerant Logical Sympathetic Action-oriented Supportive Challenging Tolerant Strength: Solution orientated - Able to make difficult decisions and hold people accountable Struggle: Insensitive to the needs of others, too focused on rationally solving problems Strength: Results focus - Strong goal orientation and completing task on hand Struggle: Too logical , has to work at listening and showing compassion for others Strength: Fast paced , able to deal with confrontation, handle difficult situations & make tough decisions Struggle: Overly critical or seem unwilling to accommodate needs of others, impatient Strength: Compassionate , shows empathy & warmth, caring, merciful Struggle: Too trusting , taken advantage of, not objective in face of problems Strength: Encouraging , gets behind others, good listener, gracious Struggle: May over commit , cannot say no, fears upsetting people Strength: Patient , can accept mistakes, agreeable, harmonious, accepting, works well with others Struggle: Stressed by conflict , avoids confrontation or risk Page 43

Mid-Range Unstructured Structured Factor 4: Conscientiousness FREEDOM & FLEXIBILITY ACCURACY & STRUCTURE Motivated to Spontaneous Flexible Versatile Instinctive Quick Impromptu Organized Precise Detailed Prepared Thorough Follows rules This factor indicates a person’s need for structure, concern for details, and desire to prepare. 2 Page 25

This factor indicates a person’s need for structure, concern for details, and desire to prepare. Unstructured FREEDOM & FLEXIBILITY ACCURACY & STRUCTURE Motivated to Mid-Range Structured   Factor 4: Conscientiousness “LET’S JUST GET STARTED, WE’LL FIGURE IT OUT AS WE GO.” “RULES? WHAT RULES?” “I DON’T HAVE ENOUGH INFO TO MAKE A DECISION. “I LIKE TO KNOW WHAT THE RULES ARE.”

Which Trait is he exhibiting?

Path6 Sub-Factor - Conscientiousness Generalist Precise Improviser Organized Instinctive Achieving Generalist Precise Improviser Organized Instinctive Achieving Strength: High level - Can make broad assessments and give estimates quickly Struggle: Vague - May overlook important facts to reach a quick conclusion, or miss important details Strength: Adaptable - Responds ‘on the spot’ without planning or preparation, can improvise when necessary Struggle: Lack focus or structure and jump from one idea to another, may be unprepared Strength: Informal , willing to adjust for the situation & not overly reliant on procedures Struggle: Inconsistent - Can lack full commitment to reaching goals and waver in accomplishing desired results Strength: Accurate , exact, factual, thorough, good with details and data Struggle: Picky , sacrifice deadlines, too fixed, unrealistic expectations for self and others Strength: Orderly , being on time, scheduled, prepared, likes to follow a plan or schedule Struggle: Inflexible with time, too structured, resist change, fail to improvise Strength: Goal oriented , productive, pursues goals, single-minded Struggle: Too focused , inflexible, neglect health, family and needs of others Page 44

Mid-Range Cautious Adventurous Factor 5: Adventurousness AGREEMENT & STABILITY ADVENTURE & RISK Motivated to Prudent Minimizes risks Content Tried and true Laidback Steady Daring Takes risks Ambitious Pioneering Competitive Driving This factor indicates a person’s propensity for risk, view of life balance and willingness to take on new challenges. Page 25

Path6 Sub-Factor - Adventurousness Guarded Daring Content Ambitious Strength: Careful - tends to avoid risks, able to see the pitfalls in an idea or course of action Struggle: May resist change , and miss out on opportunities by being overly cautious Strength: Steady - Typically takes pride in being consistent, balanced life focus Struggle: May avoid challenging goals , may undervalue talents and be slow to initiate action Strength: Courageous , daring, pioneering, venturesome, takes chances Struggle: Takes unnecessary risks , sometimes does not see dangers Strength: Competitive , opportunistic, goal setting Struggle: Driven , may ignore others’ needs in order to succeed; may sacrifice a balanced life Guarded Daring Content Ambitious Page 45

Which Trait is he exhibiting?

