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Implement some of the logistical norms into staff meetings

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Mindful of equitable work load: Guilty of putting too much on plate. How to better set boundaries.

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Fernando: My most formative career experience was when I first came into the NPS through the SAMO Youth program. It opened my eyes to careers in conservation and allowed me an opportunity to exercise and build skills I didn't even have or know I could grow. The program leads and park staff were very welcoming and interested in learning from me just as much as I learned from them. I felt like a part of the staff/term very early on.

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Shalini: I had a team brainstorm session the first month I started a new position to plan annual goals and ideas for the next 3-5 years. It was nice to hear perspectives, get direction, and have a clear view of the future. Team building was a result of this session as well as a way to get to know the team, interests in ways we can improve on our work, and ideas for trainings/next steps/team goals. 

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Shalini: I had a team brainstorm session the first month I started a new position to plan annual goals and ideas for the next 3-5 years. It was nice to hear perspectives, get direction, and have a clear view of the future. Team building was a result of this session as well as a way to get to know the team, interests in ways we can improve on our work, and ideas for trainings/next steps/team goals. 

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Sheri:  We had a super tight IEV team when I was at MORA.  I learned how to work collaboratively on strategic planning.  It was very rewarding to see how everyone helped implement the strategy over the years. 

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Sheri:  We had a super tight IEV team when I was at MORA.  I learned how to work collaboratively on strategic planning.  It was very rewarding to see how everyone helped implement the strategy over the years. 

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Working as a campus ambassador (part-time job). The retreats we had were very useful for team building but also for building our professional competencies. It helped us work better individually and as a team. (We used activities that help yourself personally and professionally). I think that getting to know team members as individuals rather than coworkers helps build stronger relationships and ensures better work ethic.

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Discuss the suggestions in the larger group and decide as a group which ones the team can support and adhere to.

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We broke out into 3 smaller groups and reviewed a synthesis of the results of the forms survey.  Then we thought of behaviors (good and bad) in any team we've worked in.  We talked about and wrote out the behaviors that would contribute to our success (things to do and things to avoid) on the Padlet.

After the breakout, we felt that time went too fast, it was hard to keep it concise.  We grouped similar stickies together.  We identified ideas that need further clarification.

ACTION:  things will need to be refined and we should discuss the definitions.
ACTION:  We need to create buckets for simplification and organize the stickies.
ACTION:  Identify the behaviors we want to adopt and avoid.

We then began to discuss things that we are noticing about the ideas:
Mindful of equitable work load: Guilty of putting too much on plate. How to better set boundaries.
Respect: Subjective, deserves it's own conversation.
The importance of getting to know each other.
The importance to create space to discuss impacts.

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The intended products/outcomes from this session:  A document/list with group norms/agreements that we can use and adhere to while working together in the future.

How did we do?  It was a great start.  It primed my thinking.

What are next steps?
There's more to be discussed and refined.  We can circle back to these steps and ACTIONS in the notes.
Continue to refine, organize, and group (Nancy volunteered).
Discuss during staff meetings or a whole other retreat.
Have a link in our staff meeting notes where we link back to the Team Norms.

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Nancy: Somewhat early in my NPS career, I served as the Education Manager for the Crissy Field Center (CFC). CFC had just opened so we were a newly formed team. The team was made up of NPS staff and Golden Gate National Parks Conservancy staff working side-by-side; we quickly learned that we had very different organizational cultures and working styles. The CFC managers had us participate in a series of team building meetings and retreats to build understanding and cohesion. I learned a great deal about my own assumptions of how to work within an organization and also the important role of organizational culture in driving team dynamics and work processes.

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- Click the little pink "+" on the bottom right hand corner.
- A window will pop up, where you can post on the "Subject line" and/or the "write something" box below it.
- When you are satisfied with your post, click the pink "publish" button on the top right of the text box.
- To edit or delete, click the three dots on the upper right corner of your post, and select "delete"
- Hold down on the box to move it around

Happy Posting :)

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Warm-up reflection (5 min)

Group Agreements (5 min)

Team Norm Brainstorm (15 min)
Team Norms Discussion (30 min)

Closing:  (5 min)

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Team norms are a set of agreements about how [team] members will work with each other and how the group will work overall. 

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Team norms are a set of agreements about how [team] members will work with each other and how the group will work overall. 

