Building High Perfor Teams Lddss Oct 2011
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Library Directors Digital Strategy Summit

Library Directors Digital Strategy Summit

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Building High Perfor Teams Lddss Oct 2011 Presentation Transcript

  • 1.  Matching Messages & Strategies Strategies are one thing, but how do we communicate our key directions to our various stakeholders? Darrell W. Gunter d.gunter@guntermediagroup.com October 18, 2011 1 © 2011 Gunter Media Group 10/17/11
  • 2. Our Agenda for Today}  Introduction}  Assessment}  The Communication Cycle}  The High Performance Cycle}  Your company’s culture}  Emotional intelligence}  Leadership}  Recipe for a high performing team}  Getting started 2 © 2011 Gunter Media Group 10/17/11
  • 3. Assessment}  Best practices of peers and other industry organizations}  GAP analysis of your current communication strategy}  What tools do you use to communicate with your team or your targeted audience?}  How do you measure success? 3 © 2011 Gunter Media Group 10/17/11
  • 4. The Communication Cycle Reply Prepare Listen Test Communicate
  • 5. The High Performance Cycle Assessment Goals Resources Leadership Processes Roles5 © 2011 Gunter Media Group 10/17/11
  • 6. CultureCorporate Culture and PerformanceJohn P. Kotter"Almost all books on corporate culture state or imply a relationship to long-term economic performance...“  6 © 2011 Gunter Media Group 10/17/11
  • 7. Culture}  Why it is important?}  Is it important to establish one?}  Success Criteria}  Common Pitfalls}  Your Role 7 © 2011 Gunter Media Group 10/17/11
  • 8. CultureSource: John P. Kotter 8 © 2011 Gunter Media Group 10/17/11
  • 9. Culture}  The Paradigm}  Control Systems}  Organizational Structures}  Power Structures}  Symbols}  Rituals and Routines}  Stories and Myths}  Key note: These elements may overlap. Power structures may depend on control systems, which may exploit the very rituals that generate stories which may not be true.Source: Wikipedia - Johnson, G. (1988) "Rethinking Incrementalism", Strategic Management Journal Vol 9 pp75-91 9 © 2011 Gunter Media Group 10/17/11
  • 10. Emotional Intelligence}  What is it?}  Why is it important?}  Accessing the EI of you and your team?}  How is it different than a seminar on “Conflict Management”!}  Best practices 10 © 2011 Gunter Media Group 10/17/11
  • 11. Emotional Intelligence}  Emotional Intelligence (EI) describes the ability, capacity, skill or, in the case of the trait EI model, a self- perceived ability, to identify, assess, and manage the emotions of ones self, of others, and of groups.[1]1111Source: Wikipedia 11 © 2011 Gunter Media Group 10/17/11
  • 12. LeadershipPrinciples of LeadershipTo help you be, know, and do; follow these eleven principles of leadership1.  Know yourself and seek self-improvement - In order to know yourself, you have to understand your be, know, and do, attributes. Seeking self-improvement means continually strengthening your attributes. This can be accomplished through self-study, formal classes, reflection, and interacting with others.2.  Be technically proficient - As a leader, you must know your job and have a solid familiarity with your employees tasks.3.  Seek responsibility and take responsibility for your actions - Search for ways to guide your organization to new heights. And when things go wrong, they always do sooner or later -- do not blame others. Analyze the situation, take corrective action, and move on to the next challenge.4.  Make sound and timely decisions - Use good problem solving, decision making, and planning tools.5.  Set the example - Be a good role model for your employees. They must not only hear what they are expected to do, but also see. We must become the change we want to see - Mahatma Gandhi6.  Know your people and look out for their well-being - Know human nature and the importance of sincerely caring for your workers.7.  Keep your workers informed - Know how to communicate with not only them, but also seniors and other key people.8.  Develop a sense of responsibility in your workers - Help to develop good character traits that will help them carry out their professional responsibilities.9.  Ensure that tasks are understood, supervised, and accomplished - Communication is the key to this responsibility.10.  Train as a team - Although many so called leaders call their organization, department, section, etc. a team; they are not really teams...they are just a group of people doing their jobs.11.  Use the full capabilities of your organization - By developing a team spirit, you will be able to employ your organization, department, section, etc. to its fullest capabilities.Source: U.S. Army. (October 1983). Military Leadership (FM 22-100). Washington, DC: U.S. GovernmentPrinting Office. 12 © 2011 Gunter Media Group 10/17/11
  • 13. Leadership13 © 2011 Gunter Media Group 10/17/11
  • 14. The Recipe}  Mission statement, corporate objective and strategy plan}  Team members on board}  A successful foundation}  Building a great culture 14 © 2011 Gunter Media Group 10/17/11
  • 15. The Focus Of The Company}  Mission Statement }  Do you have one? }  Why is it important?}  Objectives}  Strategy}  Tactics 15 © 2011 Gunter Media Group 10/17/11
  • 16. A Successful Foundation Mission Objectives Strategy Tactics Job Objective Performance Compensation Description setting Reviews Human Communication Policies & Fairness & Capital Processes Consistency16 © 2011 Gunter Media Group 10/17/11
  • 17. The On-boarding Process Assessment Training Selecting Interviewing Recruiting17 © 2011 Gunter Media Group 10/17/11
  • 18. Getting Started}  What is your starting point?}  Communication strategy?}  Do you have a performance dashboard?}  Assessment of your company / SWOT analysis.}  Your company’s mission}  Organization objective and strategic plan of action}  Job descriptions, objective setting and performance reviews 18 © 2011 Gunter Media Group 10/17/11
  • 19. Next Steps}  SWOT Analysis}  Communication strategy}  Performance Dashboard}  Infrastructure}  Establishing a great culture 19 © 2011 Gunter Media Group 10/17/11
  • 20. Thank you! Darrell W. Gunter d.gunter@guntermediagroup.com +1.973.454.347520 © 2011 Gunter Media Group 10/17/11