Transcript: HIGH PERFORMANCE TEAMS Qualities? Why? Because they believed that in order for a team to perform to its full potential, they need a lot of autonomy. Agenda 21 interviewees Industries: Banking / Finance Law Technology/Engineering Healthcare Sales Consulting Male 52% / Female 48% Widely varied experience with PM tools "Most effective method is interactive" Stat "They don’t avoid" Motivation 29 Questions Four Themes Communication HPT development Leader vs Manager Motivation Y/N, Scale, Qualitative Top 5 Qualities The word on the street Great Motivator Strong Communicator Have a Clear Vision The Excelerators LEADER The Excelerators: Stat on Leader vs Manager Recognition motivates people PMs, get to know your people! Importance of communication Thoughtful team selection Clarity of goals Importance of strong leadership Motivation Conclusion Top 3 qualities Alejandro Chavez Cuthbert Demello Ruth Fernandes Lee McTavish Lisa Slack Questionaire Communication Channels Thank you! How was conflict handled within a HPT? Experience The Team The High Performance Team (HPT): Conflict present... Motivation Communication Build a HPT, but how? Demographics Data indicates that communication channels in project teams are "highly effective" TEAM No quick solution, there is a recipe that is discovered by a way of trial and error. Leaders need to be thoughtful in picking members. It really is an empirical process Leader vs. Manager 33% of our respondents said YES! Fit with team Leader: present to future orientation expands options as much as possible seeks new solutions increases "creative tension" Manager: past & present orientation one "right" answer relies on "tried and true" solutions seeks to reduce tension Inside Recognize them as group Recognize them as individuals Motivation The Leader Communication Methods Can you have a HPT in spite of poor leadership? Question Recurring Themes Motivation Adaptability Communication Good team work Commitment Intro The Leader The Team Conclusion The Team Outside A group of people who are highly focused on their goals achieve superior results out-perform all other similar teams exceed expectations ... Skills
Transcript: Group of people with shared goals, complementary skills, shared leadership, continous feedback, groups that are supossed to achieve superior business goals, also with diversity and good comunication. Variable leadership role Effective decision making Good comunication Defined Roles Diversity Solving problems by methods Trust High Coordination Commitment High-Performance Teams Term introduced by the Tavistock Intitute, UK in the 1950´s. Concept within organizational development. Difference between HPT´s and common teams. For creating a working HTP we need to take in consideration the working styles, of this situation there are some tests that we can take in consideration: DISC assessment Myers-Briggs Type Indicator Herrmann Barin Dominance Instrument Bard, Robin (2015). "Strategies to achieve high performance in hybrid project teams: Addressing the relationship between Swedish project managers and Indian specialists at IBM Global Services" (PDF). Chalmers University of Technology. Retrieved 8 September 2015. References Definition Steps for building a strong HTP Characteristics The first kind of teams have the best members, prepared and with the highest skills on their working area, good comunication, the leader role changes depending on the situation, the other kind of teams are only people together working.
Transcript: Crucial in Management Team Humor and laughter keep away stress and conflicts between members Subordination of members’ own objectives to those of the team Pygmies Central Africa Tribes Ecological Knoledge Hunter-Gatherers Population 300.000 Short Stature Deforestation threat Highly Cooperative Empowerment and Talent development Shared, strong common goals Teams have SMART & common objetives Values create culture companies Support the other members in conflict situations Members’ subscription to distributed leadership Strong shared values and beliefs High Performance Teams Lesson From the Pygmies Members’ respect for and trust in each other Members’ protection of and support for each other Engagement in open dialogue/communication There is not "I" in "TEAM"
Transcript: Global and cross-functional teams present a number of new challenges for organizations (e.g. communication and alignment), yet they have the potential to transform the way traditional, siloed work has been done. The assessment process can be used in a variety of settings: For newly formed teams (Recommended: 6 months for the full suite and 3 months for the team survey only) Assisting new leaders in understanding current team dynamic Potential applications include: As a developmental tool to help improve team, individual, and leader performance To provide an organization-wide indicator of team health A research-driven model has been developed to assess high performance. At Whirlpool, developing and maintaining high performing teams is a business imperative. It creates sustainable competitive advantage and drives business results. To generate these outcomes, the first step is to assess the health of teams across the organization. Feedback is provided on three levels: leader, team, individual Data is reported in a format that is detailed, insightful, and tailored Includes an in-depth Action Planning guide that matches frequently-occurring team gaps with a menu of practical solutions Shared accountability for results makes individual and team performance more urgent, visible and powerful. Members fully understand the direct consequences and impact their actions (i.e., success or failure) will have on the team and organization. Given the greater visibility of results, individuals will push themselves to exceed performance targets and consistently raise the bar on expectations. Leadership coaching to strengthen results through teams Consult and advise senior leaders on how to support ongoing development through support, reinforcement, and