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Silde deck for team building class for the Abbott WEST team led by Shannon M.

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  1. 1. How to Build, Lead and Sustain a High Performance Team
  2. 2. Our Goal for today… <ul><li>Share with you a wealth of valuable information on leadership and high performance teams. </li></ul><ul><li>This information has been gleaned from leading research, benchmarking studies, executive surveys and interviews at more than 3,000 top organizations. </li></ul><ul><li>Your challenge is to look for the big ideas you can take and implement right away in your team. </li></ul><ul><li>Take this seriously and be ready to offer opinions or ask questions at any time. </li></ul><ul><li>Take lots of notes – but I will give you all of the slides. </li></ul>
  3. 4. What does this mean to me? How can I use this idea? What can I do right away? I am NOT a guru…
  4. 5. My observations from yesterday… <ul><li>VERY knowledgeable team. </li></ul><ul><li>VERY professional team. </li></ul><ul><li>VERY complex and fluid environment. </li></ul><ul><li>VERY high level of pressure to perform. </li></ul><ul><li>Some opinionated team members. </li></ul><ul><li>A lot at stake. </li></ul><ul><li>It is critical that you perform exceptionally well as a team – you have no other option. </li></ul>
  5. 6. (T + C + ECF) x DE = Success
  6. 7. <ul><li>Business Side </li></ul><ul><li>Innovation </li></ul><ul><li>Accountability </li></ul><ul><li>Execution </li></ul><ul><li>Embrace Change </li></ul><ul><li>Customer Focus </li></ul><ul><li>Ownership Mentality </li></ul>
  7. 8. Top high-potential employees… <ul><li>Credible </li></ul><ul><li>Respectful </li></ul><ul><li>Approachable </li></ul><ul><li>Highly Professional </li></ul><ul><li>Team Player </li></ul>
  8. 9. 1. Credibility <ul><li>Complete honesty and transparency </li></ul><ul><li>Impeccable integrity </li></ul><ul><li>Knows how to do their job well </li></ul><ul><li>A compelling vision for the future </li></ul><ul><li>Passion and excitement </li></ul>
  9. 10. 2. Respectful <ul><li>Open to the ideas of others </li></ul><ul><li>Treats people with dignity </li></ul><ul><li>Treats people fairly </li></ul>
  10. 11. Culture Counts <ul><li>Fun </li></ul><ul><li>Family </li></ul><ul><li>Friends </li></ul><ul><li>Fair </li></ul><ul><li>Freedom </li></ul><ul><li>Pride </li></ul><ul><li>Praise </li></ul><ul><li>Meaning </li></ul><ul><li>Accomplishment </li></ul>
  11. 12. 3. Approachable <ul><li>Genuine </li></ul><ul><li>Appreciative </li></ul><ul><li>IQ + EQ </li></ul><ul><li>Great communicator </li></ul>
  12. 13. SMART Communications Dialogue Avoid Attack
  13. 14. Source Credibility <ul><li>C x R x I </li></ul><ul><li>SO </li></ul>= Trust
  14. 15. <ul><li>Tell us about where you grew up. </li></ul><ul><li>How many siblings do you have? </li></ul><ul><li>What was the most difficult or important challenge of your childhood? </li></ul><ul><li>What is the top strength you bring to this team? </li></ul>
  15. 16. 4. Highly Professional <ul><li>Impressive Talent </li></ul><ul><li>100% Ethical </li></ul><ul><li>Highly Self-aware </li></ul><ul><li>Always Learning & Improving </li></ul><ul><li>Insightful and Innovative </li></ul><ul><li>Pro-active </li></ul><ul><li>Results Driven </li></ul><ul><li>Fully Accountable </li></ul><ul><li>Customer Focused </li></ul><ul><li>Great team player </li></ul><ul><li>NO politics </li></ul>
  16. 17. Ground Rules for a Professional Organization <ul><li>Staff agrees to be managed and coached to strictly enforced standards of performance and quality work. </li></ul><ul><li>Teamwork is mandatory, not optional. </li></ul><ul><li>Excellence in customer satisfaction is an enforced standard. </li></ul><ul><li>Personal and professional growth is a nonnegotiable minimum standard. </li></ul><ul><li>All team members must show a sincere interest in the customer and a sincere desire to help them. </li></ul><ul><li>The primary focus must be on delivering quality work and building strong customer relationships. </li></ul><ul><li>Demand excellence and refuse to tolerate mediocrity. </li></ul>
  17. 18. 5. Great Team Player
  18. 19. What does it take to be a valued member of a team? Develop and display competence. Follow through on commitments. Deliver required results. Ensure your actions are consistent with your word. Stand behind the team and its people. Be enjoyable to work with. Be passionate about your work and those you serve. Communicate and keep everyone informed. Help the other members of the team. Help members of other teams. Share ideas, information and credit. Hold yourself 100% accountable. Team Leaders are: Rigorous… but not ruthless
  19. 20. Why you need to be an expert at collaboration and teamwork: <ul><li>You cannot succeed alone. </li></ul><ul><li>You need a team of the brightest people you can possibly find to help you. </li></ul><ul><li>You need to help the team work extremely well together. </li></ul><ul><li>You need the team to support you with enthusiasm, respect and trust. </li></ul><ul><li>But don’t take my word for it… </li></ul>
