The Five Dysfunctions of a Team is a business book by consultant and speaker Patrick Lencioni first published in 2002. It describes the many pitfalls that teams face as they seek to "grow together". This book explores the fundamental causes of organizational politics and team failure.
This presentation is targeted for TLs and above who are the next set of leaders in any organisation. They need to know their career path and skills which they require to become Engineering Manager. I have tried to touch upon some crucial skills or requirement needed from Next Set Of Leaders
As per current hiring trends, requirements in market these skills are key points to help get through an interview- the presentation will also help you access yourself as how good are you in these skills
Encouraging conversations are about challenging people to maintain or improve their performance. Through positive reinforcement and gentle, but firm encouragement, leaders are building commitment from team members. Commitment leads to better performance. In this unit we look at the ways and means to encourage higher performance through positive support.
Conflict Management Training Course - Lesson 5 - How to Deal with Conflict, P...MasterClassManagement.com
This slideshow presentation goes beyond just making sure you hit the numbers as a manager. You sometimes need to be a counselor or mediator. In most cases, using good old common sense will get you through the issue at hand. You should be the first line of defense, as you might be able to handle the situation by just listening and showing some compassion.
A key role of a student senate president is working directly with campus administration. This workshop discusses approaches to developing positive working relationships.
Shannon Williams, MCTC - Student Activities Coordinator
Conflict is inevitable, but it doesn’t have to be a negative experience! Learn more about your approach to conflict and how to adapt your style to different situations.
This presentation is targeted for TLs and above who are the next set of leaders in any organisation. They need to know their career path and skills which they require to become Engineering Manager. I have tried to touch upon some crucial skills or requirement needed from Next Set Of Leaders
As per current hiring trends, requirements in market these skills are key points to help get through an interview- the presentation will also help you access yourself as how good are you in these skills
Encouraging conversations are about challenging people to maintain or improve their performance. Through positive reinforcement and gentle, but firm encouragement, leaders are building commitment from team members. Commitment leads to better performance. In this unit we look at the ways and means to encourage higher performance through positive support.
Conflict Management Training Course - Lesson 5 - How to Deal with Conflict, P...MasterClassManagement.com
This slideshow presentation goes beyond just making sure you hit the numbers as a manager. You sometimes need to be a counselor or mediator. In most cases, using good old common sense will get you through the issue at hand. You should be the first line of defense, as you might be able to handle the situation by just listening and showing some compassion.
A key role of a student senate president is working directly with campus administration. This workshop discusses approaches to developing positive working relationships.
Shannon Williams, MCTC - Student Activities Coordinator
Conflict is inevitable, but it doesn’t have to be a negative experience! Learn more about your approach to conflict and how to adapt your style to different situations.
This unit considers how to build rapport quickly, be personable and genuine, and how to engage participants in the presentation. What are ingredients of trust building? We will explore asking questions, using benefit language, and active listening.
Manager Assimilation Process (Process)arwilliamson
A simple 3-4 hour process to accelerate the 'getting-to-know-you' phase when a manager (or leader) joins a new team. It requires a good facilitator but can help in the 'team forming' and 'storming' stage.
Team Management Training Course - Lesson 3 - How to Manage your Employees & B...MasterClassManagement.com
In this slideshow presentation we will give you the necessary tools to build strong and motivated individuals, who will in turn work as a great team. Putting these tools into effect will not only benefit your department, but also the company as a whole.
Some thoughts if you are designing role-plays, commissioning people to do this for you...or just interested in knowing more.
There are more points that could be added...but this might be a useful starting point.
Abney Ramsay Associates: The 5 C's of People Managementalaynaduval
Traditional management models stress the development of detailed project plans and the rigorous observation of disciplined models. Developed by engineering and manufacturing organisations they assume workflows with controlled variables and fixed inputs, in short they assume that you are managing machines, not human beings.
Any experienced manager knows that you can follow the Gant Chart and spreadsheet every element to the finest degree, but the human factor will always be the element which bites back.
