Forming and Managing a CDAT: Single-Driver Group
The process we suggest for forming and managing a year-long CDAT using the Single-Driver Group model is comprised of four phases, just like the Mutual Action Circle model: preparation, kick-off, main group work, and wrap-up. Each phase has simportant and unique requirements, and we recommend that you and the team complete all requirements in order to ensure a successful outcome.
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Phase 1: Preparation
1. Write out your personal, measurable goals and timelines. You will briefly share this information as part of your invitation so your potential team members understand what you are trying to accomplish. Then you will share it in greater depth at your kick-off meeting. Your goals may change during the course of your work with the CDAT; this is a natural part of personal development work.
2. Identify potential CDAT members -- people you think can help you achieve your goals. Seek peers, colleagues, mentors, role models, or senior managers who know you and understand the requirements and challenges of the position or level that you aspire to reach. If you want a 3-person team with 2 outside members, identify 4 to 6 candidates. If you want a 4-person team with 3 outside members, identify 8 to 10 candidates.
3. Develop operating guidelines for the CDAT. Decide, for example, how and when you will replace members, how often you will meet, and what types of communication tools you will use. Define expectations for how the team members will work together to address such things as maintaining confidentiality, being open, and brainstorming. Your guidelines and ground rules can be refined and agreed by the team.
4. Decide how you will extend an invitation to each person. Will you approach everyone in the same way using a single invitation, or will you use different techniques and separate invitations best suited to each individual you desire to invite?
5. Create the basic information package that you will send to or leave with each invitee, if they agree to consider your request. What do they need to know to clearly understand what you want to do and how they can help?
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Phase 2: Kick-Off
1. Plan for a minimum 2-hour meeting to give yourself enough time to go through all the details. Decide on a time of day and a location where you will have minimal distractions. Request attendees to turn off cell phones or other communication devices. Set up and pre-distribute the agenda so everyone understands what will be covered. If you need more skills in effective meeting management, find a suitable training course to help you before you kick off your CDAT.
Be prepared to take good notes. This team assembled for you, and you should be prepared to handle the note taking at every meeting and publish minutes and action items promptly, no more than two days after a session.
2. Ensure that everyone knows the other team members. Introduce each member yourself or have members briefly introduce themselves.
3. Confirm the desired outcomes for this meeting.
4. Agree on the operating guidelines for confidentiality, open sharing, active listening, action item follow-up, along with other behavioral expectations. Discuss and agree on the calendar each quarter for meetings and other review sessions. We recommend you also discuss the use of handouts, how the group will conduct exercises during a meeting, and how assignments will be handled.
5. Discuss in greater detail the goals and timelines you presented as part of your invitation. This should take about half of your available time. You need to leave time to handle other "housekeeping" items.
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Phase 3: Main Group Work
You may find, as with any project that takes many months to complete, that the going will get tougher as you move into the main work of the group. Remember this is your group and you are responsible for driving to achieve the results you defined at the beginning.
1. Be consistent in sending reminders about and holding meetings. Be consistent about reporting on activities and progress.
2. Be open to react to and adapt to new opportunities or ideas that come out of group discussion and other dialogue with members. Do not be alarmed if new ideas suggest the possibility to change your goals and reconstitute your team! That may be a natural outgrowth of the development work you are undertaking.
3. Conduct quarterly reviews -- you will only have three of these during the course of the main group work, and they can be extremely helpful in assessing progress or suggesting course corrections.
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Phase 4: Wrap-Up
You may want to plan to use the last quarter of your time together to fully handle your wrap-up.
1. Review what you accomplished with your team. Did you meet your original or revised goals?
2. Review what worked and what didn't work. This analysis can help create new learning for every member of the team. For those who want to go on to mentor others, the review may provide new information and insights.
3. Thank your participants in appropriate ways.
4. Agree whether and how you will remain in touch in the future.
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