Team Leadership 200607 REPORT

2006-2007 UNIVERSITY OF CALGARY LEADERSHIP (UCL) PROGRAM
ASSESSMENT REPORT ON TEAM LEADERSHIP WORKSHOPS
Prepared by:
J.T. Gomes, Coordinator, Assessment and Retention Studies
A.L. Sheppard, Coordinator, Student Leadership Programs
Office of the Student Experience (OSE)
April 2007
Office of the Student Experience (OSE)

University of Calgary
Science A, Room 144
2500 University Drive NW
Calgary, Alberta T2N 1N4
Phone: (403) 220.2277
www.ucalgary.ca/ose
2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP
TABLE OF CONTENTS
Page
EXECUTIVE SUMMARY
iii
1.0
INTRODUCTION AND DESCRIPTION OF THE UNIVERSITY OF

CALGARY LEADERSHIP (UCL) PROGRAM
1.1 Description of the UCL Team Leadership Program and Program

Outcomes
2.0
HOW THE UCL LEADERSHIP WORKSHOPS WERE ASSESSED
3.0
FINDINGS FROM THE UCL TEAM LEADERSHIP WORKSHOP

ASSESSMENTS
3
3
3.1 Team-building & Group Development

4
3.2 Group Facilitation
5
3.3 Conflict Resolution
6
3.4 Understanding Motivation
8
3.5 Facilitating Change
4.0
CONCLUSIONS AND RECOMMENDATIONS
Appendix A:
Appendix B:
Appendix C:
Appendix D:
Appendix E:
Team-building & Group Development Workshops Comments

Group Facilitation Workshops Comments
Conflict Resolution Workshops Comments
Understanding Motivation Workshops Comments
Facilitating Change Workshops Comments
LIST OF FIGURES
Page
Figure 1
Effectiveness of the Team-building & Group Development