  20. 21. Anne Mulcahy CEO of Xerox and the third most powerful woman in the world! <ul><li>Build a network of great relationships with people who want to see you succeed. </li></ul><ul><li>You don’t have all of the answers, so ask for help, advice and feedback from the smartest people you can find. </li></ul><ul><li>Learn to be a learner. </li></ul><ul><li>Listen intently to your employees and to your customers. </li></ul>
  21. 22. Typical ways that team members violate the team leader’s expectations: <ul><li>Missing or being late to team meetings. </li></ul><ul><li>Not outwardly demonstrating commitment and support for the leader’s agenda. </li></ul><ul><li>Not completing assignments in a timely manner so the team can complete its work. </li></ul><ul><li>Not letting the leader know when there are problems or issues. </li></ul><ul><li>Not sharing resources with other team members. </li></ul><ul><li>Not sharing credit with the rest of the team. </li></ul><ul><li>Not responding to e-mails or voice mails in a timely manner. </li></ul>
  22. 23. Typical ways that team leaders violate team members’ expectations: <ul><li>Micromanaging – not giving autonomy. </li></ul><ul><li>Making decisions that effect subordinates without their input. </li></ul><ul><li>Letting team members shirk their duties without any negative consequences. </li></ul><ul><li>Not giving praise or rewards for a job well done. </li></ul><ul><li>Not recognizing that the subordinate has a life outside of work that occasionally takes priority over work. </li></ul>
  23. 24. Let’s take a close look at what some of the top thought leaders in the world have to say about teams…
  24. 25. A Vivid Shared Vision
  25. 26. Clear Measurable Goals
  26. 27. Competence + Diversity
  27. 28. Trust
  28. 29. John Spence Team Model <ul><li>D </li></ul><ul><li>M </li></ul><ul><li>C </li></ul><ul><li>C </li></ul><ul><li>M </li></ul><ul><li>D </li></ul>irection – vivid, clear, inspiring --- shared easurements – specific, observable, focused ompetence – very good at what they do ommunication – open, honest, courageous utual Accountability – all team members iscipline – do this every day
  29. 30. 11 Key Team Competencies: <ul><li>Setting clear, specific and measurable goals. </li></ul><ul><li>Making assignments extremely clear and ensuring required competence. </li></ul><ul><li>Using effective decision making processes within the team. </li></ul><ul><li>Establishing accountability for high performance across the entire team. </li></ul><ul><li>Running effective team meetings. </li></ul><ul><li>Building strong levels of trust. </li></ul><ul><li>Establishing open, honest and frank communications. </li></ul><ul><li>Managing conflict effectively. </li></ul><ul><li>Creating mutual respect and collaboration. </li></ul><ul><li>Encouraging risk-taking and innovation. </li></ul><ul><li>Engaging in ongoing team building activities. </li></ul>
  30. 31. <ul><li>Lack of TRUST </li></ul><ul><li>Lack of Candor </li></ul><ul><li>Lack of Commitment </li></ul><ul><li>Lack of Accountability </li></ul><ul><li>Lack of Results </li></ul>
  31. 32. Competence Respect Distrust Affection TRUST HIGH LOW LOW HIGH Concern
  32. 33. I am good at what I do… And I do it because I care about you!
  33. 34. A Culture of Leadership Across the Entire Team <ul><li>Character </li></ul><ul><li>Courage </li></ul><ul><li>Communication </li></ul><ul><li>Collaboration </li></ul><ul><li>Compassion </li></ul><ul><li>Contribution </li></ul>
  34. 35. Study of most important leadership skills 7,000+ managers from 1,600 large organizations <ul><li>Must have superb communication skills. </li></ul><ul><li>Lead by example to demonstrate character and competence. </li></ul><ul><li>Establish and maintain clear and meaningful vision. </li></ul><ul><li>Provide motivation to create ownership and accountability for results. </li></ul><ul><li>Clarify performance expectations. </li></ul><ul><li>Foster teamwork and collaboration. </li></ul><ul><li>Develop clear performance goals and metrics. </li></ul><ul><li>Consistently deliver superior customer service </li></ul>From: Getting Results by Longenecker and Simoneti
  35. 36. 10 – 15 %
  36. 37. What Inhibits Execution? National Survey of 4,000 Senior Executives <ul><li>4. Inability to work together (21%) </li></ul><ul><li>3. Organizational culture (23%) </li></ul><ul><li>2. Economic climate (29%) </li></ul><ul><li>1. Holding onto the past / unwillingness to CHANGE (35%) </li></ul>
  37. 38. Where are we going + how will we behave on the way? Focus Differentiation “ No” Stakeholders + guiding collation Vision + Values Strategy Plans Goals Objectives Tactics / Actions Procedures / Protocols Repeatable Process Clear / consistent / relentless All available channels Training + time / money / supplies / people Measure / Track Communicate Transparency Renewal Praise + Celebration and Eliminate Mediocrity
  38. 39. So where does all of this lead us?
  39. 40. Workshop
  40. 41. T HANK Y OU If you have any questions at all please do not hesitate to send a note or call. My email address is: Also, you might find value in the ideas I share in my blog: Lastly, these slides have already been uploaded to: