CFVG Hanoi - Organization behaviour - Alinghi study

1. ROAD TO VICTORY

2. Story of a Dream
2003, MARCH 2
OCT .02 – MAR .03
2001, March 1
From 2000, May
Belief and dertermination of Winner
Together to be the Best
Forgiveness and Solidarity
From 3 cores principles to Effectiveness
Vision becomes Reality
Passion of Ernesto
Intent and Strength of Will
THE FINAL COUNTDOWN
CONQUERING
FOUNDATION OF TEAM
VISION OF BERTARELLI
MAR .01 – SEP .02 IMPROVING & CONFLICT SOLVING

3. 1. HOW THE STRUCTURE OF THE TEAM COULD LEAD TO THE VICTORY ?
2. WHAT ARE THE KEY DECISIONS WERE MADE COULD AFFECT TO THE TEAM
EFFECTIVENESS?
3. IN WHICH PARTS WERE SHOWED THE MOST AFFORDABLE TEAM PERFORMANCE?
4. ERNESTO BERTARELLI – NAVIGATOR OF THE WINNER TEAM?

4. Design
Key element of
the organization/
dominant group
Description Example Environment
Age/length of
the
organization
Technical
system
Professionnal
Bureaucracy
Operational core
Standazation
of skills
authority is
vasted in
professionals
people that can "sail perfectly
(…) servicing and reparing
aswell)ex standardization of
skills "E.Bertarelli there was a
great deal of trust and
forgiveness [he didn’t need to
know about evry single thig]"
Complexe
and stable
variable
Avarage
complexity
Adhocracy
Support Staff
(with an
operational core)
Decentrilized
autority
"Personalities (…) passion and
humor" so that there in no
problem and sharing little space
together during a long time
Complex and
dynamic
environment
Young
organization
Complex
Analyse on the organization - STRUCTURE OF TEAM

5. Trust
Freedom
Technology
Make sure the
Organization fulfills its
goals “WIN
AMERCA”S CUP”
Responsible for
logistical issues,
maintenance and
servicing
Strategic
Apex (5 pers)
Middle
Line
(30
Management
team co-
workers)
Operating Core
Sailors, design crew, management team
(about 50 pers)
Work directly to
“WIN AMERCA”S CUP”
Mintzberg’s Organizational Model - STRUCTURE OF TEAM

6. Performance and
satisfaction
WIN the America’s cup
CAUSES
- Strategy: Team-work, democracy,
pro-activeness
- Size: Medium
- Technology: Shaping techno
- Environment: Competitive
Structural
design:
Organic
High
Decentralization
Low
formalization
Free flow of
information
High
specialization
Organic Model - STRUCTURE OF TEAM

7. Team and organization - KEY DECISION
FOUNDATION OF
TEAM
• Vision: Win AC +” Know -
How“
• Set Clear Goals / each
periods
• International Dimension
with common values
IMPROVING
AND CONFLICT
SOLVING
• Advancing with
Sharping
technology in
limited budget
CONQUERING
ORGANIZATION LEVEL

8. Team and organization - KEY DECISION
FOUNDATION OF
TEAM
• Core team “Magnificient
Seven
• World class democratic
recruitment
• Setup team philosophy
“TRUST,
FREEDOM,TECHNOLOGY”
IMPROVING
AND CONFLICT
SOLVING
• Divided in to 2
teams for internal
competition
CONQUERING
Cohesion unit
• Gaining
performance in
avoiding critics
TEAM LEVEL

9. • Gaining mutual trust
• Self responsible : No babysitting
• “Love it or Change it: satisfaction
Remain trust with team
Exchange ideas to the best
tactics in the competition.
Team and organization - KEY DECISION
FOUNDATION
OF TEAM
IMPROVING AND CONFLICT
SOLVING
Expand strength of team members - >
harmony and mutual improvement.
• Let members take parts of decision
making
CONQUERING
Reinforce the team
solidarity by showing
strong emotion against
“Black Heart Campaign”
. Listen to the members
INDIVIDUAL LEVEL - LEADER
INDIVIDUAL LEVEL - MEMBERS

10. TEAM PERFORMANCE
WORK DESIGN
AUTONOMY
SKILL VARIETY
TASK IDENTITY &
SIGNIFICANTS
PROCESS
COMMON PURPOSE
SPECIFIC GOALS
TEAM EFFICACY
SOCIAL LOAFING
CONTEXT
ADEQUAT RESOURCE
LEADERSHIP
CLIMATE OF TRUST
PERFORMANCE
EVALUATION & REWARDS
COMPOSITION
ABILITY
PERSONALITY
ROLES & SIZE
FLEXIBILITY
PREFERENCE OF TEAM WORK