Workshops
Figure 2
Effectiveness of the Group Facilitation Workshops
Figure 3
Effectiveness of the Conflict Resolution Workshops
Figure 4
Effectiveness of the Understanding Motivation Workshops
Figure 5
Effectiveness of the Facilitating Change Workshops
3
4
6
7
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ii
EXECUTIVE SUMMARY
In fall 2006 and winter 2007, individual assessments of workshops were conducted by the Office of
the Student Experience (OSE) for each of the Personal and Team Leadership programs.
Workshop participants were given two-page self-completion questionnaires at the end of each
session. At total of 315 responses were collected over all the Personal Leadership workshops,
and 153 responses were collected from the Team Leadership workshops. Results of the
assessment of the Team Leadership workshops are presented in this report. Findings about the
Personal Leadership program are presented in a separate OSE report. Both reports are publicly
available from the OSE website (www.ucalgary.ca/ose). The Team Leadership program is
composed of workshops in five areas of leadership: Team-building & Group Development; Group
Facilitation; Conflict Resolution; Understanding Motivation; and, Facilitating Change.
Summary of Findings and Suggestions for Improving the Workshop
Very positive ratings were given to all the workshops by the students who participated in the
Team Leadership Program. Almost all survey respondents agreed that they learned a lot from the
workshops, and that they acquired skills and knowledge important to the development of
successful leadership. Additionally, many respondents wrote that the workshops were a great
experience and fun. Students noted, in particular, that they most enjoyed the various workshop
activities and the group interaction. Students appreciated exposure to new ideas and learning
about new perspectives. Effective and engaging facilitators are an important part of the workshops
and numerous respondents made positive comments about their facilitator. Findings from the
assessment survey indicate that the Team Leadership program outcomes have been successfully
met by the workshops. Descriptions of the program and list of the outcomes can be found in the
OSE website (www.ucalgary.ca/ose). A summary of findings is presented below.
Team-building & Group Development (n=13 survey respondents)
All 13 respondents indicated they gained a gained a good understanding of the roles
people play in teams, and that the workshop provided them with an understanding of teambuilding.
Almost all (92%) students agreed or strongly agreed they identified stages of group
development.
Only 62% indicated they could identify strategies to solve common team challenges;
however all of those who did not agree had indicated a neutral response.
Over three-quarters (77%) of the students agreed or strongly agreed that they enjoyed the
workshop, and 85% indicated they learned a lot from the session.
Most of the comments about skills gained in the workshops related to learning about team
development, managing effective teams.
Group Facilitation (n=99 survey respondents)
Almost all of the students agreed or strongly agreed that through the workshop they gained
a strong understanding of the role of a facilitator (97%).
As well, almost all (96%) indicated they identified tools that are used in group facilitation,
and that they could identify strategies to facilitate effective meetings (93%).
The large majority of respondents (84%) felt they achieved a better understanding of
learning styles.
The large majority (83%) of students enjoyed the workshop, and just over three-quarters
(77%) indicated they learned a lot from the session.
Comments about skills acquired in the workshop referred to organizing effective meetings,
dealing with challenges of facilitating diverse groups of individuals, and responding to
difficult people. Respondents also commented on skills on how to increase participation
from individuals, identify different learning styles, and match learning styles to activities.
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iii
Conflict Resolution (n=13 survey respondents)
All of the respondents indicated they gained a good understanding of conflict, and that they
identified strategies that can be used to resolve conflict in a team.
A large majority (92%) of the students learned the relationship between power and conflict,
and had a good understanding of the sources of conflict.
A large majority (92%) of respondents enjoyed their session, and 82% agreed or strongly
agreed that they learned a lot.
Comments about skills acquired in the workshop related to being able to handle conflict and
reach agreement, and being able to identify and understand conflict.
Understanding Motivation (n=11 survey respondents)
All of the respondents agreed or strongly agreed that the workshop provided them with a
good understanding of motivation theory, and that they were able to identify strategies for
motivating teams.
The large majority (91%) indicated they had identified strategies for giving feedback and
rewards, and that they could identify different motivation strategies and how they relate to
leadership style.
All 11 respondents enjoyed their session, and all agreed or strongly agreed that they
learned a lot.
Comments about skills gained in the workshop related to identifying different motivation
strategies and learning how to motivate people, and more generally, learning about
motivation theories.
Facilitating Change (n=17 survey respondents)
All of the respondents agreed or strongly agreed that they had a good understanding of the
sources of resistance to change, and that the workshop provided a good understanding of
the importance of managing change as a leader.
A large majority (94%) agreed or strongly agreed that they learned strategies for
succession planning, as well as strategies for responding to resistance to change.
All of the respondents enjoyed their session, and agreed or strongly agreed that they
learned a lot.
Comments about skills gained in the workshop referred to how to encourage change,
manage change, and respond to resistance.
With respect to suggestions related to how the workshops could be improved, many of the
respondents simply wanted more of what they identified as the most positive aspects of the
workshops namely, more activities, including role playing, more discussion of concepts
introduced in the workshop, and more group interaction.
Program Assessment
A program assessment questionnaire was developed for each of the five workshops. The
question items were primarily based on the UCL Team Leadership Program Overview of Learning
Outcomes in order to obtain data related to the various knowledge and skills areas of team
leadership. The survey was composed of Likert-type questions about the students experiences
and learnings, as well as open-ended questions to find out peoples attitudes about the workshops
and suggestions on how to improve the sessions. A two-page self-administered questionnaire was
completed by each student at the end of the workshop. Participation in the survey was voluntary
and students were not asked for personal identification information in the questionnaire.
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1.0
INTRODUCTION AND DESCRIPTION OF THE UNIVERSITY OF CALGARY

LEADERSHIP (UCL) PROGRAM
The Office of the Student Experience (OSE) strives to support the academic and social
experience at the U of C, while recognizing the unique developmental needs of students at the
different stages of their University experience.
At the individual level, the development of leadership skills is essential to success in life,
both personally and professionally. The creation and maintenance of healthy communities also
depend on leadership ability - they require people who willingly take on the responsibility of
facilitating positive change. But whether we choose to focus on global issues or work to become
leaders in our own lives, leadership skills are the key to achieving our goals. The OSE supports
U of C students in the development of their leadership potential through a formal leadership
training program (UCL) and by providing hands-on leadership opportunities on campus.
1.1
Description of the UCL Team Leadership Program and Program Outcomes
University of Calgary Leadership (UCL) Program is the University of Calgary's formal

