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Autonomous Team Requirements


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Autonomous Team organizational structures have been overlooked as a culture for continuous improvement. It is now being recognized as the "what's next." However there are fundamental requirements organizations must consider before beginning this people and business rewarding culture.

Published in: Leadership & Management
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Autonomous Team Requirements

  1. 1.  Robert Baird President +1 215 353 0696 Autonomous Team Requirements 8-Sep-15
  2. 2. Fundamentals 2
  3. 3. Transformational Leadership 8-Sep-15 3
  4. 4. Team Life Cycle Forming Storming Norming Performing Adjourning 4 Bruce Tuckman Model
  5. 5. Defining the Team Life Cycle 08/09/2015 Forming Defining Characteristic: q PseudoTeam Emotions: q Ambivalence q Anxiety Team Goals: q Sense making q Team structure q Develop Norms Facilitator’s Goals: q Establish clear objectives q Establish Team structure along with NORMS q Provide direction and resources for team to manage their own team process and solve their own problems Storming Defining Characteristic: q Resistance Emotions: q Disillusionment q Anger q Conflict Team Goals: q Understanding tasks q Accomplishment Facilitator’s Goals: q TWI-JR q Focus on purpose and structure q Continue moving the team from dependence on the Facilitator to interdependence with each other q Swift resolution of conflict q Set up small wins Norming Defining Characteristic: q Positive emotions q Realistic optimism q Group cohesion Emotions: q Trust q Team pride q Humor Team Goals: q Goal focus q Accomplishment Facilitator’s Goals: q Show faith in team’s abilities q Recognize important milestones q Reflect on their performance q Confront inadequate performance Performing Defining Characteristic: q Task focus q Productivity Emotions: q High energy q Team pride q Confidence Team Goals: q Productivity q Feedback on efforts Facilitator’s Goals: q Stay out of the team’s way q Provide resources q Help manage communication with other groups/teams q Help team celebrate successes Adjourning Defining Characteristic: q Closure q Transition Emotions: q Sadness q Relief q Confidence Team Goals: q Transfer learning’s Facilitator’s Goals: q Help team get closure q Identify accomplishments q Provide opportunity to reflect on lessons learned q Celebrate
  6. 6. Specific to Team Facilitator • Forming - Direct the team, and establish clear objectives, both for the team as a whole and for individual team members. Establish Team Structure and NORMS • Storming - Establish processes and structures. – Teach TWI-JR – Build trust and good relationships between team members. – Resolve conflicts, swiftly if they occur. – Provide support, especially to those team members who are less secure. – Remain positive and firm in the face of challenges to your leadership, or to the team's goal. – Explain the "forming, storming, norming, and performing" idea, so that people understand why problems are occurring, and so that they see that things will get better in the future. – Coach team members in assertiveness and conflict resolution skills, where this is necessary. – Use psychometric indicators such as Myers-Briggs and the Margerison-McCann Team Management Profile to help people learn about different work styles and strengths. • Norming - Step back and help team members take responsibility for progress towards the goal. (This is a good time to arrange a team-building event.) • Performing - Delegate tasks and projects as far as you can. Once the team is achieving well, you should aim to have as light a touch as possible. You will now be able to start focusing on other goals and areas of work. • Adjourning - Take the time to celebrate the team's achievements – you may work with some of your people again, and this will be much easier if people view past experiences positively. 6
  7. 7. Training and Development 8-Sep-15 7
  8. 8. From Lean Teams USA Contact Us • Lean Teams USA Lean Consulting • View My Profile on LinkedIn • Lean Teams USA +1 215 353 0696 8-Sep-15 8