THE DIVISION OF DIVERSITY & INCLUSION
Inclusive Team Building Session WORKBOOK
GUIDING PRINCIPLES, GOALS, & NORMS The Guiding Principles for team building participants are: We agree to take turns speaking and to not interrupt each other. We agree to come from a stance of curiosity as opposed to judgement - we agree to assume positive intentions from all involved. We agree to call each other by our first names, not "he,” "she," “they,” or worse. We will ask questions of each other for the purposes of gaining clarity and understanding and not as attacks. We agree to avoid establishing hard positions and express ourselves in terms of our needs and desires and the outcomes that we wish to create. We agree to listen respectfully and sincerely try to understand the other's needs and interests. We recognize that, even if we do not agree with it, each of us is entitled to our own perspective. We will seek to avoid dwelling on things that did not work in the past, and instead focus on the future we want to create. We agree to make a conscious, sincere effort to refrain from unproductive arguing, venting, and narration and agree to use our time in mediation to work toward what we perceive to be our most constructive agreement possible. We will speak up if something is not working for us in the mediation. We will request a break if helpful.
The Norms of this team-building session are: Listen. Listen and observe with attention. Question. Ask clarifying questions and question what you see. Be Confidential. Keep our discussions confidential when it is merited. Suspend Judgement. Suspend making judgements and assumptions.
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B.R.A.V.I.N.G.:
COMMUNICATION STYLES
"When we have the courage to walk into our story and own it, we get to write the ending. And when we don't own our stories of failure, setbacks, and hurt -- they own us." - Brene Brown
EXERCISE #1 This exercise is designed to aid teams in navigating interpersonal dynamics, and is a tool that can help us better understand our colleagues' work styles. By offering an explicit description of our personal values, requirements to build trust, and communication style, we can shorten our peers' learning curve in better understanding how we work. After watching Brene Brown's 'B.R.A.V.I.N.G' Trust Video, please answer the questions below. 1. What letter in the BRAVING acronym resonates with you most on how you build trust with a colleague? Describe why below. 1. Select your favorite letter of the braving acronym and briefly describe why it is your favorite below. 2. What letter of BRAVING if not upheld by a colleague can cause you to lose trust? Describe why below. 1. Select your favorite letter of the braving acronym and briefly describe why it is your favorite below. 2. Select the letter that you struggle with most and briefly describe why below. 3. Which of letter of BRAVING do you most struggle with upholding in the workplace? Describe why below. 1. Select your favorite letter of the braving acronym and briefly describe why it is your favorite below. 2. Select the letter that you struggle with most and briefly describe why below. 3. What are a few things that people might misunderstand about you? How do you wish you were understood in those moments. 4. How might your coworkers assist you or support you in improving your commitment to upholding that letter you identified struggling with in the workplace?
REFLECTIONS:
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SHARE YOUR STORY "While vulnerability is the birthplace of many of the fulfilling experiences, we long for in life – love, joy, creativity, and trust to name a few – the process of regaining our emotional footing in the midst of struggle is where our courage is tested and our values are forged.” (p.xviii, Rising Strong)
EXERCISE #2 This activity provides a forum for employees to share their full, authentic selves with their colleagues in an effort to build trust and promote transparency. Break into (3) teams. Share responses to the (1) values and trust prompt and the (2) communication styles prompt from your personal user manual. 1. What are some common themes you identiifed across your group members?
1. Select your favorite letter of the braving acronym and briefly describe why it is your favorite below. 2. What is (1) thing you learned about each of your group members? Describe them below.
SELF REFLECTION:
ASSESS YOUR WORK ENVIRONMENT
EXERCISE #3 For each line below, circle the answer that best reflects your work environment 1.
warm
friendly
cold
unfriendly
2.
polite
helpful
rude
unhelpful
3.
pleasant
cooperative
unpleasant
uncooperative
4.
professional
respectful
unprofessional
disrespectful
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WORKPLACE CIVILITY: Â R E - A S S E S S I N G
MY WORK ENVIRONMENT
"Integrity is choosing courage over comfort; It's choosing what's right over what's fun, fast, or easy; and it's practicing your values, not just professing them. You can't get to courage without rumbling with vulnerability. Embrace it." - Brene Brown
EXERCISE #4 Using (3) sticky notes, please write down (2) examples of inappropriate workplace conduct that leads to workplace conflict. Using (3) sticky notes, please write down (2) emotions you experience during workplace conflict. After, please list a brief description on why you feel that way during conflict. Please use "I" statements to describe your emotions.
Example of Inappropriate workplace conduct #1: When _______________ ___________ occurs in the workplace, I believe it creates workplace conflict. How do you believe it makes others feel?
Example of Inappropriate workplace conduct #2: When _______________ ___________ occurs in the workplace, I believe it creates workplace conflict. How do you believe it makes others feel?