leadership training program. This non-credit certificate program is free for all U of C students
and is meant to supplement academic experience. UCL is comprised of three different levels
focusing on personal, team and community leadership. The personal leadership tier explores
self' and gives participants the opportunity to examine their individual values and skills, as well
as their unique style of leadership. Team leadership focuses on leadership in teams by
examining the skills and qualities essential to working in groups and uniting them under a
shared goal or vision. The community leadership tier is currently in development and will focus
on leadership within the broader perspective of community.
The UCL program in Team Leadership explores the skills necessary to lead teams
effectively. Interpersonal skills are key leadership skills because leaders must be able to
inspire, motivate and collaborate effectively with others. The program consists of a series of five
workshops and a reflection component. Program outcomes are:
Team-building & Group Development
Understand the nature of a team
Learn how to create a cohesive team
Identify key elements of effective teams
Identify common roles people play in teams
Understand the stages in group development
Learn how to deal with common team challenges
Group Facilitation
Identify the roles of a facilitator
Understand different learning styles
Learn strategies to gain participation
Learn how to deal with common facilitation challenges
Learn how to run effective meetings
Conflict Resolution
Understand the nature of conflict and power
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Identify common sources of conflict

Learn the steps in diagnosing the cause of a conflict
Learn strategies to deal effectively with conflict
Understand the impacts of conflict on individuals, teams and organizations
Learn how to approach conflicting values
Understanding Motivation
Understand the importance of motivation in leadership
Learn different theories of motivation
Identify different motivation strategies and how they relate to leadership style
Learn how to work with varied motivations within a team
Learn feedback and reward strategies
Facilitating Change
Understand the importance of managing change effectively in leadership
Identify the nature and source of resistance
Learn how to respond to resistance
Learn strategies for succession planning
Learn how to initiate positive change
UCL workshops are facilitated by University staff with expertise and experience in the
areas of leadership, community development, team-building, group facilitation, and many
others. The format of the workshops is interactive and discussion-based.
Completion of the UCL Team Leadership program requires participation in each of the
five workshops, a written reflective essay and a post-program leadership self-assessment.
Students who meet these requirements will be presented with a University of Calgary
Leadership Certificate in Team Leadership'.
2.0 HOW THE UCL LEADERSHIP WORKSHOPS WERE ASSESSED

At the end of each workshop participants were handed a two-page self-completion
questionnaire, which took only a few minutes to complete. The questionnaire was designed in
order that OSE would be able to assess the success of the workshops in achieving selected
program outcomes as well as gather some general information related to satisfaction with the
workshop and suggestions for improving and developing the sessions. A program assessment
questionnaire was developed for each of the five workshops. The question items were primarily
based on the UCL Team Leadership Program Overview of Learning Outcomes in order to
obtain data related to the various knowledge and skills areas of team leadership. The survey
was composed of Likert-type questions about the students experiences and learnings, as well
as open-ended questions related to attitudes about the workshops and suggestions on how to
improve the sessions.
Participation in the survey was voluntary and students were not asked for personal
identification information in the questionnaire. The questionnaires were collected by the
facilitator. The responses were analysed in OSE using SPSS and MS Excel.
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3.0 FINDINGS FROM THE UCL TEAM LEADERSHIP WORKSHOP ASSESSMENTS
3.1 Team-building & Group Development

A total of 13 respondents completed an assessment questionnaire. As shown below in
Figure 1, almost all students felt they benefited from their workshop on Team-building & Group
Development. All of the students agreed or strongly agreed that they gained a good
understanding of the roles people play in teams, and that the workshop provided them with an
understanding of team-building. These items relate to three important program outcomes of
identifying common roles people play in teams, learning how to create a cohesive team, and
identifying key elements of effective teams. Another program outcome, identifying the stages of
group development, was achieved by 92% of workshop participants. The program outcome
related to learning how to deal with common team challenges was met by a somewhat lower
proportion of students who agreed or strongly agreed that they could identify strategies to solve
common team challenges (62%) all of those who did not agree had indicated a neutral
response. When asked about the workshop overall, over three-quarters (77%) of the students
agreed or strongly agreed that they enjoyed the workshop, and 85% indicated they learned a lot
from the session.
FIGURE 1
EFFECTIVENESS OF THE TEAM-BUILDING & GROUP DEVELOPMENT WORKSHOPS
15.4%
I learned a lot from this

workshop
69.2%
15.4%
30.8%
I enjoyed this workshop
Strongly Agree
46.2%
23.1%
Neutral/NA
I have identified strategies I

can use to solve common
team challenges
I can identify the stages of
group development
23.1%
38.5%
38.5%
76.9%
15.4%
7.7%
I gained a good understanding

