Creating Positivity
•Download as PPTX, PDF•
0 likes•159 views
This document describes a simple activity to create positivity in a team. The activity involves team members gathering together and each writing one positive thing about every other team member on a paper plate stuck to their back without them seeing. The plates are then revealed and discussed to highlight the good qualities teammates see in each other. The goal is to emphasize the positive each person brings to the team, foster team spirit, and surprise individuals with how many nice things their peers can say about them. The document recommends teams try this activity to boost positivity.
Report
Share
Related slideshows
Build a Better Team: Overcoming the 5 Inevitable Dysfunctions - Bob Corcoran ...
Build a Better Team: Overcoming the 5 Inevitable Dysfunctions - Bob Corcoran ...
2013.11.27 session 3 personal interpersonal skills
2013.11.27 session 3 personal interpersonal skills
Report
Share
Recommended for you
Give Feedback
Give Feedback
The document provides tips for giving and receiving feedback within a team setting. It recommends being vulnerable by sharing what you don't know, vocalizing struggles and asking for help. It also suggests acknowledging distracting emotions, regularly debriefing projects to surface learnings, and celebrating failures to encourage risk-taking and experimentation. The overall message is that frequent, honest feedback among team members can help the team work effectively and improve.
Yes, and presentation
Yes, and presentation
The document discusses the principles of improvisation and their application to creativity and collaboration. It outlines three pillars of improv - creativity, communication, and collaboration. Seven elements of improv are also described: yes, and; ensemble; co-creation; authenticity; failure; follow the follower; and listening. Exercises are provided for each element to practice improv skills. The document argues that business and improv are similar in needing to create and work in teams under pressure.
Davis: Managing tension between generations
Davis: Managing tension between generations
In today’s news operations, "leaders" aren’t necessarily part of the traditional hierarchy. Age and experience have become less relevant. Millennials may have cutting edge skills to pass on, and veteran journalists may be reinventing themselves in ways no one expected. How do good managers create a culture that nurtures those leaders, gives them "permission" to lead, and eases the potential for tension that can arise. Jessica Davis is director of the USA TODAY Network's Digital Optimization Team. @jessicaEdavis
#newstrain#workplace#jessicadavis
More Related Content
What's hot
Build a Better Team: Overcoming the 5 Inevitable Dysfunctions - Bob Corcoran ...
Build a Better Team: Overcoming the 5 Inevitable Dysfunctions - Bob Corcoran ...HomesPro from Homes.com
This Secrets Webinars presentation, Build a Better Team: Overcoming the 5 Inevitable Dysfunctions is brought to you by Bob Corcoran. In this recorded webinar, you will discover the following:
- Why Is Culture Important?
- What Is Dysfunction?
- Design Best Culture
- Maintain Company Culture
- Building The Right Organization
- Get A CoachHow to manage your bosses
The document provides information on managing different types of bosses professionally. It discusses 5 kinds of bosses: incompetent, bully, bossy, perfectionist, and influencer. For each type, it describes their characteristics and how to deal with them effectively. The benefits of managing your boss well are outlined as improving your work environment, strengthening the relationship with your boss, and enhancing your professional skills. Overall tips are given such as understanding your boss's perspective, developing trust, and respecting their time.
2013.11.27 session 3 personal interpersonal skills
This document outlines the session 3 activities and homework for a leadership programme. Participants are asked to:
1) Complete a personal leadership plan (PLP) self-study and write reflections on a podcast about leadership.
2) Meet in home groups to discuss interpersonal skills and different leadership styles.
3) Choose an interpersonal skill to develop from the standards for middle leaders and share with the group.
4) Read assigned articles on action research and journal writing for reflection.
5) Write a critical incident for their learning journal and discuss self-evaluation and development areas in a coaching conversation.
Give Feedback
The document provides tips for giving and receiving feedback within a team setting. It recommends being vulnerable by sharing what you don't know, vocalizing struggles and asking for help. It also suggests acknowledging distracting emotions, regularly debriefing projects to surface learnings, and celebrating failures to encourage risk-taking and experimentation. The overall message is that frequent, honest feedback among team members can help the team work effectively and improve.
