TLP role


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TLP role

  1. 1. TLP Transition UoM Thessaloniki
  2. 2. TL Role Successful Team Leader = Purpose & Successful Manager Team management Performance management
  3. 3. TL role • Leader & Manager of team • Planning & tracking team results based on LC plan • Coaching & coordinating the team • Arrange team meetings & follow ups • Member of the LC’s LR body • Leadership Development of your Members
  4. 4. Balance Leader
  5. 5. TL Role Successful Team Leader = Purpose & Successful Manager Team management Performance management
  6. 6. Performance management = Seeing the Success of the Strategy (The Performance comes in the implementation) Strategy is talking about ‘Making the right Choices’ . When you have a strategy • You have priorities • You know were to say ‘No’ to • don’t tell me what you will do only… tell me what you will not do!! • We can’t do everything in our term • Less is More
  7. 7. Tracking 1. Daily tracking of KPIs and MoS Plan vs achievement • Via mail • Physically in the office • Cell phone if needed • Daily tracking tools Performance management KPIs→ Keep Point Indicators --Calls, visits, applications, interviews etc MoS→ Measure of success --ra ma re 2. Weekly tracking of KPIs and MoS Plan vs achievement • Via mail • Physically in the office • Weekly meetings • Tracking tools • VP TL meetings
  8. 8. Tracking Performance management 3. Monthly tracking of KPIs and MoS Plan vs achievement • LR body meetings • Monthly report • Synergy meetings • Tracking tools • Pipeline management
  9. 9. • Personal meetings with your TMs → every 2 weeks • VP--TL meetings→ every week • Short talks in the office with TMs or VPs • Synergy meetings with other sectors for help and support • Weekly team meetings Important Meetings for an TL to track Performance Performance management
  10. 10. TL Role Successful Team Leader = Purpose & Successful Manager Team management Performance management
  11. 11. Your Leadership style is not static You are NOT a TREE!! Team management
  12. 12. How will I make sure ALL of my members will get the Leadership development that we are promising to them Team management
  13. 13. Journey of Leadership Team management
  14. 14. Team …integrated group of people, whose common effort and commitment bring more value towards common goal realization, than the sum of the values brought by individuals’ effort… Differe nt Open minded Team management
  15. 15. Team Team management
  16. 16. Forming • The individual's behavior is driven by a desire to be accepted by the others, and avoid controversy or conflict • individuals are also gathering information and impressions - about each other • This is a comfortable stage to be in, but the avoidance of conflict and threat means that not much actually gets done. • Team members are usually on their best behavior but very focused on themselves • a good opportunity to see how each member of the team works as an individual and how they respond to pressure Team management
  17. 17. Team management
  18. 18. Storming • Team members open up to each other and confront each other's ideas and perspectives • In some cases storming can be resolved quickly. In others, the team never leaves this stage. • The maturity of some team members usually determines whether the team will ever move out • The storming stage is necessary to the growth of the team • Without tolerance and patience the team will fail. • Supervisors of the team during this phase may be more accessible, but tend to remain directive in their guidance of decision-making and professional behavior Team management
  19. 19. Team management
  20. 20. Norming • The team manages to have one goal and come to a mutual plan for the team at this stage. • Some may have to give up their own ideas and agree with others in order to make the team function. • In this stage, all team members take the responsibility and have the ambition to work for the success of the team's goals. Team management
  21. 21. Team management
  22. 22. Performing ;-) • It is possible for some teams to reach the performing stage. • Teams are able to function as a unit as they find ways to get the job done smoothly and effectively without inappropriate conflict or the need for external supervision • By this time, they are motivated and knowledgeable. • The team members are now competent, autonomous and able to handle the decision-making process without supervision. • Supervisors of the team during this phase are almost always participative. The team will make most of the necessary decisions Team management
  23. 23. Team management
  24. 24. How to communicate effectively Team management
  25. 25. STEP 1: Know WHAT to communicate • If I could say just one sentence what would it be? → to my VPs before they speak ask them to take 30 sec to think it and structure it first • When the conversation is over what do I want to transmit to the other person? Team management
  26. 26. STEP 2: Know WHO to communicate with • Why is he/she the write person to talk with? • What are his/her characteristics? Team management
  27. 27. STEP 3: Communication Methods - Face-to-face (meeting) PREPARE before - Assign meeting objectives and agenda - Write down/prepare any materials that you might need to provide to the listener During the meeting - Listen actively - Take-note and SUM UP in bullet points Team management
  28. 28. STEP 3: Communication Methods EMAILS Action summary: One sentence that summarizes the key point, specific action and key point of the email. Body: • . Make it bullet point! (refer to the attachment the recipient need to review) • . Emphasize key point • . (define attached files if needed) Closing: • . State the next course of action • . Thanks and greetings • . For urgent reply, use more urgent languages!
  29. 29. SOME GOLDEN RULES! • LISTEN ACTIVELY! • Go STRAIGHT TO THE POINT • Be discipline! • Useful expressions: • You need to…….because, • I will answer you as soon as I get the exact information, • Thank you!, • I think it’d be better if we/you.., • I really appreciate, • we need you to follow the deadlines, Team management
  30. 30. Important Questions for your people • What is their personal goal ? • What coaching do they need in order to perform ? • What have you done today to make you feel proud ? Team management
  31. 31. HWs • Outputs ( TEAM managemtn. Performance ) •