additional feedback Facilitate team off-sites that are focused on debriefing results and generating team goals to improve team performance Ongoing team consulting to ensure teams remain focused on successfully implementing their action plans Why invest in high performance teams? As it is unlikely that the external environment will become less demanding and uncertain, building high performance teams represents an organization's best chance for highly responsive, self-directed, and agile organizations. When should you use the HPT tool? This assessment is NOT recommended for: Selecting teams or determining team composition Groups that do not share common goals Mutual respect and camaraderie requires high performing team members to go above and beyond their normal day-to-day responsibilities in supporting the efforts of other members and facilitating successful organizational functioning. A sense of mutual concern and solidarity for each other’s well-being creates a highly supportive and trusting environment. A collaborative environment promotes respect and the sharing of diverse perspectives, therefore enhancing creativity through new and innovative ideas. How can you develop high performance teams? Constructive conflict provides a forum for challenging convention, promoting creativity and risk-taking, and enhancing group decision-making. This combination of skills will enable high performing teams to drive extraordinary results. It also challenges team members to push their comfort zones and personal growth goals. If these elements are not part of the team dynamic, it can create complacency, “group think” and reinforce mediocrity. Developing the model involved a focus on the factors that contribute to high performance (as opposed to "good" or "above average"). More than ever before, the real work of business is conducted by teams, and impressive results are more likely to be delivered by superbly functioning, high performance teams. The research resulted in five dimensions of high performance... Competent teams can become high performance teams The team leader is ultimately accountable for team performance Team members are accountable for contributing fully to whole team success and for rising above a silo mentality High performance team members have insight into their own performance, effectively give and receive feedback, and take action on improving their gaps Over the years, there has been considerable research conducted on the formation, dynamics, and performance of teams. Guiding Principles for the High Performance Team Model and In order to achieve high performance, the first step for each team is to identify a clear and compelling performance challenge. It begins with the belief that high performing teams are critical to organizational health and productivity. Shared commitment to the vision and extraordinary goals is important to team success because these actions lead to the establishment of challenging and measurable goals and ensure team alignment and dedication on the most urgent priorities. High performing team members must set aside individual goals for the good of the team. When the team’s vision, goals or objectives are unclear, overlapping responsibilities and
Transcript: Weakness Media Attention Collect meal boxes from Customer's home at the suburbs --> through collection points to the train station --> to Mumbai Main Station --> to urban distribution point --> to client offices Meal Box address and coding. High Performance Team It can be defined as an efficient team in which each team members contribute as per their own competencies and uses fewer resources to best achieve a goal. Thank You Strengths Computerized administration by using Bar Code. Software can be used to identify and classify client’s Name, address. Client can track where is their lunch located online. Simplicity in organization with Innovative service Coordination and teamwork 98% on time deliveries Low operation cost Customers satisfaction Low Attrition Rate Threats Team 4 U5468638 | Yuluzi Dai U5482551 | Yue Chen U5453535 | Yize Li U5325915 | Kaustubh Bajpai What is a High Performance Team ? How can the operational model be adapted in a business model? Summarized Systematic Process What would lead to ultimate failure of the system which is beyond the control of the Dabbawalla's? Positive Work Atmosphere Equal shareholders, hence no cutthroat competition. Indirect threats from fast foods and hotels Felix timing Company transportation Other catering services offering same service Food court at malls Color Coding About "Dabbawallas" Simple yet efficient process The only process are pick up, sorting, loading, dispatch, unloading and delivery. Opportunities Optimistic view Operational Transformation What according to you was the critical success factor in the 'Dabbawalla Case' ? Wide range publicity Environmental protection Internet and SMS booking service Needs in other cities Dabbawalla's as a High Performing Team They are always role-based, members have clear goals and abilities to perform their jobs. They are usually associated financial benefits and enhanced reputation for an organization. - Delivery system started in 1880 in India. - Currently there are 5000 workers who have equal share in the organization. - Each worker has a upper limit of 35 customers at a charge of $5/month. - More than 80% of the work staff has no formal education, rest has studies only up to year 10. - All deliveries are done only on foot, bicycles and local trains involving 400,000 transactions daily. - Six Sigma Certified for minimum error rate and have been certified under ISO 9001: 2000 certification. - Annual turnover is ~$1 million. Office workers start to eat out and prefer fast food than home-cooked food. Introducing automation may ultimately lead to high costs and reduced human labor. As population increases there will be higher pressure on trains. Pessimistic view Characteristics of High Performance Teams Discussion Questions High dependability on local trains Funds for the association Limited Access to Education High Performance Teams Defined Roles and Responsibilities Every dabbawalla participates only in one out of six steps. SWOT Analysis Functional Transformation Delivery Timeline Establish a logistics company Open a restaurant chain. Task Interdependence Team Interesting Facts !!! Flat organization structure The organization has only four levels of hierarchy this simple design can make decision-marking easier. A sustainable enterprise is one that is support and coexists with society by offering: Financial opportunities Employment opportunity Environment Friendly The 'Dabbawalla Case' Future Development ( thinking beyond the box) Daily Operations... Effective Code System Simple visual management