Yes, and presentation
The document discusses the principles of improvisation and their application to creativity and collaboration. It outlines three pillars of improv - creativity, communication, and collaboration. Seven elements of improv are also described: yes, and; ensemble; co-creation; authenticity; failure; follow the follower; and listening. Exercises are provided for each element to practice improv skills. The document argues that business and improv are similar in needing to create and work in teams under pressure.
Davis: Managing tension between generations
In today’s news operations, "leaders" aren’t necessarily part of the traditional hierarchy. Age and experience have become less relevant. Millennials may have cutting edge skills to pass on, and veteran journalists may be reinventing themselves in ways no one expected. How do good managers create a culture that nurtures those leaders, gives them "permission" to lead, and eases the potential for tension that can arise. Jessica Davis is director of the USA TODAY Network's Digital Optimization Team. @jessicaEdavis
Isn't It All Just Improv Anyway? Building Successful Relationships in the Wor...
“Isn't It All Just Improv Anyway? Building Successful Relationships in the Workplace and Community”
Anthony Auston, Richard Oberbruner, Susan Strunk
2012 Public Library Association Conference
Thursday, March 15, 2012, 2:00 - 3:15 p.m.
NEXT GENERATION LEADER
A small guide developed to address essential leadership qualities such as character, clarity, courage, coachability and competence of tomorrows leader.
Evolution Week 2 - Alignment, Feedback, Culture
The document discusses aligning teams through feedback. It introduces the Johari window model for understanding feedback and blind spots. It provides principles for giving effective feedback, including using "I" statements and making the feedback specific, goal-oriented, and understandable. It also discusses receiving feedback with an open mindset. The document outlines different contexts for feedback and emphasizes regular feedback between all team members. It provides tips for structuring constructive feedback conversations and aligning teams around a shared vision, goals, roles and cultural norms. The ultimate goal is for all team members to freely give feedback to one another.
Introduction to Dialogue
This document discusses the concept of dialogue and its importance for collaboration and innovation in the workplace. It provides definitions of dialogue, distinguishing it from discussion. Dialogue is described as thinking and working together to make sense of ideas, requiring full participation and the development of trust and understanding between people. Several exercises and activities are presented to practice key components of dialogue, such as listening without judgment, asking questions, and sharing stories to connect on a personal level. The document emphasizes that dialogue is a process of discovery that allows new understanding to emerge from respectfully holding differing perspectives.
016 grow - a coaching framework
Coaching involves encouraging people to reach their full potential through self-belief and self-development, unlike teaching which involves transferring skills and knowledge. Coaches help people improve by encouraging them to set stretch goals and develop their own action plans, and by providing neutral feedback to help people gain self-awareness and think issues through using open-ended questions. Different types of questions can increase awareness, help people think through options, or identify areas for performance improvement. Coaching focuses on developing the individual through a process like G.R.O.W that addresses goals, current reality, options, and actions.
What it means to be a facilitator - Knowledge session: what it means to be a ...
Presentation by the Innovation Agency at the Knowledge session: what it means to be a facilitator event on Tuesday 23 October at Haydock Holiday Inn.
Personal branding exercises
Personal branding exercises to be viewed with <iframe height="400" width="476" src="//www.slideshare.net/slideshow/embed_code/46347702"></iframe>
Making marking do the differentiation ncm
Making marking do some of the differentiation:
1) Students are given dedicated time to improve their work based on feedback.
2) Clear expectations are provided about how students should spend this time and why feedback is important.
3) Marking serves a formative purpose for individual learning and growth.
4) Students have an opportunity for an individual dialogue with their teacher.
5) Individualized learning tasks are created based on feedback.
Getting student feedback to do some of the differentiation:
1) Groups present their work in progress to the class for critique and feedback on solving issues.
2) Initially, some teacher input is needed to guide the feedback process.
3) Groups then finish
Ann's class
The document discusses different human resources management situations that a manager may face, including employees struggling to work together, complaints about leadership, unfulfilled promises from peers, relationship issues with a supervisee, and disconnect between upper management and front-line staff. It then asks which type of support would be most helpful in dealing with these situations: a mentor, a peer to ask questions, or having someone with more experience directly address the problem. The document provides questions to consider when facing difficult situations at work.
Evaluate to Motivate
Here are the sides from my Evaluate to Motivate speech. This speech is from the Successful Club Series manual.
Only some of my slides are notated. Enjoy!
