CHARACTER BONDING MODULE FOR TEAMBUILDING

CHARACTER BONDING MODULE (2-HOUR SESSION)
Which styles describe your team, groups, and members now?
TOPICS COVERED:
Which character describe where you want them to be?
The Character Bonding Module provides the foundation for integrated measurement system for individual, leader, group, and team development. The Character Bonding Module (CBM) will identify 12 specific patterns of thinking and behaving which cluster into 3 general styles: Constructive, Passive/Defensive, and Aggressive/Defensive. These styles relate to the behaviour of team members and are measured by the Team Bonding Styles Inventory exercise for all participants.
Introducing The Character Bonding Module
What can this circle tell you about improving team performance?
Introducing the Character Bonding Module, the driving force behind CBM integrated system for team measurement, feedback, and development.
What makes team change happen?
People make the team. So how do you get people to work toward a better team? How do you get everybody on the same page, at the same time, moving in the right direction?
Use the same language.Whether you are measuring individual, team or team effectiveness, the Character Bonding Module provides a common and consistent language for feedback, analysis, and change initiation.
Combine Views for a Clearer Picture of TEAM BONDING CHARACTERISTICS
How can you use the Character Bonding Module to improve team adaptability and effectiveness?
Team or Group Level:
Group Styles (group-level patterns of interaction)
Acumen Team Work style (styles exhibited by individuals in team settings)
Team Level:
Team Culture (behavioural norms and expectations)
Team Effectiveness (outcomes of, and factors leading to, culture)
Culture for Diversity (norms related to diversity management)
Linked together by the Character Bonding Module, these assessments provide a structured system for taking a close look at an team to decide what’s working, what’s not, and how to fix it.
EXPLANATORY NOTES:
Constructive Styles
The Constructive styles include (11) Achievement, (12) Self-Actualising, (1) Humanistic-Encouraging, and (2) Affiliative. These styles characterise self-enhancing thinking and behaviour that contribute to one’s level of satisfaction, ability to develop productive relationships and work effectively with people, and proficiency at accomplishing tasks.
Constructive styles
Number
Name and Description
11
Achievement Based on the need to attain high-quality results on challenging projects, the belief that outcomes are linked to one’s effort rather than chance, and the tendency to personally set challenging yet realistic goals. People high in this style think ahead and plan, explore alternatives before acting, and learn from their mistakes.

12
Self-Actualising Based on needs for personal growth, self-fulfilment, and the realisation of one’s potential. People with this style demonstrate a strong desire to learn and experience things, display creative yet realistic thinking, and have a balanced concern for people and tasks.

1
Humanistic-Encouraging Reflects an interest in the growth and development of people, a high positive regard for them, and sensitivity to their needs. People high in this style devote energy to coaching and counseling others, are thoughtful and considerate, and provide people with support and encouragement.

2
Affiliative Reflects an interest in developing and sustaining pleasant relationships. People high in this style share their thoughts and feelings, are friendly and cooperative, and make others feel a part of things.


Passive/Defensive Styles
The Passive/Defensive styles are (3) Approval, (4) Conventional, (5) Dependent, and (6) Avoidance. These styles represent self-protecting thinking and behaviour that promote the fulfilment of security needs through interactions with people. However, in doing so, they interfere with personal effectiveness and negatively impact individual health and well-being.
Passsive/Defensive styles
Number
Name and description
3
Approval Reflects a need to be accepted and a tendency to tie one’s self-worth to being liked by others. People high in this style try very hard to please others, make good impressions, and be agreeable and obedient.

4
Conventional Reflects a preoccupation with conforming and “blending in” with the environment to avoid calling attention to one’s self. People high in this style tend to rely on established routines and procedures, prefer to maintain the status quo, and want a secure and predictable work environment.

5
Dependent Reflects a need for self-protection coupled with the belief that one has little direct or personal control over important events. People high in this style allow others to make decisions for them, depend on others for help, and willingly obey orders—possibly as a result of recent changes in their personal or work lives.

6
Avoidance Reflects apprehension, a strong need for self-protection, and a propensity to withdraw from threatening situations. People high in this style “play it safe” and minimise risks, shy away from group activities and conversations, and react to situations in an indecisive and non-committal way.


Passive/Defensive Styles

The Passive/Defensive styles are (3) Approval, (4) Conventional, (5) Dependent, and (6) Avoidance. These styles represent self-protecting thinking and behaviour that promote the fulfilment of security needs through interactions with people. However, in doing so, they interfere with personal effectiveness and negatively impact individual health and well-being.
Passsive/Defensive styles
Number
Name and description
3
Approval Reflects a need to be accepted and a tendency to tie one’s self-worth to being liked by others. People high in this style try very hard to please others, make good impressions, and be agreeable and obedient.

4
Conventional Reflects a preoccupation with conforming and “blending in” with the environment to avoid calling attention to one’s self. People high in this style tend to rely on established routines and procedures, prefer to maintain the status quo, and want a secure and predictable work environment.

5
Dependent Reflects a need for self-protection coupled with the belief that one has little direct or personal control over important events. People high in this style allow others to make decisions for them, depend on others for help, and willingly obey orders—possibly as a result of recent changes in their personal or work lives.

6
Avoidance Reflects apprehension, a strong need for self-protection, and a propensity to withdraw from threatening situations. People high in this style “play it safe” and minimise risks, shy away from group activities and conversations, and react to situations in an indecisive and non-committal way.


Aggressive/Defensive Styles
The Aggressive/Defensive styles include (7) Oppositional, (8) Power, (9) Competitive, and (10) Perfectionistic. These styles reflect self-promoting thinking and behaviour used to maintain one’s status/ position and fulfil security needs through taskrelated activities. Though sometimes associated with short-term success, these styles lead to stress, create conflict, and result in inconsistent performance.
Aggressive/Defensive styles
Number
Name and description
7
Oppositional Reflects a need for security that manifests itself in a questioning, critical, and even cynical manner. Though people high in this style ask tough questions that can lead to better ideas, they might also emphasise even minor flaws, usecriticism to gain attention, and blame others for their own mistakes.

8
Power Reflects needs for prestige and influence, and the tendency to equate self-worth with controlling others. People with strong tendencies toward this style dictate (rather than guide) others’ actions, try to run everything themselves, and treat others in aggressive and forceful ways.

9
Competitive Based on a need to protect one’s status by comparing one’s self to others, outperforming them, and never appearing to lose. People high in this style seek recognition and praise from others, view even non-competitive situ-ations as contests or challenges to “prove” themselves, and try to maintain a sense of superiority.

10
Perfectionistic Based on the need to attain flawless results, avoid failure, and the tendency to equate self-worth with the attainment of unreasonably high standards. People high in this style are preoccupied with details, place excessive demands on themselves and others, and tend to show impatience, frustration, and indifference toward others’ needs and feelings.

At the end of this session, all participants and groups plus the overall seminar “TEAM BONDING CHARACTERISTICS” will be analysed and established so as to assist the programme achieving its overall objectives.