Transcript: Of 700 teams Wheelan has researched 56 % (392) did not contribute to organizational goals 17% (119) were high performance teams (Wheelan, 2016, pg. 7) Teams Take Time Most Stay in Stage 1 and 2 Unhealthy Conflict Up, Team Performance Goes Down (Anderson, 2015, pg.261-262) What Goes Wrong? OD Objective By: Lisa Hess & Sean Maiolo Behaviors of Unresolved Conflict References Miller's Three Team Types (Wheelan,2016) Wheelan's Stages of Teams Interventions Dysfunction/Conflict High Performance Teams How do teams perform? Stage 1: Dependency & Inclusion What are we doing? Not sure, so and so asked me to come. Stage 2: Counter Dependency & Fighting I don’t want to go to the meeting. Stage 3: Trust & Structure It’s really not that bad. Stage 4: Work & Productivity I can’t wait until our meeting tomorrow! What Goes Wrong? Cognitive Diversity Economic Difference Beliefs Egocentrism Communication Us vs. Them Mentality Lack of Understanding of Group Development Unclear on the Big Idea/Goals Ambiguous Tasks Personal vs. Task Conflict Lack of Organizational Support Skill ≠ Task Irregular/Infrequent Meetings (Miller, 2001, pg. 104-105) Anderson, Donald L. (2015). Organizational development: The process of leading organizational change. 3rd Ed. Los Angeles: Sage Publications. Mello, A., & Delise, L. (2015). Cognitive diversity to team outcomes: The roles of cohesion and conflict management. Small Group Research: An International Journal Of Theory, Investigation, And Application, 46(2), 204-26. Retrieved September 9, 2015, from Academic Source Complete. Miller, Mark (2011). The secret of teams: What great teams know and do. San Francis co: Barrett-Koehler Publishers, Inc. Wheelan, Susan A. (2016). Creating effective teams: A guide for Members and Leaders. 5th Ed. Los Angeles: Sage Publications. Work Redesign Workout Blake & Associates 2 Day/8 Activity Intervention Appreciative Inquiry Approach Circle within a Circle Approach Microcosm Group Avoidance/Withdraw Unable to Reach Goals Resentment/Antagonism Reduce conflict “by breaking down barriers between teams, encouraging the development of a shared identity and purpose, and improving cooperative processes” (Anderson, 2011)
Transcript: Real teams have: Clear boundaries Stability and time to hone their abilities to work together Are highly interdependent Choosing the Right people for your team A high performance team NEED constructive conflict, why? Best outcome for team Enacted accountability + commitment How and what can help? Vulnerability (speeds up the process) You wont show vulnerability and ask for help without trust.(Let's check the video from the movie) Something BIGGER than ourselves. Consequential >> Challenging >> Clear Celebration Enablers Supportive organizational Structure: Real Team ? For HPT to perform at their best: they require the resources they need Norms (Team Structure) You won't ask for help if there is no trust! (Example from film!)YouHHow Conflicts and Barriers Pirates: Aditya Chandan, Adriaan Van Eck, David Phan, Fliss Roberts, Mayu Kanjilal, Jean Ban, Jane Deng, Ragi Parkar Vs 1.A supportive organizational structure 2. Competent team coaching 3. A solid team structure Compelling Purpose Competent team coaching Over arching motivation to achieve an outcome?? Comprised of individual, unique motivators. Good teams are consistently coached: they learn from their leaders each other and their experiences Questions?
Transcript: High Performance Teams "A unit of two or more people with complementary skills who are committed to a common purpose and a set of performance goals and to common expectations for which they hold themselves accountable." "[T]he notion of extra-ordinary outcomes of work being achieved through extra-ordinary contributions by the TEAM." Committment: the state of being bound emotionally or intellectually to a course of action or to another person or persons. Creativity: originality and expressiveness; imaginative. Knowledge: specific information about something; familiarity, awareness, or understanding gained through experience or study. Technical skill: a skill that is required for the accomplishment of a specific task. Commitment: Are all team members actively engaged? Do team members place the mission before their own personal needs or agendas? Are new ideas welcomed and encouraged? Are ground-breaking avenues of research pursued? Do team members possess the experience needed to contribute to the success of the mission? Do team members possess training and/or education that is pertinent to their functions? Do team members have the required certifications to perform their duties? Do team members execute their specific duties effectively and efficiently? Were individual missions accomplished within specified constraints (time, budget, manpower) to standard? Technical Skills Knowledge - The Business Dictionary.com Questions? - Lussier, R. and Achua, C. Leadership: Theory, Application, and Skill Development (3rd Edition). What is a High Performance Team? Mission Accomplishment The International Metro Warriors by What is a Team? Assessment Tool Criteria to Assess High Performance Team Attributes - "Changing Work: A Union Guide to Workplace Change," AFL-CIO, 1995. Creativity Attributes of a High Performance Team
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