Mid-Range Concrete Abstract Factor 6: Innovation PRACTICALITY & LINEAR LOGIC INNOVATION & CREATIVITY Motivated to Experience-based Realistic Practical Utilitarian Traditional Imaginative Original Inventive Aesthetic Novel This factor indicates a person’s approach to problem solving and creativity. 4 Page 25

Mid-Range Concrete Abstract Factor 6: Innovation PRACTICALITY & LINEAR LOGIC INNOVATION & CREATIVITY Motivated to WHAT HAVE WE DONE THAT’S WORKED IN THE PAST? WHAT’S THE MOST PRACTICAL WAY TO SOLVE THIS? THERE ARE 5 WAYS TO RE-INVENT THE WHEEL! I’M BORED! This factor indicates a person’s approach to problem solving and creativity.

Which Trait is he exhibiting?

Path6 Sub-Factor - Innovation Experience-based Imaginative Practical Resourceful Strength: Experience driven - Likes to deal with concrete issues and routine problems, based on past experience Struggle: Fixed - May rely too much on past experience and proven strategies, and get left behind Strength: Implement existing solutions, good at following routines and dealing with tangible issues Struggle: Can be stubborn about perspective and hesitate to act on new ideas Strength: Innovative , imaginative, original, artistic, new ideas driven Struggle: Easily bored , find it difficult to operate within a set of rules, or appreciate others ideas Strength: Enterprising – Comprehends theoretical ideas and develops new solutions; academic-minded Struggle: Undervalues proven methods, impatient with those who do not catch on fast Experience-based Imaginative Practical Resourceful Page 46

Dominant Extroverted RESULTS Tasks Cool Skeptical RELATIONSHIPS People Warm Trusting Structured Compassionate Unstructured Introverted Detached Compliant Results and Relationship Factors

Behavioral Continuum – Path6 1/3 1/3 1/3 Compliant Mid-Range Dominant Introverted Mid-Range Extroverted Detached Mid-Range Compassionate Unstructured Mid-Range Structured 2 1 4 3 1 2 3 4 Cautious Mid-Range Adventurous Concrete Mid-Range Abstract 6 5 5 6 Pg 29

Bell Curve Distribution 800 38 62 10% 90% percentile percentile Page 29

Intensity Exercise Look at your scores for Path4, Path6 & Path6 Sub-factors. Circle ALL your scores that are 38 or lower. Circle ALL your scores that are 62 or higher.

© 2010 RightPath Resources, Inc. Record the Total Count of of all marks. (Scores 62 or higher and 38 or lower.) This sample person has 13.

Path6 Trait Intensity COMPLIANT 20 40 60 80 Dominance DOMINANT 1 50 Traits intensify as you move left and right from center Assertive Decisive Controlling Pliable Conforming Passive 30 70 1 DETACHED C0MPASSIONATE Compassion 3 Questioning Impatient Critical Harmonious Patient Lenient 3 1 Extroversion INTROVERTED EXTROVERTED 2 Modest Quiet Distant Outgoing Talkative Uninhibited 2 2 3 STRUCTURED Conscientiousness UNSTRUCTURED 4 Instinctive Improvised Unorganized Detailed Precise Perfectionist 4 4 Innovation Adventurousness 5 CAUTIOUS Balanced Consistent Tentative Competitive Daring Brazen ADVENTUROUS 5 5 6 CONCRETE Practical Realistic Rigid ABSTRACT Original Imaginative Impractical 6 6 Page 30

Check-In

Questions about content? Questions about facilitation?