Fields of Feels Powerpoint PDF
This document provides an agenda and guidance for holding a feelings meeting with a diverse group to develop emotional intelligence and leadership skills. The agenda includes: reviewing the history and purpose of the meeting; discussing different leadership styles using a compass model; having members anonymously tally feelings and share responses; asking open-ended questions to facilitate sharing feelings; and discussing benefits like developing emotional intelligence, leadership styles, affirmation, communication, and appreciation. The goal is to create a safe space for members to express and understand emotions within the diverse team.
A-Level Media Evaluation Question 3
James Tutt found focus groups provided valuable feedback throughout the production of their media project. They shared initial ideas and plans with a focus group and used the feedback to create a final plan. The focus group consisted of friends including the intended antagonist actor. They asked questions about areas needing improvement, such as jump scares and tension. The focus group agreed on ideas to expand what was filmed. Repeated focus group sessions thoroughly helped improve the final production by providing tips like toning down music or adding more jump scares. James learned the effectiveness of focus groups throughout the process.
How To Build Highly Functional Teams
This document discusses the importance of teamwork and identifies the five dysfunctions of a team: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. It explains each dysfunction and provides examples of behaviors that result when a team struggles with that dysfunction. For each dysfunction, it also provides suggestions for activities and processes that teams can use to build trust, have constructive conflict, make clear commitments, ensure accountability among members, and stay focused on achieving results. The overall message is that strong teamwork requires addressing these five dysfunctions.
Changing making it real
The final step in making change real involves taking action, being open to feedback, solving problems, and recognizing and celebrating successes. All these solidify the change.
What's hot (20)
Build a Better Team: Overcoming the 5 Inevitable Dysfunctions - Bob Corcoran ...
Build a Better Team: Overcoming the 5 Inevitable Dysfunctions - Bob Corcoran ...
2013.11.27 session 3 personal interpersonal skills
2013.11.27 session 3 personal interpersonal skills
Isn't It All Just Improv Anyway? Building Successful Relationships in the Wor...
Isn't It All Just Improv Anyway? Building Successful Relationships in the Wor...
What it means to be a facilitator - Knowledge session: what it means to be a ...
What it means to be a facilitator - Knowledge session: what it means to be a ...
Viewers also liked
Happiness presentation final
Positive psychology focuses on succeeding through positivity, keeping a journal of positive experiences, exercising regularly, and performing acts of service. The key message is that cultivating positivity through journaling, self-care, and helping others can help one achieve success by reversing negative thinking.
why happiness, at work?
happiness at work? yes, it's good for your employees and for your bottom line. here's why, and what you're missing if you think it's all fluff..
The Rise of the Happiness Brands
1. The document discusses the rise of "happiness brands" and how quality of life and well-being will become the primary metrics for evaluating consumer brands by 2013.
2. It argues that positive psychology will increasingly influence interactive design and that communities will form around different visions of a meaningful life.
3. Brands will be defined by how much real happiness or well-being they generate, and companies will need to become "happiness engineers" to design interactive systems that generate happiness for consumers.
Happiness at Work- the 5 Most Important Things
What are the 5 most important things for a great work environment and healthy working relationships? Is it good pay, benefits, advancement opportunities, or a great job title? The answer of what is REALLY important for happiness at work may surprise you!
Personality Lingo offers a unique method of identifying each persons personality style and the personality style of those with whom you work. Understanding and appreciating our styles authentic values, strengths and stressors if the first step to a harmonious work environment.
Learn how to facilitate this activity and much more in the Personality Lingo Basic Training Kit - Certification is optional! The Personality Lingo Basic Training Kit gives EVERYTHING a trainer needs to facilitate a 3 hour presentation including a training manual, slide show, personality test, and reproducible participant handouts.
To learn more go to: http://personalitylingo.com/personalitytrainingcertificationkit/
Happiness At Work - Hppy white paper
This white paper examines the topic of employee happiness and engagement. It discusses how employee turnover and motivation impact business metrics like revenue and culture. While compensation is an important driver of engagement, employees also value work-life balance. Some companies are trying to improve engagement through perks, workplace flexibility, and creating positions focused on talent management and happiness. Tracking engagement allows companies to identify issues and priorities for building strategies to retain top talent.
Science of Happiness Presentation
This presentation looks at the latest research on positive psychology based on "The Science of Happiness" course offered by University of California, Berkeley.