of the roles people play in
teams
Workshop gave me
understanding of team-building
Agree
46.2%
53.9%
23.1%
76.9%
An open-ended question was asked in order to identify specific skills individuals acquired
in the workshop that they would use in future leadership activities. A total of 13 respondents
contributed 16 comments. Learning about team development and its theories represented the
largest group of comments (7 comments). Students also identified being able to create and
manage an effective team as skills they will use in future leadership activities (6 comments).
These skills are important in order to achieve the Team-building & Group Development
outcomes. Total responses are provided in Appendix A.1.
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Only a few suggestions were offered for improving the workshop (5 comments).
Students suggested including more group activities, including those related to identifying
leadership skills and team roles, and applying information from the workshop to the individual
level. Total responses are shown in Appendix A.2.
As noted above over three-quarters of the respondents (77%) enjoyed the workshop.
When asked to identify what they enjoyed the most, 7 respondents contributed 8 comments.
The largest group of comments, 5 of the 8 comments, related to games and activities, and
group interaction. All of the responses are presented in Appendix A.3.
Final comments were offered by 5 respondents. The 6 comments made noted that
students appreciated the activities, the facilitator and presentations, and the workshops in
general. All of the comments are shown in Appendix A.4.
3.2 Group Facilitation
Figure 2, almost all students felt they benefited from their workshop on Group Facilitation.
FIGURE 2
EFFECTIVENESS OF THE GROUP FACILITATION WORKSHOPS
I learned a lot form this
workshop
22.2%
1.0%
I enjoyed this workshop
17.2%

can use to run effective
meetings
I have identified tools to use in
group facilitation
I have a better understanding
of learning styles
Workshop gave me a strong
understanding of the role of a
facilitator
34.3%
42.4%
Agree
48.5%
34.3%
Neutral/NA
Disagree
47.5%
45.5%
7.1%
46.5%
49.5%
3.0%
1.0%
33.3%
2.0%
Strongly Agree
50.5%
14.1%
39.4%
3.0%
57.6%
Almost all of the students agreed or strongly agreed that through the workshop they gained a
strong understanding of role of a facilitator (97%) and identified tools that are used in group
facilitation (96%). A large majority of respondents (93%) indicated they could identify strategies
to facilitate effective meetings. Additionally, 84% felt they had a better understanding of
learning styles. These items address three of the five program outcomes: identifying the roles
of a facilitator; understanding different learning styles; and, learning how to run effective
meetings. Learning about tools used in group facilitation relate to the program outcomes of
strategies for gaining participation, and dealing with common facilitation challenges.
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In relation to the overall workshop, 83% of the students enjoyed the workshop, and just over
three-quarters (77%) indicated they learned a lot from the session.
An open-ended question was asked in order to identify specific skills individuals acquired
in the workshop that they would use in future leadership activities. A total of 87 respondents
contributed 134 comments. Organizing effective meetings represented the largest group of
comments (31 comments). The program outcome related to dealing with common facilitation
challenges was addressed by a number of respondents. The second most-often made
comment referred to challenges of facilitating diverse groups of individuals and difficult people
(27 comments). Additionally, 15 comments referred to skills on how to increase individual
participation. Consistent with the 84% of respondents who agreed or strongly agreed they had
a better understanding of learning styles, one of the largest groups of comments made by
respondents related to identifying different learning styles (15 comments), and matching
learning styles with activities (7 comments). Students also noted skills related to the program
outcome of learning about facilitator roles, in addition to skills, and responsibilities (13
comments). The respondents also appreciated learning group activities, including icebreakers
(a total of 12 comments). All of the comments are shown in Appendix B.1.
When asked for suggestions about what could improve the workshops, 22 respondents
offered 23 comments. A variety of suggestions were offered with most of the comments related
to more activities, including ice breakers and role playing (a total of 13 comments). Total
responses are shown in Appendix B.2.
As noted above the large majority (83%) of students enjoyed the Group Facilitation
workshop. When asked to identify what they enjoyed the most, 77 respondents contributed 94
comments. The largest group of comments described games and activities, including ice
breakers (a total of 44 comments). Students also enjoyed the group interaction (22 comments)
and the facilitator (9 comments). All of the responses are shown in Appendix B.3.
General comments were offered by 38 respondents. Of the 45 general comments
offered, 18 described that the workshops were a great experience, fun, and engaging, and 6
respondents wrote that they had a great facilitator. All of the comments are shown in Appendix
B.4
3.3 Conflict Resolution
Figure 3, all of the respondents agreed or strongly agreed that they gained a good
understanding of conflict, and that they identified strategies that can be used to resolve conflict
in a team. Additionally, 92% of the students learned the relationship between power and
conflict. These three items address two important program outcomes understanding the
nature of conflict and power, and learning strategies to deal effectively with conflict. Almost all
of the respondents (92%) indicated that they had a good understanding of the sources of
conflict, which addresses the program outcome related to identifying the common sources of
conflict. With respect to the overall workshop, 92% of respondents enjoyed their session, and
82% agreed or strongly agreed that they learned a lot.
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FIGURE 3
EFFECTIVENESS OF THE CONFLICT RESOLUTION WORKSHOPS
61.5%