Process—Day 1 Team Session Greatest teammate/greatest leader Sandpaper person Strengths, Struggles and Blind Spots Platinum Rule Path4 Factors—explanation and illustrationBlended Profiles Results and Relationship Orientation Path6 Factors—explanation and illustrationBehavioral ContinuumIntensity exercise My Unique Profile (Path4, Path6 and Path6 sub-factors)Awesome TraitsRelationship KeysConfrontation Style Index (CSI)My Response to ChangeUnderstanding Your OppositeTeaming with Different TraitsAligning Behavior to Value OthersTeam Exercise—strengths, struggles, needs and stress pointsUnderstanding Differences to Build Better TeamsTrait Recognition TipsCoaching CardsTeam Matrix Case Studies

Path6 My Unique Profile

Path6 My Unique Profile Page 35

Path6 My Unique Profile Identify your strongest Path6 Trait (farthest + or – from 50) Use Handbook pages 38-40 to pick 3 strengths and struggles for this trait and mark in first set of boxes. Page 35

Path6 Factors and Subfactors Path6 Subfactors

Path6 My Unique Profile Page 35

Path6 Factors and Subfactors Path6 Subfactors

Path6 My Unique Profile Identify strongest 2 sub-factors (farthest + or – from 50) Use Handbook pages 41-46 to select phrases from each sub factor Page 35

Path6 My Unique Profile Page 35

Path6 Sub-Factor - Dominance Accommodating Assertive Collaborative Independent Diplomatic Blunt Accommodating Assertive Collaborative Independent Diplomatic Blunt Strength: Relaxed - Enjoys supporting the established agenda, supporting others rather than directing them Struggle: Underestimates self , can be intimidated by people and situations Strength: Consensus builder - Prefers to operate with others, good team player Struggle: Hesitant in making decisions and need a lot of direction before taking action Strength: Tactful when dealing with others, will think carefully before speaking Struggle: Too indirect, may withhold true opinions, agree and then regret it or withhold important info Strength: Self-assured , takes charge, forceful, influencing, visionary, likes to control agenda Struggle: Too forceful , may discount opinions of others, or alienate others Strength: Self reliant , confident in own abilities, prefers to operate alone Struggle: Reluctant to collaborate , uncomfortable taking direction from others, forgets that success is a team effort Strength: Direct , frank, straight forward, candid Struggle: Harsh , not diplomatic, does not think before talking Page 41

Path6 My Unique Profile (continued) Pick your top Relationship Keys ME – Path6 , from page 37 using your 2 most intense traits

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Licensed by © 2001 RightPath Resources Path6 My Unique Profile Share your My Unique Profile with Team 1 Key Strength from Path6 and/or sub-factors 1 Key Struggles ALL Your Relationship keys WE WILL DO THESE NEXT 2 TOGETHER Confrontation Style Index Response to Change

Path6 My Unique Profile Confrontation Style Index – Use your Path6 Report to fill in the scores requested, find your average and then compare to the legend at the bottom of the page. Response to Change Index – Use the change phrases to draft your own response to change . Do you like change? Do you hate change? Do you like change under certain circumstances? Pg 47-48

Assertive/Accommodating

Confrontation Style Index Based on factors/sub-factors from Path6 Report. Factor 1: Assertive (Sub-Factor) Factor 1: Blunt (Sub-Factor) Factor 2: Verbal (Sub-Factor) Factor 3: Compassion ( Factor ) Factor / Sub-factor Score Example Assertive (Sub-factor of Factor 1) 63 67 62 100-38 = 62 Total * Since the confrontation talents of Factor 3 are on the left side, we must reverse the score. To do this, subtract the COMPASSION score from 100. For example, if your Compassion score in your RightPath 6 is 38, then you subtract 38 from 100 to get 62. Subtle Moderate Intense 20 – 44 45 – 55 56 – 80 254/4 = 63.5 Blunt (Sub-factor of Factor 1) Verbal (Sub-factor of Factor 2) COMPASSION (Factor 3)* Pg 47 66

Blunt/Diplomatic

Confrontation Style Index Based on factors/sub-factors from Path6 Report. Factor 1: Assertive (Sub-Factor) Factor 1: Blunt (Sub-Factor) Factor 2: Verbal (Sub-Factor) Factor 3: Compassion ( Factor ) Factor / Sub-factor Score Example Assertive (Sub-factor of Factor 1) 63 67 62 100-38 = 62 Total * Since the confrontation talents of Factor 3 are on the left side, we must reverse the score. To do this, subtract the COMPASSION score from 100. For example, if your Compassion score in your RightPath 6 is 38, then you subtract 38 from 100 to get 62. Subtle Moderate Intense 20 – 44 45 – 55 56 – 80 254/4 = 63.5 Blunt (Sub-factor of Factor 1) Verbal (Sub-factor of Factor 2) COMPASSION (Factor 3)* Pg 47 Score 66 52

