For faculty and staff

MU Self-Directed Extension Team definition (PDF)
MU Self-Directed Extension Team Boundary Conditions (PDF)
A self-directed team will perform best if it understands the expectation of MU Extension leadership, can interact with it about the expectations, and agrees with the expectations. “Boundary conditions” can help provide management expectations, add clarity and definition to possible team actions, and help teams in development of action plans.
Self-Directed Team Charter Guidelines (PDF)
A charter is a guideline that helps Extension’s team members understand the purpose and function of any team. A charter is similar to a job description for an entire team. It provides structure for how a team operates, who its members are, and what responsibility the team has to the organization, to the team, and to each other. Regardless of the size, duration, and purpose of a team, a charter will be helpful for team focus and productivity.
Biography of session facilitator: Susan Halbert (DOC)
Presentation by Michael Ouart and Bev Coberly. "The Move to Self-Directed Work Teams" (PDF)

Stages of SD Team development (PDF)
Every team goes through distinct stages during formation and as group work proceeds. These stages need to be repeated to a certain degree every time members join and leave the group. These stages are predictable and necessary.
Success Factors for SD Teams (PDF)
Coaching Is Everyone's Business (PDF)
Are you keeping up with the tasks in front of you? Do you need help jump starting your work on the team beyond today’s “status quo?” Are you working with a team member who could benefit from developmental or performance coaching? In the complexity of today’s workplace needs and with the emphasis on multitasking anyone’s work can become overwhelming! Here’s how coaching can help.
Relationship Building (PDF)
Worksheet
The Shape of Work to Come (PDF)
Worksheet
What is Resistance and Why Should I Care? (PDF)
Nearly two-thirds of all major changes in organizations fail. Resistance is any force that slows or stops movement. It is not a negative force nor are there "resistors" out there just waiting to ruin our otherwise perfect intervention. People resist in response to something. Something that we (or our clients) are doing evokes a reaction that we call resistance. The people resisting probably don't see it as resistance; they see it as survival.
Workplace Trust (PDF)
Guided Discussion. In new group formation fears and concerns are natural, sometimes based on past history and sometimes because someone is not well known to others.

Contact
Shelley Bush Rowe, BushS@missouri.edu
Don Nicholson, NicholsonD@missouri.edu