workshop
23.1%
15.4%
61.5%
I enjoyed the workshop
I learned the relationship

between power and conflict
30.8%
7.7%
Strongly Agree
Neutral/NA
7.7%
61.5%
I have identified strategies I can

use to resolve conflict in a team
I have a good understanding of
the sources of conflict
Agree
53.9%
38.5%
38.5%
61.5%
30.8%
7.7%
69.2%
Workshop gave me a good

understanding of conflict
30.8%
An open-ended question was asked in order to identify skills individuals gained in the
workshop that they would use in future leadership activities. A total of 13 respondents
contributed 18 comments. The largest group of comments related to the ability to handle a
conflict and reach agreement (7 comments). Additionally, respondents wrote about being able
to identify and understand conflict, and the different types of conflict (a total of 6 comments). All
of the comments are shown in Appendix C.1.
Relatively few suggestions were offered for improving the workshop (only 4 comments).
Suggestions included the need for more activities, and more discussion. Total responses are
shown in Appendix C.2.
Consistent with other types of Team Leadership workshops, a large majority (92%) of
students enjoyed the Conflict Resolution sessions. When asked to identify what they enjoyed
the most, 10 respondents contributed 14 comments. The largest group of comments (10
comments) identified games and activities, including role playing. All of the responses are
shown in Appendix C.3.
General comments were offered by 5 respondents. Consistent with the other
assessment findings, respondents provided positive comments about their experience. All of
the comments are shown in Appendix C.4.
3.4 Understanding Motivation
Figure 4, all respondents reported strongly positive outcomes from the Understanding
Motivation workshop. All of the respondents agreed or strongly agreed that the workshop
provided them with a good understanding of motivation theory, and that they were able to
identify strategies for motivating teams. Both sets of skills are important in meeting the program
outcomes of learning different theories of motivation, and learning how to work with varied
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motivations within a team. Additionally, 91% of the students indicated they had identified
strategies for giving feedback and rewards, and that they could identify different motivation
strategies and how they relate to leadership style both items represent Understanding
Motivation program outcomes. With respect to the overall workshop, all 11 respondents
enjoyed their session, and all agreed or strongly agreed that they learned a lot.
FIGURE 4
EFFECTIVENESS OF THE UNDERSTANDING MOTIVATION WORKSHOPS
54.6%
I learn a lot from this

workshop
45.5%
45.5%
54.6%

I have identified strategies
for giving feedback and
rewards
I learned how motivation
strategies can vary with
leadership style
can use to motivate a team
63.6%
27.3%
9.1%
63.6%
27.3%
9.1%
72.7%
27.3%

understanding of
motivation theory
45.5%
54.6%
Strongly Agree
Agree
Neutral/NA
Respondents were asked to identify any skills they gained in the workshop that they
would use in future leadership activities. A total of 7 respondents contributed 10 comments.
The largest group of comments related to skills around identifying different motivation strategies
and learning how to motivate people (a total of 5 comments). Respondents also noted they
acquired skills through learning motivation theories and the role of a leader as a motivating force
(a total of 4 comments). All of the comments are shown in Appendix D.1.
When asked about how the workshops could be improved, 6 respondents offered 6
suggestions. The students felt that the workshops should offer more activities, including role
playing. The results are shown in Appendix D.2.
As mentioned earlier, all of the 11 respondents indicated they enjoyed the workshop.
When asked to identify what they enjoyed the most, 8 respondents contributed 12 comments.
In particular, students noted that they appreciated the facilitator, group interaction, and the
informal atmosphere of the session. All of the responses are shown in Appendix D.3.
Only a few final comments were offered. Respondents made note of the activities, and
facilitator. All of the comments are shown in Appendix D.4.
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3.5 Facilitating Change