It provides helpful tips on how to create a happier and more meaningful life. Some of the main topics are "social connections", "compassion", "forgiveness" and "mindfulness".
This presentation is a part of my motivational speech to inspire people to live a meaningful and fulfilling lives aligned with their core values.
I am available to present at events, companies, and organisations.
For more information please visit:
www.consciousbeginnings.com.au
or contact me at jon@consciousbeginnings.com.au
What do we know about happiness
Slides from a seminar which I led — translated to English. Lots of important points are missing... but hey.
The Power of Happiness
Presentation from Fast Company Innovation Uncensored 11/08/2012 by Jennifer Aaker on the definition and role of happiness in our lives and work.
Happiness Presentation
The document discusses positive psychology and factors related to happiness. It notes that rates of issues like divorce, teen suicide, crime, and depression have increased significantly from 1960 to 2000. Research shows that happiness is associated with benefits like better health, relationships, job performance, and longevity. Studies found that optimistic older adults had half the heart attack rates of less optimistic peers. The document advocates cultivating optimism, gratitude, and kindness to increase happiness and resilience.
Viewers also liked (9)
Similar to Creating Positivity
Team_Building.ppt
The document provides information about team building and effective teams. It discusses the 5 stages of team development: forming, storming, norming, performing, and adjourning. It also outlines key characteristics of effective teams such as clear and achievable goals, commitment to goals, clearly defined roles and responsibilities, regard for team members, and successfully dealing with conflict. The document further discusses different types of difficult behaviors and how to deal with them, such as hostile aggressives, complainers, silent unresponsives, super agreeables, and know-it-all experts. It also provides an analogy about geese flying in a V formation to increase flying range.
The I in Team
The document provides guidance for team leaders on developing high-performing teams. It outlines key stages in team development including orientation, trust-building, goal clarification, commitment, implementation, and high performance. For each stage, it describes what members need and provides scenarios of how meetings could go well or poorly. It also provides standards for key aspects of managing a team such as creating a team identity, developing a plan, writing job descriptions, providing training, tracking performance, coaching members, and facilitating evaluation and reflection. The document is a resource for team leaders to understand how to guide their teams through different stages and ensure the components of effective team management are in place.
team building , team spirit , efficacy
Team building refers to activities that motivate team members and improve performance. It involves trust exercises, team compatibility, and common tasks. A good team leader like Steve motivates his team through appreciation and inclusion, improving their self-efficacy and willingness to take on new responsibilities. Self-efficacy is one's belief in their ability to accomplish goals and deals with challenges. It comes from mastery of tasks, role models, feedback, and psychological state, and impacts willingness to persist at difficult activities. Developing self-efficacy in students involves using achievable tasks, choice, encouragement, learning strategies, and focused feedback.
Teamwork
The document discusses teams and teamwork. It defines a team as a group of people linked by a common purpose who work interdependently towards both personal and team goals. Teams are appropriate for complicated or interconnected tasks. Effective teams have clear goals, productive structures, competent members, unified commitment, collaborative climates, understood high standards, external support, and principled leadership. Teams progress through forming, storming, norming, and performing stages as members learn to work together effectively. The results of effective teamwork can be highly accomplished.
Teamwork 101 (1)
The document discusses teamwork and effective teams. It defines teamwork as joint action by a group where individual interests are subordinate to group unity and efficiency. Effective teams have clear, specific goals; results-driven structures; competent members; unified commitment to goals; collaborative climates of trust; shared high standards; external support; and principled leadership. Teams progress through forming, storming, norming, and performing stages as they develop. Key characteristics of effective listening, communication, and respect are also outlined.
8 Working With Teams
This document provides an overview of group dynamics and team development. It discusses:
- The reasons groups are formed and how group dynamics affect how well a group works together.
- The 5 stages of team development: forming, storming, norming, performing, and adjourning.
- 9 common team roles that individuals take on in groups: leader, innovator, shaper, evaluator, expert, resource investigator, worker, completer, and team worker.
- How the ideal team composition depends on the task but generally includes a leader, thinker, and doer at a minimum.
- Factors like the team size, shared experiences, leader ability, and motivation can impact
Coaching in learning
Coaching in learning is an attempt to articulate to teach coaching as a skill rather only provide Coaching as a tool to overcome behavioral challenges and way to progress. Coaching is a life skill, that opens an individual to Life, to be curious and naturally Grow!