Failure to effectively engage with people management repeatedly causes projects to underperform, miss targets and fail, leaving managers who adhered to the traditional management models confused and frustrated. But effective people management actually relies on only five key skills, the Five ‘C’s:
Create
Build a team which is fit for purpose. Don’t try to use the wrong tool for the job and then complain that the hammer won’t make the screw work! This involves making the correct decisions on three elements.
The first is recruitment, the fundamental basis of the success of any business. If the right people aren’t coming into an organisation how can you expect the results to be successful? Hire the best people, hire the right people.
The second element is training. It is vital that you give people the skills they need to do a good job. If you have people who aren’t quite right, develop them. They will not only be better suited and more productive, they will be grateful for the investment and commitment.
Thirdly and finally a good manager must create the right team structure and set the boundaries. A robust set of measures for success, clearly explained and tracked with discipline will give your people the framework for success, and just as important, tells them how to succeed.
Characteristics of an effective Scrum MasterAndrew P
The Scrum Master helps a team achieve one of the essential elements of Agile: self-organization. The work of the Scrum Master focuses on being a “servant-leader” for the team, which means that instead of having authority, they provide the tools for decision-making and problem-solving. This presentation walks through the characteristics required to be an effective scrum master.
Analytical Management Training Course - Lesson 6 - How to Delegate, Manage yo...MasterClassManagement.com
This slideshow presentation will cover how to effectively delegate, focus on how to multi-task, manage your time, and making the right decisions to solve the problems, all the while keeping your stress levels down.
There are several essential skills required to be an effective communicator. These skills give you the edge when dealing with a powerful person in a conflict situation. This session considers both verbal and non-verbal communication behaviours and skills and how they can be applied when interacting with others.
Interview TwoExplain your approach to maintaining high stand.docxnormanibarber20063
Interview Two
Explain your approach to maintaining high standards and improving poor performance in a team.
I think the key is to hone in one the strengths and weaknesses of the team. See what works for each member and play to those things. As a group, working together may be a hard task, but is an essential key to completion of the main goal of the group. Communication is another major component of improving performance. On both levels, it is important everyone respectfully acknowledges corrective criticism.
How do you deal with difficult customers?
With difficult customers it is important that you listen to understand and not listen to respond. An angry or irate customer does not like too much back and forth conversation without much action. Be apologetic for the circumstances beyond your control do what you can within your level of ability and IF you can go the extra mile, it is important to do so. We have all been on the other side, so it is important to view every situation from the standpoint and ask, what would I have wanted to be done for myself?
Research Question
What is the impact of leadership style on employee's job satisfaction?
Team conflict management/ Team Communication
Resolving Team Conflict
· Prepare for Resolution
· Acknowledge the conflict
· Discuss the impact
· Agree to a cooperative process
· Agree to communicate
Understand the Situation
· Clarify positions
· List facts, assumptions and beliefs underlying each position
· Analyze in smaller groups
· Convene back as a team
· Reach Agreement
Team Communication
· Cohesiveness
· Sharing
· Professional Development
When a team is having conflict you have to acknowledge the issue in order to resolve the problem; by acknowledging the issue you will be able discuss the impact that the conflict is having on the group. Everyone in the group should agree to cooperate with finding a solution to end the conflict in order to get the group’s mission accomplished. In order for the process to work everyone will need to keep the line of communication open, with an open line of communication the team will need to come to an understanding of what the conflict is about. Everyone will not have the same perspective, so everyone should at least respect and acknowledge each of the team members’ opinions. Take everyone’s input and list facts, assumptions and beliefs underlying each position; once this is broken down go into smaller groups and analyze and dissect each position presented. By considering the facts, assumptions, beliefs and decision making that lead to other people's positions, the group will gain a better understanding of those positions. After the group dialogue, each side is likely to be much closer to reaching agreement. Now that all parties understand the others' positions, the team must decide what decision or course of action to take. With the facts and assumptions considered, it's easier to see the best action to take and reach an agreement. After reaching an agreem.