11. Work design Process Context Composition
Motivate self-
responsibility
Clear common purpose: Win 31st America’s
Cup
Strong budget, well
equipped, state-of-
the-art technology,
timely information,
adequate staffing,
encouragement, and
administrative
assistance
World – class technical
experts + international
dimension + positive
and constructive
attitude + good sense
of humor
Develop skill
variety with
clear
requirements
Specific goals: Be the best sailing team in
the world/ fastest America’s Cup yacht/
best group/ develop 2 sailing crews
capable of winning/ create, develop, apply
the most advanced technology/
benchmark performance/ create respect
team value environment/enhance and
develop brand to gain revenue
Transparent & well
communicated
decision making with
in self-managed work
teams style
Various nationality,
background and ages
Analysis - TEAM PERFORMANCE

12. Work design Process Context Composition
Set clear titles
and tasks for
every member of
the team
Intensive training and testing with
great discipline
High interpersonal
trust & respect
Large size team but
cohesive with
collaborative
framework
Delegated
management
All engagement for families Treat all team
members equally
Apply position
changing to eliminate
reservations &
skepticism
Individual and team efforts are all
counted, big objective with high
motivation help reduce social loafing
Strong and delegating
leadership style
Members prefer
working as part of a
group with trust
Analysis - TEAM PERFORMANCE

13. Recruitment & Team Building - TEAM PERFORMANCE
Assembly
of core
team
Famous,
world-
class
sailer
Join the
recruitment
process
together
Team
with
much
differenc
e but no
border
Result
oriente
d
mindset
Share
the
same
value &
goals
Understand
the
management
style
Constant
reflection
on
decisions

14. Motivation & Communication - TEAM PERFORMANCE
Strong passion of
Bertarelli
The vision of winning the America's
Cup, while earning respect and
recognition as a world class sports
team as well as sharing passion
Inspiration for other
teams
ISSUES
Language issue
Cultural differences
Verbal
SOLUTIONS
MADE
Clear communication structure
on board
Control Voice tones and the
words
Share the same value and rules
whilst communicating
Body language
MOTIVATION
COMMUNICATION MANAGEMENT

15. CONFLICT MANAGEMENT
Conflict Management - TEAM PERFORMANCE
Love it or
change it
Responsible
for their own
satisfaction
Free to
address
grievances
Free to
change the
negative
situations
themselves
WIN-WIN
ORIENTATION
you believe parties will find
a mutually beneficial
solution to their
disagreement
WIN-LOSE
ORIENTATION
you believe that the more
one party receives, the less
the other receives
tends to escalate conflict,
use of power/politics
CONFLICT MANAGEMENT STYLES :
ORIENTATIONS

16. Features of team based structure- TEAM PERFORMANCE
Self-directed work teams
Teams organised around work processes
Very flat span of control
Very little formalisation
Usually found within divisionalised structure

17. ERNESTO BERTARELLI

18. Transformational
leadership
Creating
a vision
Communicating
the vision
Building
commitment
Modelling
the vision
TRANSFORMATIONAL
LEADERSHIP ELEMENTS
PATH-GOAL LEADERSHIP MODEL
Employee
contingencies
Environmental
contingencies
Leader
behaviours
• Directive
• Supportive
• Participative
• Achievement-
oriented
Leader
effectiveness
• Motivated
employees
• Satisfied
employees
• Leader
acceptance
ERNESTO BERTARELLI

19. INSPIRATIONAL MOTIVATION
1. MOTIVATED STAFF
2. INSPIRED PEOPLE
INTELLECTUAL STIMULATION
1. MEANINGFUL WORK
2. BOOST CREATIVITY AND INNOVATION
IDEALIZED INFLUENCE
1. TRUSTED LEADERSHIP
2. RESPECTED LEADERSHIP
INDIVIDIALIZED
CONSIDERATION
1. BRING EVERY BEST OF EVERY PERSON
TRANSFORMATION
LEADERSHIP
ERNESTO BERTARELLI

20. BECOMES
JOURNALIST HR
FINANCE ECONOMIST
ARCHITECT ECONOMIST
ADVANTAGES
NAVIGATOR
GLINDER TRIMMER
MAINSAIL
BOWMAN
TRIMMER
OB - TEAM 3 - SQUADING

21. THANK YOU