How to develop a team
The document outlines the stages of team development: forming, storming, norming, performing, and adjourning. In the forming stage, team members get introduced and discuss goals, timelines, skills, and roles. The storming stage is when conflicts emerge as expectations set in. During norming, members recognize each other's talents and work together toward the goal. In performing, coordination is high and the team works well together. Finally, adjourning occurs when the team completes its goal and disbands. The leader's role evolves at each stage to motivate, provide feedback, and eventually recognize and reward the team.
Sm module b part 1 self motivation
This document discusses self-motivation and different types of motivation. It begins with defining self-motivation as having the initiative to do tasks without supervision. It then discusses behaviors and characteristics of motivated individuals. The main section distinguishes between external motivation, which involves doing things for rewards, and internal motivation, which involves enjoyment of an activity itself. It provides tips for developing internal motivation such as setting goals, using creative visualization, and breaking down large tasks. The document aims to help readers understand motivation and strengthen their own motivation.
TEAM FORMATION AND TEAM CONTRACTS.ppt
The document discusses team formation and management. It describes the importance of teams and how they are more successful than individuals working alone. It discusses the different stages of team development including forming, storming, norming, performing, and adjourning. It also discusses characteristics of effective teams, types of team models, guidelines for writing team contracts, and how to manage team communications.
Exellence through people
The document discusses teams and teamwork. It defines what makes a collection of people a true team, including having a common purpose and supporting each other. Effective team leadership is participatory rather than autocratic. Developing a good team requires clear goals, the right leadership style, defining roles and skills, and an open and honest atmosphere. High-performing teams share responsibility, focus their energy on common purposes, and are greater than the sum of their individual parts.
How do you get people engaged and motivated?
You will learn proactive strategies to motivate your teams, whether they are distributed or in one location.
You will learn about the power of positive motivation and the advantages it brings.
You will discover tools that will help you motivate your team.
Teamwork 101 Training Comcast Presentation Jerome Eppinger
The document discusses teamwork and effective teams. It defines teamwork as joint action by a group working toward a common goal where individual interests are subordinate to the group. Effective teams have clear, measurable goals; results-driven structures; competent members; unified commitment; collaborative climates; understood high standards; external support; and principled leadership. Teams progress through forming, storming, norming, and performing stages as they develop. The document also discusses listening skills, communication, respect, and behavioral styles important for effective teamwork.
Leadership for iGIP
The document provides guidance on leading a team through focusing on purpose, performance, and people. It discusses setting a clear team purpose and vision, tracking key performance indicators to drive results, and supporting both the outer goals and inner development of each team member. The overall message is that an effective leader must align their team around a shared purpose, hold them accountable to high performance standards, and invest in the personal growth of each individual.
Retrospective in a kanban team april 20th 2012
This document summarizes a retrospective session facilitated by Søren Weiss with a Danish Kanban team of 8 members. The 2.5 hour session included exercises to set the scene, take the team's temperature via "hallway status", identify strengths and weaknesses through profile drawings, brainstorm improvements using a "starfish" technique, and set SMART goals with assigned guardians. Overall, the team was highly engaged and generated many ideas for process improvements before selecting 3 goals and closing with a review of the retrospective's value.
Team building ppt manisha (may & june, 2012)
The document discusses the importance of team building. It defines a team as a group of people who depend on each other to combine their skills to achieve a common goal. Effective teams have commitment to shared objectives, clear roles, open communication, rapid response to problems, and strong leadership. The document outlines several factors that are important for successful team performance, including having a strategy, clear roles and responsibilities, open communication, rapid response, and effective leadership. It emphasizes the importance of trust, empowerment, information sharing, developing team spirit, and sharing success to build a strong team. Team building activities can help develop creativity, initiative, combined effort, individual growth, and a sense of responsibility.
Team Building Presentation
The document discusses the importance of teamwork and effective collaboration. It defines what a team is and outlines the typical stages of team development: forming, storming, norming, performing, and adjourning. It also identifies key characteristics of effective teams, such as clear and achievable goals, commitment to goals, clearly defined roles and responsibilities, regard for team members, and successfully dealing with conflicts. The document provides examples of different types of difficult behaviors that can arise in teams and suggests strategies for dealing with them constructively.