Emotion #1: I feel _______________ when conflict occurs. The effect has been ________________ on me. Why?:
Emotion #2: I feel _______________ when conflict occurs. The effect has been ________________ on me. Why?:
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GROUP REFLECTION: D E F I N I N G
VALUES
"Living into our values means that we do more than profess our values, we practice them. We walk our talk-we are clear about what we believe and hold important, and we take care that our intentions, words, thoughts, and behaviors align with those beliefs.” Dr. Brene Brown
EXERCISE #5 After watching Brene Brown’s Blaming video, please use the list of values to the left to answer the questions below. 1. DEFINING VALUES: What are the (2) values that guide how you engage with others in the workplace?
1. Select your favorite letter of the braving acronym and briefly describe why it is your favorite below. 2. GROUP EXERCISE: Within your group, collectively choose (3) values that represent how your unit can engage in a civil environment. Please write them below.
TALENT ACQUISITION:
CIVILITY CODE
1. As a unit, select a set of (5) values you will all agree to uphold and write those below. a. Value #1: b. Value #2: c. Value #3: d. Value #4: e. Value #5: 1. As a unit, select a set of (5) values you will all agree to uphold and write those below. 2. For each of the values above, agree to (1) accountability mechanism for each value. Please write your accountability mechanisms above next to each value.
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CHECK IN:
SELF REFLECTION
We acknowledge that (1) this session may impact different people differently, and (2) we are delivering content that may be sensitive. We suggest taking this opportunity to mentally check-in with yourself and evaluate how you are feeling. Where are you on this rollercoaster?
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GROUP REFLECTION CONTINUED: Â C I V I L I T Y
IN ACTION
"The findings from the research are clear: We can't live into values that we can't name AND, living into values requires moving from lofty aspirations to specific, observable behaviors.� Dr. Brene Brown
EXERCISE #6 Break into (2) groups: one will think through 'Meeting Norms' and the other will think through 'Group Projects.' Focus on the first value from the Civility Code (bottom of pg. 8) and identify behaviors you believe would (1) support that value and (b) positively contribute to your culture. Write one behavior per sticky note.
1. After taking a gallery walk, please write the common behaviors identified by the group for each civility code value below. Value #1:
Value #2:
Value #3:
Value #4:
Value #5:
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CASE STUDY:
CONNECTING ACROSS DIFFERENCE
Kathy and Justin work on a team together in the Human Resources department. Generally, Kathy and Justin’s interactions are cordial, but it seems that Kathy tends to speak over Justin during some of the team meetings. Justin knows that Kathy often says her communication style and interactions are a result of ‘cultural differences,’ and that individuals in the office just don’t understand her background but isn’t as upset when Jordan speaks up. EXERCISE #7 Using our 3 Step Approach to Bridging the Gap, how would you proceed if you were Justin?
1. RECOGNIZE differences and ask for your teammate's perspective.
1. RECOGNIZE differences and ask for your teammate's perspective. 2. RESPECT differences and adapt your own views.
1. RECOGNIZE differences and ask for your teammate's perspective. 2. RESPECT differences and adapt your own views. 3. RECONCILE differences by applying knowledge and empathy.
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OUR COMMITMENT
PLEDGE Senior leadership has proclaimed that diversity, inclusion, and belonging are fundamental to the mission of UTSW.
It is our collective responsibility to advance this institutional commitment as ambassadors for UT Southwestern.
We pledge to use the tools provided in this workshop and guidebook to take personal responsibility and ownership of the workplace environment.
We pledge to bring out full, authentic selves to the workplace and engage in trust building and empathy to build connections with those on our team.
We pledge to remain a life-long learner of diversity and inclusion.
We pledge to consult the Division of Diversity and Inclusion on any questions or concerns.
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CONFLICT RESOLUTION AGREEMENT _________________________________________________________________________________ _________________________________________________________________________________ _________________________________________________________________________________ _________________________________________________________________________________ _________________________________________________________________________________ _________________________________________________________________________________ _________________________________________________________________________________ _________________________________________________________________________________ _________________________________________________________________________________ _________________________________________________________________________________ _________________________________________________________________________________ _________________________________________________________________________________
Accountability Mechanism(s):_______________________________________________________
Check in Date: _____________
We agree to honor this resolution by accepting the decision written above. We will do our best to live up to the resolution. If for any reason the Resolution Agreement is not followed or breaks down, the employee(s) may return to mediation or proceed with other available internal/external options.
Signed: _________________________________________________ Date: __________________ Signed: _________________________________________________ Date: __________________ Signed: _________________________________________________ Date: __________________ Signed: _________________________________________________ Date: __________________
EXIT CARD i LIKED ...
I WISHED ...
I WONDERED ...
1. On a scale of 1 to 5, how would you rate the effectiveness of the presentation?
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2. On a scale of 1 to 5, how would you rate the effectiveness of the activities?
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3. Which of the concepts/strategies presented today will you implement in your workplace?
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4. What did you hope we would have covered that we did not?
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CARD IT X
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