Figure 5, almost all of the respondents reported very positive outcomes from the Facilitating
Change workshop. All of the respondents agreed or strongly agreed that they had a good
understanding of the sources of resistance to change, and that the workshop provided a good
understanding of the importance of managing change as a leader. Both items directly relate to
the program outcomes about identifying the nature and source of resistance, and about
understanding the importance of managing change effectively in leadership. Two other program
outcomes related to succession planning, and responding to resistance were achieved by
almost all of the respondents (94%) who agreed or strongly agreed that they learned strategies
for succession planning, as well as strategies for responding to resistance to change. With
respect to the overall workshop, all 17 respondents enjoyed their session, and agreed or
strongly agreed that they learned a lot.
FIGURE 5
EFFECTIVENESS OF THE FACILITATING CHANGE WORKSHOPS
70.6%

workshop
29.4%
76.5%
I learned strategies for

succession planning
I have identified strategies I can
use to respond to resistance
23.5%
64.7%
29.4%
5.9%
Strongly Agree
Agree
Neutral
64.7%
29.4%
5.9%
I have a good understanding of

the sources of resistance to
change
29.4%

understanding of the importance
of managing change as a leader
29.4%
70.6%
70.6%
Respondents were asked to identify any skills they gained in the workshop that they
would use in future leadership activities. A total of 14 respondents contributed 22 comments.
The largest group of comments related to skills around how to encourage change (7
comments). Respondents also mentioned skills on how to manage change and how to respond
to resistance (8 comments). All of the comments are shown in Appendix E.1.
A total of 8 respondents contributed 12 comments regarding improving the workshop.
Suggestions varied, with the need for more games and activities, including role playing were
mentioned most often (a total of 6 comments). Respondents also called for more group
interaction (3 comments). Total responses are shown in Appendix E.2.
As mentioned earlier all of the respondents enjoyed the Facilitating Change workshops.
When asked to identify what they enjoyed the most, 16 respondents contributed 20 comments,
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with the largest group of responses identifying the activity based on the book, Who Moved my
Cheese (8 comments). Respondents also noted they appreciated the facilitator, the format of
the workshop, and information about change (a total of 6 comments). All of the responses are
shown in Appendix E.3.
General comments were offered by 6 respondents. Of the 7 general comments made,
the majority described positive experiences with workshop attended. All of the comments are
shown in Appendix E.4.
4.0 CONCLUSIONS AND RECOMMENDATIONS

Based on the results from the assessment survey, the UCL Team Leadership Program
is largely successful in providing important skills and knowledge to students in the leadership
areas of: Team-building & Group Development; Group Facilitation; Conflict Resolution;
Understanding Motivation; and Facilitating Change. As discussed in this report, the workshops
meet key program outcomes in each of these five leadership areas.
Findings from the Team Leadership assessment point to similar comments and
suggestions regarding what aspects of the workshops they valued and what changes could be
made to enhance the workshop delivery. Workshop participants have noted that they value the
opportunity to meet other U of C students. Effective and engaging facilitators are an important
part of the workshops and numerous respondents made positive comments about their
facilitator. Additionally, the opportunity to engage in group interaction and activities is a valuable
part of the workshops and suggestions from students is to continue offering this experience.
The varied activities, from icebreakers to more topic-specific activities are very much
appreciated and valued by participants. To this end, the workshop enrolments should be limited
in order to ensure that students continue to benefit as much as possible from the interaction and
workshop activities.
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APPENDICES
APPENDIX A.1
TEAM-BUILDING & GROUP DEVELOPMENT WORKSHOPS
List of Comments Made by 13 Respondents Related to the Question, What Skills Did
You Develop in this Workshop that You Will Use in Your Future Leadership Activities?
Comments Related to Development of Skills for Future

