How do you foster communication and collaboration when project members are geographically dispersed? An effective starting point is the creation of a team operating agreement.
Management by walking around emphasizes the importance of interpersonal contact, open appreciation, and recognition. It is one of the most important ways to build civility and performance in the workplace.
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Management by walking around emphasizes the importance of interpersonal contact, open appreciation, and recognition. It is one of the most important ways to build civility and performance in the workplace.
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You have an important meeting ahead and you need it to be just perfect. This presentation explains the concept of a workshop-in-a-box and how it can assist you in delivering a truly high performance meeting.
“The research is clear: happy workers are more productive workers.“ says the founder of Management 3.0, Jurgen Appelo.
Management 3.0 is a revolution in modern management, currently happening in 27 countries and redefining the definition of leadership with management as a responsibility of the group. It is the future of management, which is all about doing the right thing for your team, involving everyone in improving the system and fostering employee engagement.
In this session, you will get an insight into how to manage the system, not the people. This is not only relevant for managers, but for everyone who is concerned about their organization.
About the author:
Stefan is an IT professional who was a Project Manager before encountering Agile Methodologies and recently Management 3.0. He is keen on introducing Management 3.0 as well as Agile Leadership to companies and believes that it will make their employees happier.
Stefan is a certified Management 3.0 facilitator and licensed Scrum Master.
Keith Fenhaus, President, The Forum President/CEO, Hallmark Business Connections and Patty Saari Vice President, The ForumVice President, Carlson Marketing, presentation on Virtual Motivation, how to keep people motivated when working remotely.
Great organisations are not born, they are made. Learn how to turn your Organisation into an entrepreneurial network with the Way of the original Garage. Vanguard Processes wrapped in a unique toolset. The Result? 100% Entrepreneurship 0% Bureaucracy.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Delegating as a Manager".
Attached is the deck I presented at the UQ Business School during one of my visits as a guest lecturer.
In this lecture, I discuss centralised vs. collaborative decision-making approach through a case study and the share some tools to facilitate the best outcome from a decision-making process.
Whether it’s GE’s lean-startup inspired FastWorks program, Zappos' move to Holacracy, or the US Military's new team-of-team structure; agile, lean, and responsive organizations are all the rage. But this shift from hierarchy to network is creating a leadership gap. Mangers often can't get out of their own way and reflexively apply a top-down mindset that stifles much needed collaboration. In this talk I’ll help you understand the essential skills you need to empower and enables agile, lean, and responsive organizations.
Creating a Great culture for remote teams Deepa Kartha
Remote working is here to stay for the foreseeable future. When companies started working remotely earlier in 2020, the focus was on the basics - connectivity, tools, access, ability to work from home with commitments and distractions like children and care giving - the focus was at the business continuity level. With this situation dragging out for a longer time organizations have to figure out how they create a thriving culture with their remote teams. Most companies are starting from square-one and relearning how to create their culture.
“The research is clear: happy workers are more productive workers.“ says the founder of Management 3.0, Jurgen Appelo.
Management 3.0 is a revolution in modern management, currently happening in 27 countries and redefining the definition of leadership with management as a responsibility of the group. It is the future of management, which is all about doing the right thing for your team, involving everyone in improving the system and fostering employee engagement.
In this session, you will get an insight into how to manage the system, not the people. This is not only relevant for managers, but for everyone who is concerned about their organization.
About the author:
Stefan is an IT professional who was a Project Manager before encountering Agile Methodologies and recently Management 3.0. He is keen on introducing Management 3.0 as well as Agile Leadership to companies and believes that it will make their employees happier.
Stefan is a certified Management 3.0 facilitator and licensed Scrum Master.
Keith Fenhaus, President, The Forum President/CEO, Hallmark Business Connections and Patty Saari Vice President, The ForumVice President, Carlson Marketing, presentation on Virtual Motivation, how to keep people motivated when working remotely.
Great organisations are not born, they are made. Learn how to turn your Organisation into an entrepreneurial network with the Way of the original Garage. Vanguard Processes wrapped in a unique toolset. The Result? 100% Entrepreneurship 0% Bureaucracy.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Delegating as a Manager".
Attached is the deck I presented at the UQ Business School during one of my visits as a guest lecturer.
In this lecture, I discuss centralised vs. collaborative decision-making approach through a case study and the share some tools to facilitate the best outcome from a decision-making process.
Whether it’s GE’s lean-startup inspired FastWorks program, Zappos' move to Holacracy, or the US Military's new team-of-team structure; agile, lean, and responsive organizations are all the rage. But this shift from hierarchy to network is creating a leadership gap. Mangers often can't get out of their own way and reflexively apply a top-down mindset that stifles much needed collaboration. In this talk I’ll help you understand the essential skills you need to empower and enables agile, lean, and responsive organizations.
Creating a Great culture for remote teams Deepa Kartha
Remote working is here to stay for the foreseeable future. When companies started working remotely earlier in 2020, the focus was on the basics - connectivity, tools, access, ability to work from home with commitments and distractions like children and care giving - the focus was at the business continuity level. With this situation dragging out for a longer time organizations have to figure out how they create a thriving culture with their remote teams. Most companies are starting from square-one and relearning how to create their culture.
Messenger Dog is an informal messenging system which utilizes the power and cleverness of dogs to deliver messages among displaced family members, when all network infrastructures in a city are down right after a disaster such as an earthquake. It was designed and implemented in the context of Haiti's earthquake.
How a message is communicated is every bit as important as the message itself. When you are leading a team, fostering an environment of open communication and collaboration can make all the difference in team cohesiveness and productivity. The most effective teams are the ones who are able to work together toward common goals and encourage individual goals – and that takes good communication. Therefore, as a leader, you have to focus not only on what you are communicating but how you are communicating it.
One of the very important aspects, that aspiring employees look for today, before accepting a particular job offer, is Company Culture. Not only is company culture important from an individual’s point of view, but also from the point of view of creating a feeling of belonging towards the company as well as togetherness amongst the rest of the colleagues. Before getting into the core topic of building a productive tech team revolving around strong company culture, let us understand a little bit about
How to foster team collaboration at your workplaceOrangescrum
Orangescrum helps you track your time & resources and organizes them efficiently and facilitates end to end team collaboration across your organization.
A remote workforce requires a shift in how people do and think about work because many of the traditional processes and mindsets don’t apply anymore. Discover tips and best practices for building and leading a remote workforce in the age of COVID-19.
Remote Working in a Crisis: A Workplace Toolkit [White Paper]Sage HR
This year of unprecedented challenges has brought a series of big company moments to organisations.
This short guide provides advice and tips on how to lead fully remote teams in crisis situations, addressing the challenges that can arise, whilst offering guidance on how to overcome and mitigate them.
At Sage HR we recognise the vital role our customers play in leading their organisations and participating in their communities. The part that we play in supporting you in these endeavours is one we’re proud to provide.
Setting up global technology teams | Session with Apurva DalalSocial35
As the world of work continues to change, the idea of building a geographically distributed tech team is an intrinsic part of a journey towards growth, progress and better outcomes.
We recently hosted an insightful session with Apurva Dalal, Director of Engineering, Twitter India on distributed tech teams!
Here's a recap of some of the highlights from the session.
In this article, we will delve deep into seven essential tips for enhancing your business’s internal communication system: 1. Embrace Digital Tools and Platforms 2. Foster an Open and Inclusive Culture 3. Develop Clear Communication Channels 4. Implement Regular Training and Workshops 5. Leverage Visual Communication
Tackling complex problems, fostering creativity, and nurturing collaborative solutions is universal in business today.
The terms cooperation, coordination, and collaboration are often used interchangeably. However, collaboration refers to a higher level of joint working and the glue that binds collaborative teams together is communication.
Here we look in detail at how to facilitate effective team collaboration and the communication channels that will support it.
Staying On Track With Virtual Teams- Web Version 092010tmharpster
This session explores the promise and challenge of virtual teaming. Using a simulation to demonstrate the real-world challenges, participants gain insight into the issues that commonly trip up virtual team members - and identify strategies for overcoming these challenges.
On the basis of global cultures, would people from the United States.pdfshalini178068
On the basis of global cultures, would people from the United States, Japan, or Chile be more
comfortable with a group or team-based approach to work?
Solution
“There’s a typical default way that we all act in our respective cultures. It is the way that we give
feedback, greet people, praise or don’t praise, so all sorts of things would be different across
cultures.
Multicultural teams offer a number of advantages to international firms, including deep
knowledge of different product markets, culturally sensitive customer service, and 24-hour work
rotations. But those advantages may be outweighed by problems stemming from cultural
differences, which can seriously impair the effectiveness of a team or even bring it to a
stalemate.
Creating successful work groups is hard enough wherein the global work force is geographically
dispersed. When team members come from different countries and functional backgrounds and
are working in different locations, communication can rapidly deteriorate, misunderstanding can
ensue, and cooperation can degenerate into distrust.
This multicultural challenge can be dealt with in four ways –
What strategy to follow will depend upon the particular circumstance the manager is into. In
general, though, managers who intervene early and set norms; teams and managers who try to
engage everyone on the team; and teams that can see challenges as stemming from culture, not
personality, succeed in solving culture-based problems with good humor and creativity. They are
the likeliest to harvest the benefits inherent in multicultural teams.
Sometimes, the level of social distance plays a major role in the success of global teams. The
level of social distance means the degree of emotional connection among team members. When
people on a team all work in the same place, the level of social distance is usually low. Even if
they come from different backgrounds, people can interact formally and informally, align, and
build trust. They arrive at a common understanding of what certain behaviors mean, and they
feel close and congenial, which fosters good teamwork. Coworkers who are geographically
separated, however, can’t easily connect and align, so they experience high levels of social
distance and struggle to develop effective interactions. Mitigating social distance therefore
becomes the primary management challenge for the global team leader.
The fundamental requirement to get such teams on right track is to generate awareness and
sensitivity in the team to other cultures and people. The key is to boost their cultural
“awareness”- in other words to teach them the skills that transcend mere etiquette. These days
the companies are running cultural sensitivity training programs that focus primarily on ensuring
internal harmony within the international workforce.
The team leader should always encourage open dialogue so that the people from diverse culture
can feel comfortable working within the team.
Since we are talking about geographica.
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Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
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Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
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1. Building your Virtual Team
Globalization has changed the nature of how businesses function. What is has not
changed are the requirements for success. A dedicated team of skilled employees
guided by expert managers is crucial to any corporation. Communication is
paramount, more so today than ever before. Pulling together a seamless business
team on-site is a challenge in itself. Trying to rally employees from distant locals can
be daunting, at best. A successful “virtual team” can bridge the distance, but with
any team―virtual or traditional―communication is the key to productivity.
Fostering collaboration
According to Dr. Tom Allen, author of “Managing the Flow of Technology,” people are
not likely to communicate or collaborate very often if they are more than 50 feet
apart. How then, do we foster communication and collaboration when people are
geographically dispersed?
As a professional corporate trainer who has coached over 1,000 project managers
across North America, I have found that the most effective starting point when it
comes to opening the lines of communication is to create a team operating
agreement.
A team operating agreement (TOA) guides the team’s actions and interactions.
A TOA is the set of behavioral norms that the team agrees to abide by. They can be
formal or informal. If a team does not deliberately create them, they will develop on
their own…which may be problematic. Geographic, ethnic and cultural differences
impact on the effectiveness of how individuals and teams operate. Awareness of
these differences is vital if communication is to be clear, honest and properly
directed.
A TOA can be as inclusive as a team chooses it to be. The more inclusive it is the less
chance for miscommunication, conflict and lost opportunities. Ideally, the TOA should
be created at the beginning of a project or when a new team forms.
Helping Global Teams Increase Their Productivity
2. A TOA may include the following categories:
Meeting Protocols
§ Meetings begin and end on time
§ We attempt to schedule meetings to accommodate people in different time
zones
§ We take into consideration holidays of the different cultures
§ We respect and listen to what other people are saying on the call and we
don’t hold sidebar conversations
§ One week notice will be given to the team if a member is unable to attend
Communication
§ We check e-mails twice a day
§ We have a no scroll policy on all emails
§ We call into the office once a day
§ We handle conflict directly with the person concerned and work to resolve it
§ We identify and communicate possible conflicts clearly and immediately
§ We give feedback in a timely manner, respecting cultural sensitivities
§ We value confidentiality
How can these objectives be realized?
Use the following steps to implement a TOA on your virtual team.
Brainstorm: have each team member list what they would like to see become part
of the TOA.
List each team member’s ideas on a central flip chart.
Clarify: Ensure team members thoroughly understand each statement;
encourage questions
Discuss: modify any statement, remove it, or live with it. Make sure you have buy-
in from the entire team before moving ahead.
Send: email a copy of the TOA to the team or provide an electronic view of it
Adopt: what has been tabled as the “official” TOA. Laminate it and display in a
virtual meeting room.
Helping Global Teams Increase Their Productivity
3. It is critical to note that the TOA is not a stagnant document; it can, and probably
should, be modified during the course of a project.
Virtual teams are the way of the future…but they use many of the features of
successful business units of yesterday and today. If you would like to explore the
many training options available to maximize the “people potential” of your
organization, give me a call to arrange for an appointment.
Helping Global Teams Increase Their Productivity