Verbal/Quiet Cauteloso Concreto Unestructurado Desinteresado Medio-rango

Confrontation Style Index Based on factors/sub-factors from Path6 Report. Factor 1: Assertive (Sub-Factor) Factor 1: Blunt (Sub-Factor) Factor 2: Verbal (Sub-Factor) Factor 3: Compassion ( Factor ) Factor / Sub-factor Score Example Assertive (Sub-factor of Factor 1) 63 67 62 100-38 = 62 Total * Since the confrontation talents of Factor 3 are on the left side, we must reverse the score. To do this, subtract the COMPASSION score from 100. For example, if your Compassion score in your RightPath 6 is 38, then you subtract 38 from 100 to get 62. Subtle Moderate Intense 20 – 44 45 – 55 56 – 80 254/4 = 63.5 Blunt (Sub-factor of Factor 1) Verbal (Sub-factor of Factor 2) COMPASSION (Factor 3)* Pg 47 Score 66 52 52

COMPASSION 4. Locate score for Compassionate/Detached, Subtract your score from 100 and record the answer in the space provided. e.g. 100 – 26 (Score for this person) = 74

Confrontation Style Index Based on factors/sub-factors from Path6 Report. Factor 1: Assertive (Sub-Factor) Factor 1: Blunt (Sub-Factor) Factor 2: Verbal (Sub-Factor) Factor 3: Compassion ( Factor ) Factor / Sub-factor Score Example Assertive (Sub-factor of Factor 1) 63 67 62 100-38 = 62 Total * Since the confrontation talents of Factor 3 are on the left side, we must reverse the score. To do this, subtract the COMPASSION score from 100. For example, if your Compassion score in your RightPath 6 is 38, then you subtract 38 from 100 to get 62. Subtle Moderate Intense 20 – 44 45 – 55 56 – 80 254/4 = 63.5 Blunt (Sub-factor of Factor 1) Verbal (Sub-factor of Factor 2) COMPASSION (Factor 3)* Pg 47 Score 66 52 52 100 – 26 = 74

Confrontation Style Index Based on factors/sub-factors from Path6 Report. Factor 1: Assertive (Sub-Factor) Factor 1: Blunt (Sub-Factor) Factor 2: Verbal (Sub-Factor) Factor 3: Compassion ( Factor ) Factor / Sub-factor Score Example Assertive (Sub-factor of Factor 1) 63 67 62 100-38 = 62 Total * Since the confrontation talents of Factor 3 are on the left side, we must reverse the score. To do this, subtract the COMPASSION score from 100. For example, if your Compassion score in your RightPath 6 is 38, then you subtract 38 from 100 to get 62. 254/4 = 63.5 Blunt (Sub-factor of Factor 1) Verbal (Sub-factor of Factor 2) COMPASSION (Factor 3)* Pg 47 Score 66 52 52 100 – 26 = 74 (66+52+52+74)/4 = 244/4 = 61 Subtle Moderate Intense 20 – 44 45 – 55 56 – 80

Confrontation Style Index SILENCE VIOLENCE Withdrawing Avoiding Masking Controlling Labeling Attacking Subtle 20 – 44 Moderate 45 – 55 Intense 56 – 80 Pg 47 Strength: Creates a collaborative environment. More likely to encourage others’ input. Struggle: May shy away from confronting an issue, as they are not usually comfortable with conflict. Strength: More able to both encourage and calm a debate as needed. Flexible. Struggle: Under pressure, they may vacillate with their opinion. Strength: Enjoys a good debate and is quick to confront an issue for resolution. Struggle: May come across as harsh and curt. May cut others off.

