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Accelerate Effectiveness: Why Can't We All Just Get Aligned?

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What are the barriers that prevent teams from reaching their potential, and most importantly, how do the effective teams overcome them? Hear examples from Deloitte's research and experience working with thousands of teams to understand what makes effective teams tick. Presented by Deloitte's Catherine Parsons Dhamija and Brad Francis at Goal Summit 2017.

Published in: Leadership & Management
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Accelerate Effectiveness: Why Can't We All Just Get Aligned?

  1. 1. Why Can’t We All Just Get Along Aligned? Catherine Parsons Dhamija Brad Francis
  2. 2. When meeting with your direct reports you are reminded how busy they are, yet they often miss their most important targets. Raise your hand if…
  3. 3. You receive conflicting messages from leaders, none of which align to the organization’s vision or strategy Raise your hand if…
  4. 4. You frequently go to meetings where there is no clear agenda or objective and there are no clear outcomes ??? Raise your hand if…
  5. 5. How do I shift my team’s mindset from doing to leading; moving away from firefighting to starting to be proactive How do I empower my team to take ownership over outcomes so that they stop coming back to me for input on every little decision? Why is it that no matter how meetings, conference calls, or off-sites I hold, my leadership team continues to move in different directions ?
  6. 6. The most important projects across your organization are generally delivered on-time and drive business case benefits Raise your hand if…
  7. 7. Candid feedbackis embraced within your organization and is foundational in how your team operates Raise your hand if…
  8. 8. Your team regularly conducts checkpoints on how the team is functioning - essentially at the same rate you checkpoint on financial and project results Raise your hand if…
  9. 9. How do I shift my team’s mindset from doing to leading; moving away from firefighting to starting to be proactive How do I empower my team to take ownership over outcomes so that they stop coming back to me for input on every little decision? Why is it that no matter how meetings, conference calls, or off-sites I hold, my leadership team continues to move in different directions ?
  10. 10. Closing Slide
  11. 11. Buy-in & Commitment
  12. 12. How do I shift my team’s mindset from firefighting to being proactive? How do I empower my team to take ownership over outcomes? Why does my team leave conversations and continue to move in different directions?
  13. 13. Aligned Teams WIN
  14. 14. WHAT HOW
  15. 15. 5 Pro-Tips Commit to a shared perspective Clarify how teams and individuals contribute to the big picture Focus on outcomes rather than activities Use candor to fuel accountability Put in the hard work; effectiveness does not just happen! 1 2 3 4 5
  16. 16. How do I shift my team’s mindset from doing to leading; moving away from firefighting to starting to be proactive How do I empower my team to take ownership over outcomes so that they stop coming back to me for input on every little decision? Why is it that no matter how meetings, conference calls, or off-sites I hold, my leadership team continues to move in different directions ?
  17. 17. Companies are 2x more likely to reach their goals when all levels of the organization are aligned and committed to success Pustkowski, R., Scott, J., & Tesvic, J., (2014). Why Implementation Matters. McKinsey & Company.
  18. 18. 5 Pro-Tips Commit to a shared perspective Clarify how teams and individuals contribute to the big picture Focus on outcomes rather than activities Use candor to fuel accountability Put in the hard work; effectiveness does not just happen! 1 2 3 4 5
  19. 19. How do I shift my team’s mindset from doing to leading; moving away from firefighting to starting to be proactive How do I empower my team to take ownership over outcomes so that they stop coming back to me for input on every little decision? Why is it that no matter how meetings, conference calls, or off-sites I hold, my leadership team continues to move in different directions ?
  20. 20. Closing Slide
  21. 21. 5 Pro-Tips Commit to a shared perspective Clarify how teams and individuals contribute to the big picture Focus on outcomes rather than activities Use candor to fuel accountability Put in the hard work; effectiveness does not just happen! 1 2 3 4 5
  22. 22. $37 billion wasted every year because employees do not fully understand their jobs Cognisco., (2008) $37 Billion: Counting the Cost of Employee Misunderstanding. International Data Corporation
  23. 23. How do I shift my team’s mindset from doing to leading; moving away from firefighting to starting to be proactive How do I empower my team to take ownership over outcomes so that they stop coming back to me for input on every little decision? Why is it that no matter how meetings, conference calls, or off-sites I hold, my leadership team continues to move in different directions ?
  24. 24. Three Sections with Icons Subhead goes here You enter your first meeting and recognize that there is no clear agenda, there are no defined objectives, and thus there are no clear outcomes
  25. 25. 5 Pro-Tips Commit to a shared perspective Clarify how teams and individuals contribute to the big picture Focus on outcomes rather than activities Use candor to fuel accountability Put in the hard work; effectiveness does not just happen! 1 2 3 4 5
  26. 26. 3 Ways to Drive the Shift: 1. Every meeting needs to have clear objectives and an agenda 2. Minimize distractions coming from the left, right, and center 3. Give people the ability to say “NO”
  27. 27. How do I shift my team’s mindset from doing to leading; moving away from firefighting to starting to be proactive How do I empower my team to take ownership over outcomes so that they stop coming back to me for input on every little decision? Why is it that no matter how meetings, conference calls, or off-sites I hold, my leadership team continues to move in different directions ?
  28. 28. The hallmark of a healthy creative culture is that its people feel free to share ideas, opinions, and criticisms. Lack of candor, if unchecked, ultimately leads to dysfunctional environments - Ed Catmull, President of Pixar
  29. 29. 5 Pro-Tips Commit to a shared perspective Clarify how teams and individuals contribute to the big picture Focus on outcomes rather than activities Use candor to fuel accountability Put in the hard work; effectiveness does not just happen! 1 2 3 4 5
  30. 30. Closing Slide CANDOR
  31. 31. Creating an Environment Conducive to Candor 3. Reward and recognize a healthy challenge of ideas 2. Be inquisitive rather than defensive of ideas in direct conflict with your own 1. Invite all team members to contribute their ideas and perspectives
  32. 32. How do I shift my team’s mindset from doing to leading; moving away from firefighting to starting to be proactive How do I empower my team to take ownership over outcomes so that they stop coming back to me for input on every little decision? Why is it that no matter how meetings, conference calls, or off-sites I hold, my leadership team continues to move in different directions ?
  33. 33. 5 Pro-Tips Commit to a shared perspective Clarify how teams and individuals contribute to the big picture Focus on outcomes rather than activities Use candor to fuel accountability Put in the hard work; effectiveness does not just happen! 1 2 3 4 5
  34. 34. Closing Slide
  35. 35. 5 Pro-Tips Commit to a shared perspective Clarify how teams and individuals contribute to the big picture Focus on outcomes rather than activities Use candor to fuel accountability Put in the hard work; effectiveness does not just happen! 1 2 3 4 5
  36. 36. All members of an effective team: Articulate the organization’s vision and direction clearly and consistently Understand how what they do fits into the big picture Courageously push back on non-valued add activities Call each other out in an honest yet professional manner Dedicate time and energy to team improvements 1 2 3 4 5
  37. 37. Catherine Parsons Dhamija Partner, Managerial Design™ Deloitte Canada cparsonsdhamija@deloitte.ca +1-416-775-7246 Brad Francis Senior Manager, Managerial Design™ Deloitte Canada brfrancis@deloitte.ca +1-416-643-8352

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