Purposefully positive
The Centra system was down, causing issues for a planned online meeting. The document was an agenda for a virtual leadership training covering topics like positivity, motivation, dealing with negativity, and components of successful teams. It included quotes, exercises, and discussions of vision, change management, passion, and the power of positive thinking.
Purposefully positive
The Centra system was down, causing issues for a planned leadership presentation. The presentation focused on purposefully positive leadership, including motivating oneself and others, staying focused despite distractions, and returning favors by acknowledging others' good work. It discussed concepts like positive thinking, managing creative tension through vision and structure, and leading from the inside out by communicating an organization's purpose and beliefs. The presentation emphasized that leadership involves motivating others towards a shared goal and controlling what you can through attitude, effort and focus.
Staff Development Reference Guide
A compilation of ice breakers, team builders, and general development activities. Each activity is broken down by level (beginner, intermediate, advanced) as well as time frame, group size, and activity level.
Similar to Creating Positivity (20)
Teamwork 101 Training Comcast Presentation Jerome Eppinger
Teamwork 101 Training Comcast Presentation Jerome Eppinger
More from Kamal Tejnani
AgilOMetrics
The document discusses the development of a tool called AgilOMetric to assess an individual or organization's agile mindset. It aims to help practitioners identify where they are in their agile journey and provide guidance on areas for growth. The initial assessment includes questions regarding appropriate responses in agile situations related to scope, feedback, risk, collaboration, and developer empowerment. The results and a playbook will guide practitioners in developing a more agile mindset.
NoEstimates@iNatuix
This document discusses the NoEstimates approach to software development. It begins by defining estimates and explaining that NoEstimates is about minimizing estimates rather than eliminating them entirely. The main goals of NoEstimates are to evaluate progress in a concrete way and force teams to slice work into smaller stories. Key benefits include being faster, easier iteration planning, and minimal time spent estimating. Progress is measured by the number of "Running Tested Stories" completed. The document also covers challenges, case studies, and debates around using NoEstimates versus more traditional estimating approaches.
Fish!Philosophy
The document discusses the Fish! Philosophy, which focuses on having the right attitude at work. The philosophy emphasizes choosing a positive attitude and taking responsibility for how one responds. It advocates playing at work to foster creativity and having fun. It also stresses being emotionally present and making others feel respected through attentive communication and strong relationships. The philosophy aims to improve workplace culture by hiring and training based on attitude over just skills.
Kamal U. Tejnani-ScrumAlliance_CSP_Certificate
Kamal U. Tejnani was awarded the Certified Scrum Professional designation on November 18, 2015 by Scrum Alliance for completing their certification requirements. He is entitled to all privileges and benefits offered by Scrum Alliance until his certification expires on November 18, 2017.
Agile Tour 2015 Innovations in Agile Program Management
This is a Presentation that I made as a Co-Speaker at the Agile Tour 2015 Chennai. The topic was Innovations in Agile Program Management
AgileTour2015_InnnovationsPgmMgmt
This document discusses using checklists to improve agile program management. It provides examples from aviation, construction, and healthcare where using checklists reduced errors and improved outcomes. For agile programs, checklists can be used for pre-grooming of stories, task breakouts, regression testing cycles, and production deployments. Creating positivity among team members is also important for program success. Pre-planning and pre-grooming checklists are recommended for programs where teams lack time for planning or preparation.
Scrum and Agile Values
This is a deck I use to conduct workshops on the Scrum and Agile Values that help make Scrum implementations successful
More from Kamal Tejnani (7)
Agile Tour 2015 Innovations in Agile Program Management
Agile Tour 2015 Innovations in Agile Program Management
Creating Positivity
- 1. Simple but Powerful Activity for Creating Positivity Facilitated by Kamal Tejnani, Agile Coach
- 2. What Positivity Does ?
- 4. Step by Step Get your Team together in one room • Each person has a paper plate stuck on his back Each team member writes “only” something good/positive for the other – this is done for all the team members • Congregate and discuss what is written on each plate – have a good laugh
- 5. Feedback/Effect we got after the activity Did not know that my teammates were able to say so many good things about me
- 6. Thought behind the Activity • Team members don’t realize that others in the team can actually speak Positive about them • We are not hiding the negatives, only we are emphasizing the Positive • Fosters Team Spirit. • Don’t just read about it, Try It and give Feedback