Leadership Activities
Number of
Comments
learning stages of team development
learning new theories/concepts
how to create an effective team
how to use different skills of team members; delegating

tasks
learning how to work with others
learning how to empower others
supporting team members
Total Comments
16
APPENDIX A.2
List of Comments Made by 4 Respondents Related to the Question, Can You Think of
Any Other Activities that Should be Included in this Workshop?
Comments Related to Improving the Workshops
Number of
Comments
more group work; more group interaction
more about applying this information to individuals
more about identifying leadership skills
more activities around team roles
Total Comments
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A-2
APPENDIX A.3
List of Comments Made by 7 Respondents Related to the Question, What Did You Enjoy
the Most in this Workshop?
Comments Related to the Most

Enjoyable Part of the Workshop
games, activities
group discussion; interaction; small groups
learning about different roles; role playing
thought provoking; interesting information
Number of
Comments
3
2
2
1
Total Comments
APPENDIX A.4
Final Comments Contributed by 5 Respondents
Final Comments
great activities
great experience; good work; fun
great facilitator
great presentations
more activities
more group interaction
Total Comments
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Number of
Comments
1
1
1
1
1
1
6
A-3
APPENDIX B.1
GROUP FACILITATION WORKSHOPS
Comments Related to Skills Gained for Future Leadership

Activities
Number of
Comments
organizing meetings/effective meetings
31
facilitate group when individuals very different from each

other/conflict
16
how to handle difficult people
11
how to increase participation
15
identify different learning styles
15
matching learning styles with activities

learning facilitator roles
7
8
learning facilitating skills/responsibilities
facilitating groups/exercises/activities
facilitating ice breakers
providing safe/positive environment
apply ideas
get new perspectives
good training/good training for UofC 101 Leaders
learned about my own learning style
apply learning styles to groups
developed communication skills
providing information to people
Total Comments
134
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A-4
APPENDIX B.2
Comments Related to Improving the Workshops

more games/activities
Number of
Comments
5
more group activities
different ice breakers
more role playing, acting
faster pace
how to take on facilitating when facilitator not present
less briefing/lecturing
more about handling different learning styles
more equal participation from everyone
more information on how to increase participation
more time for questions
more visuals/more media
provide an outline/agenda
provide food/refreshments
Total Comments
23
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A-5
APPENDIX B.3
List of Comments Made by 77 Respondents Related to the Question, What Did You
Enjoy the Most in this Workshop?
Comments about the Most Enjoyable Part of

the Workshops
Number of
Comments
games, activities
32
icebreakers
11
island activity
22
facilitator
learning about meetings
format of workshop
how to deal with challenging/conflictual situations
informal, comfortable atmosphere
learning about different styles
meeting people
getting handouts
how to handle difficult people
learning about different roles
other perspectives; quotes
Total Comments
94
www.ucalgary.ca/ose
A-6
APPENDIX B.4
Number of
Comments
Final Comments
18
great facilitator
not enough time/allocate time to complete survey at end
engaging; warm atmosphere
good training/good training for UofC 101 Leaders
great presentations
was insightful
workshop too long, shorten to 1.5 hrs.
did not cover all important topics
get different room/different layout
is a loss for people who not attend
more breaks
offer this to more students/to classes
too many people in workshop
too many people talking
would like to get copies of presentations
Total Comments
45
www.ucalgary.ca/ose
A-7
APPENDIX C.1
CONFLICT RESOLUTION WORKSHOPS
Comments Related to Skills Gained for

Future Leadership Activities
Number of
Comments
how to reach agreement; how to handle conflict
how to identify/understand conflict
learning/identify different types
how to look for deeper causes of conflict
learning new theories/concepts
learning value of this
Total Comments
18
APPENDIX C.2
Comments Related to Improving the

Workshops
more concrete information/more
examples
Number of
Comments
1
more discussion
more role playing
more time to reflect
Total Comments
www.ucalgary.ca/ose
A-8
APPENDIX C.3
Comments about the Most Enjoyable Part

of the Workshops
Number of
Comments
games, activities
role playing
learning about different roles; role playing
learning about myself
scenarios presented
Total Comments
14
APPENDIX C.4
Final Comments
Number of
Comments
good model of effective workshop
great facilitator
Total Comments
www.ucalgary.ca/ose
A-9
APPENDIX D.1
UNDERSTANDING MOTIVATION WORKSHOPS
List of Comments Made by 7 Respondents Related to the Question, What Skills Did You
Develop in this Workshop that You Will Use in Your Future Leadership Activities?
Comments Related to Skills Developed for

