RUNNING HEAD: Instructional Plan

The Power of Personality: Building a Cohesive Team

Tiffany Loken
CUR/516
March 30, 2015
Joan Beckner

Instructional Plan

2
The Power of Personality: Building a Cohesive Team
Phase 1

This 4-week course will give individuals a look at their personality traits. By employees
knowing themselves better they will learn how it helps when working with others in a team
environment. The individuals will learn how they as well as other teammates communicate best
and what to avoid. This will help with communication, rapport, and team cohesion. The target
audience will be all staff at the Murrieta University of Phoenix Learning Center. This particular
group is mixed. Some employees have known each other for 7+ years and have a click while
some have only been there a few months, and there is a group of former employees from other
regions that were transitioned into the Murrieta location about 10 months ago.
The first training will be a 10 minute assessment that is conducted online. All other
interactions of this training will be in person for one hour each week in room 210.
Goals

For everyone to get to know themselves more- Employees will recognize good and bad
traits in their personalities and understand their "triggers"

Get to know teammates personality styles

To learn how to effectively communicate with one another

Phase II

The course title of this instructional plan is The Power of Personality: Building a Cohesive Team.

Goal 1
Employees will recognize good and bad traits in their personalities and understand their
"triggers"

Instructional Plan

Objective 1 Employees will describe the between their do's and don'ts from the personality
assessment. .
Objective 2 Employees will predict the consequences of teammates communicating with them in
a way the is not effective.
Objective 3 Employees will create an appropriate alternative for communication techniques.
Objective 4 Employees will produce a list of do's and don'ts for their personal communication
style so teammates know how to approach them.
Goal 2
Employees will recognize and value of knowing the good and bad personality traits of all
teammates so they can understand the that affects their behavior
Objective 1 Employees will describe how some behaviors of teammates may not be favorable
Objective 2 Employees will predict the consequences if approach to communication is adjusted
with both parties
Objective 3 Employees will create an appropriate possible key communication techniques for
each employee as a group.
Objective 4 Employees will produce a plan of action for each teammate.
Goal 3
Teammates will learn and exercise how to effectively communicate with one another
Objective 1 Employees will describe the differences effective and ineffective communication
between the team
Objective 2 Employees will predict the consequences if the communication continues as it is
now

Instructional Plan

Objective 3 Employees will create an appropriate alternatives for communication techniques

currently used
Objective 4 Employees will produce a personal logs on how they effectively communicated with
teammates on a weekly basis.
The objectives for this training will incorporate collaborative learning techniques as well
as critical thinking skills. In this training, I will facilitate a group communication model similar
to group therapy, but the personality styles will be discussed. Instead of a normal training setting
at the University of Phoenix where everyone sits behind computers or at desks, the primary
setting for this will be in a circle of chairs or on the floor in a circle. This will help to open
everyone up, will allow them to be a bit more receptive, and to focus on each other. I will also
incorporate peer to peer instruction where the employees can discuss possible solutions and
critically think with one another. Yes, this will help with critically thinking and collaborative
learning but it will also help to build rapport.
During the course the only technology that will be used is the DISC assessment website
and a printer. Everything else will be done in person or with a pen and paper. I do not want to
make this training about work and more about themselves. These employees are behind a
computer at least 6 hours out of the day and most of them are also students so they are on their
computers once they get home, I want to try and make this as personal as it can be.
Phase III
This training will consist of 5 training sessions over a 4-week period. I will facilitate the
trainings and send all communication through email and in person. All employees are required to
attend as well as the campus manager. While all employees are in the training, the campus will
remain open and I have arranged for Cynthia from the Ontario Learning Center to cover the front