Path6 My Unique Profile Response to Change Index – Use the change phrases to draft your own response to change. Do you like change? Do you hate change? Do you like change under certain circumstances? Pg 48

Path6 Response to Change Pg 48 Slower to adopt change but willing Process-oriented, new processes can be intimidating Want to change others to my outlook, opinion, agenda Resist personal change unless it’s my idea or on my terms but will drive change once on board Factor 1 May initially be more comfortable with the status quo Change means more interaction with others Welcome it and are usually excited by change and new experiences Want to be part of it, want to have a say in it Factor 2 Change Impact Change Impact Change Impact Change Impact Compliant Likes agreement, team player Dominant Likes to set agenda, make decisions, direct others Extroverted Like new experiences, open, energized by contact with people Introverted Like time alone to reflect and think

Path6 Response to Change Pg 48 Enjoy the challenge of change Likes a fast pace and a shifting pace May initially resist change, like ‘the old way’ Have to gear up for change and need time to prepare and train for any new tasks Factor 3 Change makes my day! What took so long? Let’s make another change since we’re on a roll Change is slower – need advance notice Need to know why and the logic behind it Want to analyze and get it perfect the first time. Factor 4 Change Impact Change Impact Change Impact Change Impact Detached Like action, speed, and is ok with conflict Compassionate Likes kindness, harmony, and consistent pace Structured Like the planned, detailed, systematic, methodical Unstructured Like the unexpected, new, spontaneous

Path6 Response to Change Pg 48 More suspicious of change because they do not like much risk Desire more info to evaluate the change Embrace change as positive, another adventure Often change leaders Factor 5 Consider change an opportunity to improve what has already been done Resists radical change Enjoy change that allows for creativity Enjoy seeing things in new and imaginative ways Factor 6 Change Impact Change Impact Change Impact Change Impact Cautious Likes to look before they leap Adventurous Like to be daring, ambitious, takes risks Abstract Like imagination and creativity Concrete Like practical application and process improvement MidRange

Path6 Response to Change Pg 48 Slower to adopt change but willing Process-oriented, new processes can be intimidating Want to change others to my outlook, opinion, agenda Resist personal change unless it’s my idea or on my terms but will drive change once on board Factor 1 May initially be more comfortable with the status quo Change means more interaction with others Welcome it and are usually excited by change and new experiences Want to be part of it, want to have a say in it Factor 2 Change Impact Change Impact Change Impact Change Impact Compliant Likes agreement, team player Dominant Likes to set agenda, make decisions, direct others Extroverted Like new experiences, open, energized by contact with people Introverted Like time alone to reflect and think

Path6 Response to Change Pg 48 Enjoy the challenge of change Likes a fast pace and a shifting pace May initially resist change, like ‘the old way’ Have to gear up for change and need time to prepare and train for any new tasks Factor 3 Change makes my day! What took so long? Let’s make another change since we’re on a roll Change is slower – need advance notice Need to know why and the logic behind it Want to analyze and get it perfect the first time. Factor 4 Change Impact Change Impact Change Impact Change Impact Detached Like action, speed, and is ok with conflict Compassionate Likes kindness, harmony, and consistent pace Structured Like the planned, detailed, systematic, methodical Unstructured Like the unexpected, new, spontaneous

Path6 Response to Change Pg 48 More suspicious of change because they do not like much risk Desire more info to evaluate the change Embrace change as positive, another adventure Often change leaders Factor 5 Consider change an opportunity to improve what has already been done Resists radical change Enjoy change that allows for creativity Enjoy seeing things in new and imaginative ways Factor 6 Change Impact Change Impact Change Impact Change Impact Cautious Likes to look before they leap Adventurous Like to be daring, ambitious, takes risks Abstract Like imagination and creativity Concrete Like practical application and process improvement MidRange

Path6 Response to Change Pg 48 Example: I embrace change as positive and enjoy seeing things in new and imaginative ways. I want to understand the logic of change and have a clear process outlined of how we are going to change. Change takes emotional energy as it requires increased personal interaction.

Path6 Response to Change—Example 2 Page 48

Path6 Response to Change—Example 2 Page 48 Example: I am excited by change and will drive change if it is my idea, but will resist if it is not on my terms. I want to be part of change and want to have a say in the change. Often change does not occur fast enough for me.