Number of
Comments
identifying different motivation strategies
learning how to motivate others
learning motivation theories
learning about role of leader related to

motivation
knowing what does/does not work; checklists
Total Comments
10
APPENDIX D.2
Comments Related to
Improving the Workshops
Number of
Comments
more activities
more role playing
4
2
Total Comments
www.ucalgary.ca/ose
A - 10
APPENDIX D.3
List of Comments Made by 8 Respondents Related to the Question, What Did You Enjoy
the Most in this Workshop?
Comments about the Most Enjoyable Part

of the Workshops
Number of
Comments
facilitator
enthusiasm
games, activities
handouts
practical information
thought provoking; interesting information
Total Comments
12
APPENDIX D.4
Final Comments
Number of
Comments
great activities/group activities
great facilitator
Total Comments
www.ucalgary.ca/ose
A - 11
APPENDIX E.1
FACILITATING CHANGE WORKSHOPS
Comments Related to Skills Developed for

Number of
Comments
ways to encourage change/strategies
how to manage/respond to change
responding to resistance
succession planning
organizational and personal factors influencing

change
signs of failure of change
organizational management/professionalism
how to embrace change
Total Comments
22
APPENDIX E.2
List of Comments Made By 8 Respondents Related to the Question, Can You Think of
Comments Related to
Improving the Workshops
more games/activities
more role playing, acting
Number of
Comments
3
3
more group interaction
more scenarios/examples
change room layout
Total Comments
www.ucalgary.ca/ose
12
A - 12
APPENDIX E.3
Comments about the Most Enjoyable

Part of the Workshops
Number of
Comments
Who Moved My Cheese book/activity
games, activities
quizzes
definitions; variations in definitions
facilitator
format, organization of workshop
info about change/how change happens
handouts
learning about myself
Total Comments
20
APPENDIX E.4
Final Comments
Number of
Comments
good activities
great facilitator
great presentations
need more people taking workshop
Total Comments
www.ucalgary.ca/ose
A - 13

Team Leadership 200607 REPORT

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Team Leadership 200607 REPORT

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2006-2007 UNIVERSITY OF CALGARY LEADERSHIP (UCL) PROGRAM

ASSESSMENT REPORT ON TEAM LEADERSHIP WORKSHOPS

Office of the Student Experience (OSE)

2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP

INTRODUCTION AND DESCRIPTION OF THE UNIVERSITY OF

1.1 Description of the UCL Team Leadership Program and Program

HOW THE UCL LEADERSHIP WORKSHOPS WERE ASSESSED

FINDINGS FROM THE UCL TEAM LEADERSHIP WORKSHOP

3.1 Team-building & Group Development

CONCLUSIONS AND RECOMMENDATIONS

Team-building & Group Development Workshops Comments

Effectiveness of the Team-building & Group Development

Effectiveness of the Group Facilitation Workshops

Effectiveness of the Conflict Resolution Workshops

Effectiveness of the Understanding Motivation Workshops

Effectiveness of the Facilitating Change Workshops

2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP

2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP

Conflict Resolution (n=13 survey respondents)

2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP

INTRODUCTION AND DESCRIPTION OF THE UNIVERSITY OF CALGARY

Description of the UCL Team Leadership Program and Program Outcomes

University of Calgary Leadership (UCL) Program is the University of Calgary's formal

2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP

Identify common sources of conflict

2.0 HOW THE UCL LEADERSHIP WORKSHOPS WERE ASSESSED

2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP

3.0 FINDINGS FROM THE UCL TEAM LEADERSHIP WORKSHOP ASSESSMENTS

3.1 Team-building & Group Development

I learned a lot from this

I enjoyed this workshop

I have identified strategies I

I gained a good understanding

2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP

I enjoyed this workshop

I have identified strategies I

2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP

2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP

I learned a lot from this

I enjoyed the workshop

I learned the relationship

I have identified strategies I can

Workshop gave me a good

2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP

I learn a lot from this

I enjoyed the workshop

Workshop gave me a good

2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP

3.5 Facilitating Change

I learned a lot from this

I learned strategies for

I have a good understanding of

Workshop gave me a good

2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP

4.0 CONCLUSIONS AND RECOMMENDATIONS

2006-2007 UCL ASSESSMENT REPORT, TEAM LEADERSHIP

Comments Related to Development of Skills for Future

learning stages of team development

learning new theories/concepts

how to create an effective team

how to use different skills of team members; delegating

learning how to work with others

learning how to empower others

supporting team members