This unit considers how to build rapport quickly, be personable and genuine, and how to engage participants in the presentation. What are ingredients of trust building? We will explore asking questions, using benefit language, and active listening.
Manager Assimilation Process (Process)arwilliamson
A simple 3-4 hour process to accelerate the 'getting-to-know-you' phase when a manager (or leader) joins a new team. It requires a good facilitator but can help in the 'team forming' and 'storming' stage.
Team Management Training Course - Lesson 3 - How to Manage your Employees & B...MasterClassManagement.com
In this slideshow presentation we will give you the necessary tools to build strong and motivated individuals, who will in turn work as a great team. Putting these tools into effect will not only benefit your department, but also the company as a whole.
Some thoughts if you are designing role-plays, commissioning people to do this for you...or just interested in knowing more.
There are more points that could be added...but this might be a useful starting point.
Abney Ramsay Associates: The 5 C's of People Managementalaynaduval
Traditional management models stress the development of detailed project plans and the rigorous observation of disciplined models. Developed by engineering and manufacturing organisations they assume workflows with controlled variables and fixed inputs, in short they assume that you are managing machines, not human beings.
Any experienced manager knows that you can follow the Gant Chart and spreadsheet every element to the finest degree, but the human factor will always be the element which bites back.
Failure to effectively engage with people management repeatedly causes projects to underperform, miss targets and fail, leaving managers who adhered to the traditional management models confused and frustrated. But effective people management actually relies on only five key skills, the Five ‘C’s:
Create
Build a team which is fit for purpose. Don’t try to use the wrong tool for the job and then complain that the hammer won’t make the screw work! This involves making the correct decisions on three elements.
The first is recruitment, the fundamental basis of the success of any business. If the right people aren’t coming into an organisation how can you expect the results to be successful? Hire the best people, hire the right people.
The second element is training. It is vital that you give people the skills they need to do a good job. If you have people who aren’t quite right, develop them. They will not only be better suited and more productive, they will be grateful for the investment and commitment.
Thirdly and finally a good manager must create the right team structure and set the boundaries. A robust set of measures for success, clearly explained and tracked with discipline will give your people the framework for success, and just as important, tells them how to succeed.
Characteristics of an effective Scrum MasterAndrew P
The Scrum Master helps a team achieve one of the essential elements of Agile: self-organization. The work of the Scrum Master focuses on being a “servant-leader” for the team, which means that instead of having authority, they provide the tools for decision-making and problem-solving. This presentation walks through the characteristics required to be an effective scrum master.
Analytical Management Training Course - Lesson 6 - How to Delegate, Manage yo...MasterClassManagement.com
This slideshow presentation will cover how to effectively delegate, focus on how to multi-task, manage your time, and making the right decisions to solve the problems, all the while keeping your stress levels down.
There are several essential skills required to be an effective communicator. These skills give you the edge when dealing with a powerful person in a conflict situation. This session considers both verbal and non-verbal communication behaviours and skills and how they can be applied when interacting with others.
Interview TwoExplain your approach to maintaining high stand.docxnormanibarber20063
Interview Two
Explain your approach to maintaining high standards and improving poor performance in a team.
I think the key is to hone in one the strengths and weaknesses of the team. See what works for each member and play to those things. As a group, working together may be a hard task, but is an essential key to completion of the main goal of the group. Communication is another major component of improving performance. On both levels, it is important everyone respectfully acknowledges corrective criticism.
How do you deal with difficult customers?
With difficult customers it is important that you listen to understand and not listen to respond. An angry or irate customer does not like too much back and forth conversation without much action. Be apologetic for the circumstances beyond your control do what you can within your level of ability and IF you can go the extra mile, it is important to do so. We have all been on the other side, so it is important to view every situation from the standpoint and ask, what would I have wanted to be done for myself?
Research Question
What is the impact of leadership style on employee's job satisfaction?
Team conflict management/ Team Communication
Resolving Team Conflict
· Prepare for Resolution
· Acknowledge the conflict
· Discuss the impact
· Agree to a cooperative process
· Agree to communicate
Understand the Situation
· Clarify positions
· List facts, assumptions and beliefs underlying each position
· Analyze in smaller groups
· Convene back as a team
· Reach Agreement
Team Communication
· Cohesiveness
· Sharing
· Professional Development
When a team is having conflict you have to acknowledge the issue in order to resolve the problem; by acknowledging the issue you will be able discuss the impact that the conflict is having on the group. Everyone in the group should agree to cooperate with finding a solution to end the conflict in order to get the group’s mission accomplished. In order for the process to work everyone will need to keep the line of communication open, with an open line of communication the team will need to come to an understanding of what the conflict is about. Everyone will not have the same perspective, so everyone should at least respect and acknowledge each of the team members’ opinions. Take everyone’s input and list facts, assumptions and beliefs underlying each position; once this is broken down go into smaller groups and analyze and dissect each position presented. By considering the facts, assumptions, beliefs and decision making that lead to other people's positions, the group will gain a better understanding of those positions. After the group dialogue, each side is likely to be much closer to reaching agreement. Now that all parties understand the others' positions, the team must decide what decision or course of action to take. With the facts and assumptions considered, it's easier to see the best action to take and reach an agreement. After reaching an agreem.
The higher you go up in any organization, the more people you serve, not the other way around.George Couros.
A workshop topic within KRS Agile coaching circles for our Leadership team. We focus hard on creating a safe space for staff and on building a culture of trust and inclusivity. We create an environment where staff can bring their whole self to work.
Anger solutions @ work putting as philosophy into practiceJulie Christiansen
How do we apply the principles of Anger Solutions into a busy workplace? How to encourage team spirit and peak performance in the 21st century workplace.
This Video provides detail information about Team Management, observation @ work place.
For more details, please log in to www.rekruitin.com
Thanks,
ReKruiTIn.com
# 8855041500
Creating trust in teams is key if you want to get them to a high performance state. This talk revolves around the 5 dysfunctions of a team model by Patrick Lencioni and in particular provide tools for you to help build and develop trust in your team.
5 Signs That You Need To Improve Team Cohesiveness | The Enterprise WorldTEWMAGAZINE
we will explore 5 signs that indicate to improve team cohesiveness: 1. Lack of Communication 2. Low Trust and Collaboration 3. Lack of Clearly Defined Roles and Responsibilities 4. Ineffective Decision-Making 5. Absence of Team Spirit
Keeping people practically safe is vital but it is people’s wellbeing
and attitude to risk that poses a threat to the organisation’s
performance as you return to the workplace. This simple guide is to help managers promote a confident return to the workplace. And, if you have already started that transition, then these ideas will help you generate greater commitment for individual
performance and contribution.
The presentation is about different type of Integration testing and practises we follow in GO-MMT. These slides are created for World Developer Summit 2021
In this presentation we will discuss the evolution of IaaS, PaaS, CaaS, FaaS and how serverless computing is beneficial and what are the challenges we have faced so far
How we created sumologic community @Goibibo and improved the adoption across developer community. Simple steps -
Community Formation
Trainings SPOCs
Activities and Empowerment
One of the most effective way to automate your API testing using Postman, this presentation dives deep into Postman Client, CLI and Jenkins Integration to automate the Integration Testing
This presentation shows how Confluence and JIRA together solves the Project Life Cycle in any organisation. It also points out various features of Atlassian Confluence
Whatfix is a Digital Adoption Platform that helps enterprises onboard, train, and support their application users. Whatfix allows you to create and deliver contextual and customized content in the form of walkthroughs, help tips, videos, links, and text all as an in-app experience. Users don’t leave your application and this drives up user productivity and engagement.
This is latest updated hands-on practical tech recruitment process which has been documented after running 4 major drives in 2018-19 in Gurgaon & Bangalore (INDIA)
Security @ ecommerce sites are essential as hell, we are living in a a world with ethical and illegal hackers. This presentation will give you insights what we should do to prevent our ecommerce sites from external attacks.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
3. QUESTIONS?
1. Do your team members openly and readily disclose
their opinions?