Awesome Traits Exercise

Awesome Traits--Part 1 Groups are assigned based on traitsAssignment: Identify a creative way to share why your trait is the most awesome (skit, song, poem etc.) Trait Categories: Extroverted – Karla, Sarah Stuart Introverted – Tom, ChristianDetached – Joel, MeaghanUnstructured – Langford, Matt, Amy Adventurous – John, Zach Abstract – Sivi, Sofia, David Pg 34

Awesome Traits—Part 2 Why is your trait the most awesome?What are your key struggles? How do you like to be managed and worked with? What one struggle from another group irritates you the most? Pg 34

Sweet Spot Exercise

Sweet Spot Exercise The objective of this activity is understand how to best use your key trait(s) to coach and work with others more effectively. This means identifying and using the “sweet spot” of the trait as well as avoiding under- and over-utilizing the trait. Pg 49

People are left guessing as to where they stand with you Quietness may come across as distant or hiding something Aloofness - appears uninterested Managing Differences - Example Under-utilized Sweet Spot Over-Utilized Talks too much, and can appear uninterested in others Needs to be center of attention Perceived unwillingness to work alone Puts people at ease Easily builds rapport Good first impression Example Using the Key Trait: Engaging Pg 49

From Path6, identify your key (strongest, most intense) trait. Using the “sweet spot” diagram on page 49 describe and write the positive impact of when you best use this trait as you work with others. (sweet spot) Use pages 37 to 40 for additional help. Describe and write the impact of under -utilizing this trait as you work with others. Describe and write the impact of over -utilizing this trait as you work with others. Sweet Spot Exercise Pg 49

People are left guessing as to where they stand with you Quietness may come across as distant or hiding something Aloofness - appears uninterested Managing Differences - Example Under-utilized Sweet Spot Over-Utilized Talks too much, and can appear uninterested in others Needs to be center of attention Perceived unwillingness to work alone Puts people at ease Easily builds rapport Good first impression Example Using the Key Trait: Engaging Pg 49

From Path6, identify your key (strongest, most intense) trait. Using the “sweet spot” diagram on page 49 describe and write the positive impact of when you best use this trait as you work with others. (sweet spot) Use pages 37 to 40 for additional help. Describe and write the impact of under -utilizing this trait as you work with others. Describe and write the impact of over -utilizing this trait as you work with others. Sweet Spot Exercise Pg 49

Understanding Others

Understanding Your Opposite Page 50

Understanding Your Opposite (continued) Page 51

Understanding Your Opposite (continued) Page 51

Teaming Up with Different Traits Page 52

Teaming Up With Different Traits (cont.) Page 52

Teaming Up With Different Traits (cont.) Page 52 Find your opposite summary profile on pages 20 – 23. List the person’s greatest strengths and struggles. What’s the relationship between their strengths and struggles? Refer to Relationship Keys – Others (page 54). In which trait are you and your opposite most different? What actions could you take to improve the relationship?

Relationship Worksheet

Relationship Worksheet Page 53

Relationship Worksheet Zach – Joel John T – Meaghan Matt – Sara Steiner Christian – Langford Karla – Sofia Sivi – Sarah Stuart Amy – Tom - David

Relationship Worksheet Looking at your assigned partners Path6 profile, find the 1 or 2 factors that are the most opposite to you. Each identify and share your top 4-5 Relationship Keys from handbook page 54. On worksheet, list the critical items found that will help you relate better with this co-worker What is one characteristic you admire about this person? Knowing these things, what can you do to better work with him or her? Page 53

Donna Denny Director Profile Detailist Profile Aligning Behaviors Aligning Behaviors Aligning Behaviors to Value Others To value Denny, Minimize pressure and multiple assignments Recognize his need to work uninterrupted Acknowledge his talents for order and detail Provide a supportive environment To value Donna, Respond quickly Stay flexible Help her get closure Be up front and direct Page 56

Check-In

Questions about content? Questions about facilitation?