Instructional Plan

desk for the hour training each week. The resources needed are the individual DISC personality
assessments for each employee. This will cost five dollars per person and we will have sixteen
participants. For this cost, we can use the money collected for jeans passes or the event budget
for the third quarter. Most activities will not need any resources or materials. The biggest
material needed will be approximately three packages of paper to cover the printing of each of
the assessment results for each employee, which is approximately twenty pages a person.
I will communicate the plan by meeting with all employees during one of their daily
"stand-up" meetings. I will build interest and commitment by making it sound exciting. I will
also add that it will take them away from their desks for an hour each week. But that it will help
them individually, with the team, and with their students. It may help their review, as it touches
on how they are with the group. That should help because reviews are in August and the training
will take place in June. June 1, 2015 was selected because the manager advised that none of her
team had planned vacations. I have already selected my participants, which are all employees at
the University of Phoenix Murrieta Learning Center.
Formative assessments will be conducted for the training as well as a summative
assessment once completed. Formative assessments will be shared with the Campus Manager,
Regional Enrollment Director, Campus Coordinator, and Vice President of Enrollment for
Southern California.
Timeline
May 1, 2015- Meet with Campus Manager, Regional Enrollment Director, Campus Coordinator,
and Vice President of Enrollment for Southern California to discuss the instructional plan
presentation. I will also submit my personal DISC assessment and my findings for myself to

Instructional Plan

show an example of what each employee will get. I will seek feedback that is to be back to me
by May 5, 2015.
May 5, 2015- Receive feedback/changes from Campus Manager, Regional Enrollment Director,
Campus Coordinator, and Vice President of Enrollment for Southern California and adjust things
as necessary.
May 10, 2015- Submit changes to Campus Manager, Regional Enrollment Director, Campus
Coordinator, and Vice President of Enrollment for Southern California and ask for feedback.
May 15, 2015- Submit any additional changes and request fifteen minutes to talk with employees
the following week.
May 20, 2015- Meet with employees during their daily "stand-up" meeting and explain my plan.
Advise that this is mandatory and each employee must be at each training session. I will also
send each employee their meeting/appointment requests to add to their Microsoft calendars and
send first email to each employee explaining the first step which is a DISC assessment that will
take 5 minutes and will be available and due on June 1, 2015. This group works better with tight
deadlines.
June 1, 2015- send a reminder that each employee can now access his or her personality
assessment. I will also walk around the floor to see if any employees need my assistance.
June 4, 2015- I will collect and print each employee's assessment, as all completed assessments
will be emailed to me.
June 5, 2015- This will be our first face to face meeting. We will go over each person's
assessment and I will explain important pages, point out the do's and don'ts. I will go over
personal vs. behavior and how that can affect communication. This will take approximately one

Instructional Plan

hour as I have set aside on hour for each training. Will give each employee homework to read
through the pages we did not discuss.
June 12, 2015- Will follow up with the employee's homework and thoughts regarding the
assessment. Will do a group activity where the employees guess who was similar and have them
stand near the people they think they communicate alike. We will then go over who was actually
similar in the group. Will have similar people sit with each other and have them discuss why they
think they are similar. This will help build rapport. I will give homework for all participants to
spend time with similar teammates.
June 19, 2015- When meeting with the group we will get feedback on the how the week went
with the similar teammates and then discuss teammates that are different. I will restructure where
everyone sits in the circle and each teammate will try to find one similarity with one person they
are different from. We will also have a team building exercise when they try to communicate
how to draw a picture.
June 26, 2015- Our final meeting will go over the past weeks, what each person has learned,
questions, and things that have not gone as planned on the floor. We will also go over
communication techniques and ways to focus on the positives and not the negatives. How to
utilize the do's and the don'ts for each person.
Phase IV
Identifying if the goals and objectives are met will have to be done through observation
of the employees. both by themselves and with each other. This is not the type of training that
can be tested on at the end to ensure all material was retained. The employees will be given the
tools needed for successful communication through our trainings. However, how the employees
reacted to particular exercises can be evaluated for the next campus, to ensure the material is

Instructional Plan

delivered in an effective manner. I will need to work closely with the Campus Manger to ensure
the resources for communication (knowledge and exercises) are being utilized within the team
and that communication techniques are brought up in one on one's between the manager and
each employee. I will also meet with the manager and director in regard to team performance.
Each employee will also get an anonymous survey to issue feedback regarding the process.