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For our team’s purpose: We will identify and discuss behaviors and actions conducive to our working style and talk about how we want to operate together.

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As a team, discuss what taking ownership of norms looks like? Determine how we want to use this list and what action and accountability can look like for future meetings.

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Making space space to air out impact

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Equity in shared workload creates an equitable work environment!
Equal collaboration and being mindful of how much work is on other's plates.

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Acknowledge people for who they are and their value - both at work and otherwise

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Asking for understanding, not immediate criticism

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Respect

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Be mindful of body language

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Opportunities to connect and get to know each other

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Accommodation and support; being sympathetic, having sympathy for others; understanding that folks have a lot more going on than just their job

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Offer help

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Know your intent and own your impact (and allow space to discuss the impact).

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Expect non-closure on weighty issues; Providing more space and time-Allow for go-backs

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Can't be word smiths all the time, don't be afraid to express what thinking and feeling

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Logistics: allow for bio break

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unhealthy communication; indirect aggressiveness; not confronting the "ouch"; i.e. criticizing colleagues to other people on the team rather than directly going to you or the source

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Healthy and constructive conflict

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Being collaborative; allowing us to feel comfortable reaching out to each other

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Respect

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Be vulnerable

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Ask for help when needed

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No gossiping

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Ask for clarification when needed.

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Visually separate out general and logistical from how we engage one another. Ultimately putting on a document we all have access to.

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Team norms are a set of agreements about how [team] members will work with each other and how the group will work overall. 

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Team norms are a set of agreements about how [team] members will work with each other and how the group will work overall. 

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For our team’s purpose: We will identify and discuss behaviors and actions conducive to our working style and talk about how we want to operate together.

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Group agreements are rules, intentions, or guidelines for behavior and interaction that are communally formulated and agreed upon.

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Group agreements are rules, intentions, or guidelines for behavior and interaction that are communally formulated and agreed upon.

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For our team, we will plan to form agreements specifically for this session on norming. These agreements will help communicate what we need to participate fully in this session. These agreements will be established before our norming activity.

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Jess: The Yosemite Leadership Program was a leadership development program I was part of in University. The coordinators of the program took time to check in with me and made me feel welcomed by providing opportunities to let me express my voice and talents. It made me feel capable of leading change and that the qualities about me that used to make me insecure were actually strengths and it highlighted the way compassionate leadership could transform teams.

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Jess: The Yosemite Leadership Program was a leadership development program I was part of in University. The coordinators of the program took time to check in with me and made me feel welcomed by providing opportunities to let me express my voice and talents. It made me feel capable of leading change and that the qualities about me that used to make me insecure were actually strengths and it highlighted the way compassionate leadership could transform teams.

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Reflect on a formative team-related experience you had in your professional life. Consider what you learned, what you were introduced to, or what you took away from that experience. What about the experience made it positive for you?

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1. Step Up/Step Back
2. It's okay to be raggedy
3. Be fully present
4. Right to pass
5. Respect confidentiality
6. Stay on topic
7. Exercise wonder
8. Speak with intentionality
9. Work towards common goal
10. Be open and communicate
11. Assume positive intent
12. Great minds think different
13. Speak your truth
14. Own and address the impacts of our actions and words
15. Have fun.

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Group Agreements we would like to Highlight: (5min)

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Group Agreements we would like to Highlight: (5min)

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We reviewed the 15 Group Agreements identified in our Retreat.  We can add additional items to this list.

Ideas that are Missing:  1)  How to approach "ouches" and discomfort (one on one?) and whether we want to go deeper.  We can table this for now and come back to it for a Team Norm or later discussion about Accountability to our Group Agreements.  2) Being respectful could be added, and applied to our approach to the "ouches".  Later we will discuss implementation.

Group Agreements to Highlight:
Exercise Wonder. Be curious together
Know what environment we work best in

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Team Norms Brainstorm: (10 min in Breakout) 5 minute larger group

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Team Norms Brainstorm: (10 min in Breakout) 5 minute larger group

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Reflecting on your responses of good/bad team experiences, please write out a list of 4 behaviors that would contribute to the current team’s success using the pre-made boxes below.

Behaviors/norms can be healthy behaviors to adopt and/or unhealthy behaviors to avoid.

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No Passive Aggression

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Logistics: Turn on Camera in meetings