Mayo high performance team LEADER

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Mayo high performance team LEADER

  1. 1. How to Develop High-Performance Teams
  2. 2. “ Do I really have to get along with these idiots?”
  3. 3. 10 – 15 %
  4. 4. What Inhibits Execution? National Survey of 4,000 Senior Executives <ul><li>4. Inability to work together (21%) </li></ul><ul><li>3. Company 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>
  5. 5. In other words… <ul><li>In order to succeed you need a high-performance team that embraces a strong culture of disciplined execution and accountability while being nimble, agile and adaptable to changes in the marketplace. </li></ul>
  6. 6. Continuum of Teamwork A Department in a University An Accounting Department A SEAL team or an ER team
  7. 7. 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.
  8. 8. John Spence High-Performance 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>
  9. 9. Direction
  10. 10. Measurable Goals
  11. 11. Competent Team Members
  12. 12. Communication
  13. 13. MUTUAL ACCOUNTABILITY
  14. 14. Discipline
  15. 15. Common Problems Found in Teams <ul><li>Unclear direction, not sure of actual desired outcomes. </li></ul><ul><li>Confusion about assignments, roles and responsibilities. </li></ul><ul><li>Misunderstood decisions or decisions not carried out properly. </li></ul><ul><li>Apathy and general lack of interest and involvement. </li></ul><ul><li>Lack of innovation and creativity. </li></ul><ul><li>Ineffective meetings, low participation. </li></ul><ul><li>Interpersonal strife, egos, politics. </li></ul><ul><li>Poor team leadership. </li></ul><ul><li>Lack of accountability. </li></ul><ul><li>Over / under analysis of issues. </li></ul><ul><li>Unclear on decision making process, decision owners. </li></ul><ul><li>Reward system that undermines teamwork and collaboration. </li></ul><ul><li>Lack of trust within the team. </li></ul><ul><li>Inability to deal effectively with team conflict or disagreements.  </li></ul>
  16. 16. <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>
  17. 17. 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>1 - 10
  18. 18. 4-Level Decision Making <ul><li>You own it. </li></ul><ul><li>Ask for input… you own it. </li></ul><ul><li>Team decision… I own it. </li></ul><ul><li>My call… I own it. </li></ul>
  19. 19. The Four Pieces of Paper…
  20. 20. The key elements of a winning culture: Employees <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>
  21. 21. What Employees Want = SBA <ul><li>Focus me </li></ul><ul><li>Know me </li></ul><ul><li>Care about me </li></ul><ul><li>Hear me </li></ul><ul><li>Help me feel proud </li></ul><ul><li>Equip me </li></ul><ul><li>Help me see my value </li></ul><ul><li>Help me grow </li></ul><ul><li>Help me see my importance </li></ul>
  22. 22. How do you do that? <ul><li>Provide lots of feedback and clear guidance </li></ul><ul><li>Make real time to discuss problems and concerns </li></ul><ul><li>Seek ideas and input from everyone </li></ul><ul><li>Provide the resources to do the job well </li></ul><ul><li>Give lost of recognition and rewards </li></ul><ul><li>Provide ample opportunities to learn and grow </li></ul><ul><li>Keep the pressure to perform realistic </li></ul><ul><li>Provide opportunities for social interaction within the team </li></ul><ul><li>Promote joy and appropriate humor on the team </li></ul><ul><li>Help people balance team and school responsibilities </li></ul>
  23. 23. The Rule of 3 <ul><li>Wow – breakthrough teams commit to a clear and specific standard of world-class performance. </li></ul><ul><li>No Surprises – all team members are accountable for openness and honest debate, and each knows what to expect from the others. </li></ul><ul><li>Cheer – team members support, recognize, appreciate and cheer each other and the group to victory </li></ul>From: The Orange Revolution by Gostick and Elton
  24. 24. 1,300,000 interviews : Basic 4 + 1 From: The Orange Revolution by Gostick and Elton
  25. 25. WORKSHOP
  26. 26. Virtual Teams
  27. 27. <ul><li>A virtual team is one whose members share a common purpose, but are separated by distance, time, and organizational boundaries. In such a team, members are linked only by communication technologies and rarely, if ever, have the opportunity to work face-to-face with their teammates. </li></ul>
  28. 28. Just like a regular team, every virtual team needs to clearly understand… <ul><li>What is the purpose or mission of the team? </li></ul><ul><li>What outcome is needed and/or expected from the team's performance? </li></ul><ul><li>When should the team's work be completed? Milestones? </li></ul><ul><li>To whom does the team report and how often? </li></ul><ul><li>What resources are provided to support the team in its work? </li></ul><ul><li>What is each person’s role and specific responsibilities on the team? </li></ul>
  29. 29. What special things are required to be an effective member of a virtual team?
  30. 30. Number One Challenge… <ul><li>93% of communications is non-verbal </li></ul>
  31. 31. Over-communicate Email Phone calls Voicemails Video calls Notes on shared work docs
  32. 32. Share your emotions Frustrated Worried Concerned Excited Confused Impressed Angry Happy Peeved Perplexed Overjoyed Satisfied…
  33. 33. Define terms, never assume, clarify any ambiguity…
  34. 34. <ul><li>I am not sure if I fully understood … </li></ul><ul><li>What I am hearing is… </li></ul><ul><li>It seems to me what we have agreed on is… </li></ul><ul><li>Am I the only one concerned about… </li></ul><ul><li>I need a little more clarification on… </li></ul><ul><li>Could you cover _____ one more time for me… </li></ul><ul><li>How would that be prioritized? </li></ul><ul><li>Who, specifically, will be responsible for that? </li></ul><ul><li>When, exactly, do you need that completed by? </li></ul><ul><li>Who else should I look to for support on this? </li></ul><ul><li>It feels to me like a few people might be upset about… </li></ul><ul><li>I get the sense that we are not in 100% agreement on… </li></ul>
  35. 35. Time for a bit more reading… Time for a little more reading????
  36. 37. T HANK Y OU <ul><li>If you have any questions at all please do not hesitate to send a note or call. </li></ul><ul><li>My email address is: john@johnspence.com </li></ul><ul><li>My twitter address is: @awesomelysimple </li></ul><ul><li>Also, you might find value in the ideas I share in my blog. You can sign up for it at: </li></ul><ul><li>www.blog.johnspence.com </li></ul><ul><li>Lastly, these slides have already been uploaded to: </li></ul><ul><li>www.slideshare.net/johnspence </li></ul>

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