Process—Day 1 Team Session Greatest teammate/greatest leader Sandpaper person Strengths, Struggles and Blind Spots Platinum Rule Path4 Factors—explanation and illustrationBlended Profiles Results and Relationship Orientation Path6 Factors—explanation and illustrationBehavioral ContinuumIntensity exercise My Unique Profile (Path4, Path6 and Path6 sub-factors)Awesome TraitsRelationship KeysConfrontation Style Index (CSI)My Response to ChangeUnderstanding Your OppositeTeaming with Different TraitsAligning Behavior to Value OthersTeam Exercise—strengths, struggles, needs and stress pointsUnderstanding Differences to Build Better TeamsTrait Recognition TipsCoaching CardsTeam Matrix Case Studies

Team Dynamics

The Five Dysfunctions of a Team By Patrick Lencioni Fear of… Conflict Absence of… Trust Lack of… Commitment Avoidance of… Accountability Inattention to… Results The Role of the Leader Be Vulnerable Demand Debate Force Clarity and Closure Confront Difficult Issues Focus on Collective Outcomes

From: The Five Dysfunctions of a Team by Patrick Lencioni Absence of TRUST Invulnerability Fear of CONFLICT Artificial Harmony Lack of COMMITMENT Ambiguity Avoidance of ACCOUNTABILITY Low Standards Inattention to RESULTS Status and Ego The Five Dysfunctions of a Team

Team Case Studies

Mid-Range Accommodating Directing Martin M Lee H Chet W Frances Z Wendy P Lyle W David K Jonathan H Derek B Lee H Sam B Donald D Team Leader Patricia L Martin M Ben L Chet W Frances Z Lyle W Ben L Sam B Donald D Team Leader Patricia L Wendy P David K Jonathan H Derek B Wendy P Ben L Chet W Frances Z Martin M Lee H Donald D Patricia L Sam B Team Leader Lyle W David K Jonathan H Derek B Path4 Profile Team Matrix – Case Study A Lyle W David K Jonathan H Derek B Frances Z Sam B Team Leader Martin M Donald D Patricia L Wendy P Lee H Ben L Chet W Mid-Range Challenging Harmonious Mid-Range Spontaneous Methodical Mid-Range Reserved Engaging Pg 61

Regan P Kristen T Megan N Daniel B Ronald D Morgan W Austin F Mason H Kathryn P Megan N Ronald D Morgan W Regan P Daniel B Mason H Kristen T Don D Austin F © RightPath Resources Megan N Daniel B Ronald D Team Leader Don D Kristen T Regan P Morgan W Team Leader Don D Justin E Team Leader Justin E Kathryn P Justin E Austin F Mason H Kathryn P Don D Austin F Regan P Morgan W Mason H Justin E Kathryn P Kristen T Megan N Daniel B Ronald D Team Leader Licensed by © 2001 RightPath Resources Mid-Range Accommodating Directing Path4 Profile Team Matrix – Case Study B Mid-Range Reserved Engaging Mid-Range Challenging Harmonious Mid-Range Spontaneous Methodical Pg 62

Ed D Mary J Team Leader William T Steve Y Susan E Don B Jerry G Ronald G John F Don B Jerry G Ronald G John F Susan E Ed D William T Mary J Team Leader Steve Y Susan E John F Don B Jerry G Ronald G Mary J Steve Y Mary J Team Leader Steve Y Ed D William T Susan E Don B Jerry G Ronald G John F Ed D Team Leader William T Licensed by © 2001 RightPath Resources Mid-Range Accommodating Directing Path4 Profile Team Matrix – Case Study C Mid-Range Reserved Engaging Mid-Range Challenging Harmonious Mid-Range Spontaneous Methodical Pg 63 John F

Team Case Studies Your Team

Your Team Matrix—Step 1 Discuss What are your team strengths? How can you use these strengths? What are your team struggles? What are the needs of your team? What are your stress points? Pg 57

Your Team Matrix—Step 2 Pg 58 How will you improve… Teamwork Follower-ship Leadership

Team Scorecard Pg 71

Team Scorecard Analysis

Trait Recognition Tips

RELATIONSHIP Oriented RESULTS Oriented Trait Recognition Tips Step 1: Focus on verbal style Warm, amiable Friendly, facial expressions Expressive with inflection Open, approachable Lighthearted Cool, detached Unexpressive, poker-faced Monotone Closed Serious Pg 60

RELATIONSHIP Oriented Trait Recognition Tips Step 2: Focus on behavioral cues Energetic, talker Very friendly, engages strangers Expressive with details May change subjects often Patient, good listener Sincere, trusting Helpful, kind Diplomatic Engaging Harmonious Pg 60

RESULTS Oriented Trait Recognition Tips Step 2: Focus on behavioral cues Direct, authoritative, decisive Big-picture-oriented Opinionated, sure they’re right Initiative, like to control Very precise Detailed Cautious to get it right Hesitant but tenacious Directing Methodical Pg 60

Trait Recognition Steve Jobs Pg 60

RESULTS Oriented Trait Recognition Tips Step 2: Focus on behavioral cues Direct, authoritative, decisive Big-picture-oriented Opinionated, sure they’re right Initiative, like to control Very precise Detailed Cautious to get it right Hesitant but tenacious Directing Methodical Pg 60

Trait Recognition Pg 60 Ellen Degeneres

RELATIONSHIP Oriented Trait Recognition Tips Step 2: Focus on behavioral cues Energetic, talker Very friendly, engages strangers Expressive with details May change subjects often Patient, good listener Sincere, trusting Helpful, kind Diplomatic Engaging Harmonious Pg 60

Coaching Cards

Control FACTOR 1 Accommodating Directing IF THEY ARE GIVE THEM ENCOURAGEMENT GIVE THEM OPTIONS GIVE THEM ROOM GIVE THEM ATTENTION Interaction FACTOR 2 Reserved Engaging IF THEY ARE Your Relationship Coach

GIVE THEM ACTION…NOW! GIVE THEM KINDNESS GIVE THEM LATITUDE…space GIVE THEM DETAILS Conflict and Pace FACTOR 3 Challenging Harmonious IF THEY ARE Order FACTOR 4 Spontaneous Methodical IF THEY ARE Your Relationship Coach

Control FACTOR 1 Accommodating Directing IF YOU ARE SPEAK UP LISTEN UP OPEN UP BUTTON UP Interaction FACTOR 2 Reserved Engaging IF YOU ARE Your Self Coach

SOFTEN UP TOUGHEN UP TIGHTEN UP LOOSEN UP Conflict and Pace FACTOR 3 Challenging Harmonious IF YOU ARE Order FACTOR 4 Spontaneous Methodical IF YOU ARE Your Self Coach

Summary

Action Step What is your commitment to the Team? What will you work on to improve Team Building?

Key Points People are different.Objectivity about self and others is difficult . Profiles provide objective insights into talents and differences Strengths are our best talents. Struggles can be overcome.Differences may feel like sandpaper, but capitalizing on them is key to success.

The Goal Capitalize on differences (diversity) to build strong teams

The Challenge of Differences By nature, differences divideWe need each other shared/complementary talents teams need trust trust leads to unity Pg 59

Accept Unity and Diversity Different Talents Motivations Ideas/Interests Needs Styles Same Mission Commitment Corporate Values Opportunity/Loyalty Policies/Discipline Pg 59

Team Success T A L E N T S D I F F E R E N T RESPECT ACCEPTANCE C O M M I T M E N T C O M M U N I C A T I O N S UNDERSTANDING TRUST TRUST TRUST ALIGN ALIGN Licensed by © 2001 RightPath Resources UNITY UNITY Team Development: From Diversity to Unity to Success Team Development Pg 59

Sand Paper revisited Remember your sand paper person? Are they your opposite or more similar to you? Modifying behavior exercise Page 2

Goal Recap Understand RightPath profiles basis, guidelines, Path4 and Path6 Understand self - gain an objective viewpoint of strengths and strugglesUnderstand others - Team building - value those who are differentApply this knowledge to improve teamwork Licensed by © 2001 RightPath Resources

Questions and Discussion