2. Are your team meetings compelling and productive?
3. Does your team come to decisions quickly and avoid
getting bogged down by consensus?
4. Do your team members confront one another about
their shortcomings?
5. Do your team members sacrifice their own interests for
the good of the team?
If you’ve answered “yes” to all five, you must be one incredible
manager — great job! If you have answered “no” to any of
these questions, you likely have some work to do.
4. ABSENCE OF
TRUST
PROBLEM: This occurs when team members are reluctant to
be vulnerable with one another and are unwilling to admit their
mistakes, weaknesses, or need for help. Without a certain
comfort level among team members, a foundation of trust is
not possible.
STORY - PREDICTIVE vs VULNERABLE TRUST
SOLUTION: As the manager, set the good example by asking
for help from your team members, admitting your own
weaknesses and limitations, and be the first to own up to a
mistake. When you take the lead, others will follow. Slowly,
these habits will become culture and the team will begin to
build the first unshakable brick in the pyramid — trust.
5. FEAR OF
CONFLICT
PROBLEM: Teams that lacktrust are incapable of engaging in
unfiltered, passionate debate about key issues, causing
situations where team conflict can easily turn into veiled
discussions and back channel comments. In a work setting
where team members do not openly air their opinions, there is
a lot of posturing and precious time is wasted, resulting in
inferior decisions.
STORY - MARRIED COUPLE STORY
SOLUTION: Establish that conflict is welcome and purposeful.
Define what healthy conflict looks like by praising healthy
examples or giving corrective feedback if conflict veers towards
unhealthy. You can also “mine for conflict” by opening a
meeting with a bad idea to see if everyone will agree to avoid
conflict, and use this as a litmus test to open up healthy
discussion. Lastly, you can designate a devil’s advocate in a
meeting, or use pro and con lists for ideas to get people to
open up to sharing a differing perspective.
6. LACK OF
COMMITMENT
PROBLEM: Without conflict, it is difficult for team members to
commit to decisions, creating an environment where ambiguity
prevails. Lack of direction and commitment can make
employees, particularly star employees, disgruntled.
STORY - PROD ISSUE STORY
SOLUTION: Clarity and closure are paramount to overcome
this dysfunction and move to the next level. Setting clear
deadlines, reviewing key decisions at the end of meetings as
well as what should and should not be communicated to other
staff and contingency planning can help teams overcome there
fears by creating clear plans and facing potential pitfalls and
the fear of failure head on so everyone can commit.
7. AVOIDANCE OF
ACCOUNTABILITY
PROBLEM: When teams don’t commit to a clear plan of action,
even the most focused and driven individuals hesitate to call
their peers on actions and behaviors that may seem
counterproductive to the overall good of the team. This allows
for mediocrity, poor performers to slip by and the leader to
become the soul source of discipline.
STORY - FAKE PROMOTION STORY
SOLUTION: If teams have come this far, they have trust and
commitment, then they will know that a team member calling
them out not only has the right to do so because expectations
and deadlines were clear, but that it is not a personal attack.
This allows team members to confront difficult issues to hold
each other accountable. Clear standards, progress reviews and
team rewards are also important to make sure this area stays
healthy.
8. INATTENTION
TO RESULTS
PROBLEM: Team members naturally tend to put their own
needs (ego, career development, recognition, etc.) ahead of
the collective goals of the team when individuals aren’t held
accountable. If a team has lost sight of the need for
achievement, the business ultimately suffers.
STORY - CHICAGO BULLS STORY
SOLUTION: When teams have a solid base of trust, healthy
conflict, commitment and team accountability and are
recognized within the company for performance via praise or
rewards, it will be easier for team members to put their own
needs aside for the sake of the team. With these solutions,
teams should be able to retain top performers, handle failure
with resilience and stay focused.