Leveraging Core Values for Healthier, More Productive TeamsTechWell
Although all teams require a healthy level of interaction, high-performing teams' interactions are all based on trust, respect, and shared goals. Such teams find ways to overcome the fear of conflict, and quickly identify and resolve issues that are getting in the way. Scott Ross shares how, when the Omnyx software R&D department determined their culture was hindering performance, they crafted a core values statement that has served them well for the past three years. Scott describes the ways they proactively and intentionally use their value statement to drive the culture they seek and discusses the results they have achieved. Take back the list of resources that Scott uses daily to help himself and others see how their actions add to and take away from their core values. Return to the office prepared to use this same process with your team and start on the road to a high-performing team whose members love to come to work every day.
2013 EARCOS #3 Shifting toxic culture to ownership cultureChris Jansen
Workshop #3 of 4 at the East Asian Regional Council of Overseas Schools Leadership Conference in Bangkok in November 2013 – over 1000 principals and leaders of international schools from throughout Asia.
Making space for Innovation: 21st Century LeadershipCatalyz
A presentation given at the 2017 ATD Puget Sound Conference, which introduces the concept of leaders as "Spacemakers" and provides a mental model for how leaders can make space to foster innovation on their teams.
Leveraging Core Values for Healthier, More Productive TeamsTechWell
Although all teams require a healthy level of interaction, high-performing teams' interactions are all based on trust, respect, and shared goals. Such teams find ways to overcome the fear of conflict, and quickly identify and resolve issues that are getting in the way. Scott Ross shares how, when the Omnyx software R&D department determined their culture was hindering performance, they crafted a core values statement that has served them well for the past three years. Scott describes the ways they proactively and intentionally use their value statement to drive the culture they seek and discusses the results they have achieved. Take back the list of resources that Scott uses daily to help himself and others see how their actions add to and take away from their core values. Return to the office prepared to use this same process with your team and start on the road to a high-performing team whose members love to come to work every day.
2013 EARCOS #3 Shifting toxic culture to ownership cultureChris Jansen
Workshop #3 of 4 at the East Asian Regional Council of Overseas Schools Leadership Conference in Bangkok in November 2013 – over 1000 principals and leaders of international schools from throughout Asia.
Making space for Innovation: 21st Century LeadershipCatalyz
A presentation given at the 2017 ATD Puget Sound Conference, which introduces the concept of leaders as "Spacemakers" and provides a mental model for how leaders can make space to foster innovation on their teams.
Goal Setting & Development Planning - InfluenceDan Griffiths
It’s time to dig deep and get personal. What results do you really want? What’s your plan for getting them? This will
provide you with a unique opportunity to thoroughly vet your plans with the other bright and talented individuals in
the room. You’ll leave with a great start on your developmental plan and goals as well as clear next steps for action.
It’s not particularly helpful to discuss leadership in the abstract. We’re going to expect you to apply it directly to your personal leadership challenges. This session is an opportunity for you
to tap into the wisdom of your peers to help you craft an influence strategy to improve your leadership effectiveness.
From Strangers to Team Players (DevFest 2019)Ridhwana Khan
I started my career in corporate, co-founded a company, moved to freelancing and now work in a startup, whilst running an NPO. As my journey continued, I began to realise that the success of the products that I worked on, as well as my professional fulfilment were influenced by the dynamics of the teams I work with. There are many factors that help teams to be effective, conducive to growth and perform better overall. During this talk I’d like to explore some of these elements.
EmployWise is mainly constituted of Employee Self Service System which gives access to employee database and enables employee self-service. This data base contains all the vital information regarding the employees. The data always remain updated without having to do the data entry by HR.
Being in a VUCA world we often end up in situations not in our control, Rucha Kapare a Lead Business Analyst with Springer Nature, Pune tells us how liberating structures enables us to deal with such situations better. She has been a soft skill trainer and has mentored people on Business Analysis. She loves dogs, loves to travel. she is here to demonstrate to us the 15% solution to deal with such situations and get good results out of them. So without much ado let's jump into the execution ..
Here's a workshop that will change the way you and your team work together--for the good. Identify and bring out each others' highest and best contributions, develop a new and simple vocabulary around those contributions, and have more fun than you thought possible!
What are all the things you think about and take care of when you invite people for a little party? Lots of decisions and many invisible actions are happening beforehand. In the English language there is a nice word that captures this all: hosting. But you cannot only host parties, also conversations and collective learning processes benefit from good hosting. And it is not the same as ‘facilitating the meeting’. Can you image you would facilitate a dinner with friends or family? Hosting is different, it goes deeper and is beyond facilitation. The term Art of Hosting and Harvesting Conversations That Matter contains many elements: the convening, inviting, holding and guiding the conversations. This hosting practice and methodology is also known as the art of participatory leadership.In participatory leadership we want, just as in a successful party, that everyone can join in, feels safe and OK. Art of Hosting is crucial in the future of work, in a world where we no longer separate thinking from doing, in a world where everyone’s voice matters. Whether it is in your community, an Agile transformation or teams doing BAU.
Maximising teamwork in delivering software products Ryan Dawson
Maximising teamwork has a big impact on effectiveness but it isn’t easy. It requires everyone to challenge themselves, come out of their silos, build trust and be disciplined about improvement. Some challenges are different for different roles. We’ll see routes to improvement for the team by looking at each role through the lens of its main biases and how to correct for them.
Goal Setting & Development Planning - InfluenceDan Griffiths
It’s time to dig deep and get personal. What results do you really want? What’s your plan for getting them? This will
provide you with a unique opportunity to thoroughly vet your plans with the other bright and talented individuals in
the room. You’ll leave with a great start on your developmental plan and goals as well as clear next steps for action.
It’s not particularly helpful to discuss leadership in the abstract. We’re going to expect you to apply it directly to your personal leadership challenges. This session is an opportunity for you
to tap into the wisdom of your peers to help you craft an influence strategy to improve your leadership effectiveness.
From Strangers to Team Players (DevFest 2019)Ridhwana Khan
I started my career in corporate, co-founded a company, moved to freelancing and now work in a startup, whilst running an NPO. As my journey continued, I began to realise that the success of the products that I worked on, as well as my professional fulfilment were influenced by the dynamics of the teams I work with. There are many factors that help teams to be effective, conducive to growth and perform better overall. During this talk I’d like to explore some of these elements.
EmployWise is mainly constituted of Employee Self Service System which gives access to employee database and enables employee self-service. This data base contains all the vital information regarding the employees. The data always remain updated without having to do the data entry by HR.
Being in a VUCA world we often end up in situations not in our control, Rucha Kapare a Lead Business Analyst with Springer Nature, Pune tells us how liberating structures enables us to deal with such situations better. She has been a soft skill trainer and has mentored people on Business Analysis. She loves dogs, loves to travel. she is here to demonstrate to us the 15% solution to deal with such situations and get good results out of them. So without much ado let's jump into the execution ..
Here's a workshop that will change the way you and your team work together--for the good. Identify and bring out each others' highest and best contributions, develop a new and simple vocabulary around those contributions, and have more fun than you thought possible!
What are all the things you think about and take care of when you invite people for a little party? Lots of decisions and many invisible actions are happening beforehand. In the English language there is a nice word that captures this all: hosting. But you cannot only host parties, also conversations and collective learning processes benefit from good hosting. And it is not the same as ‘facilitating the meeting’. Can you image you would facilitate a dinner with friends or family? Hosting is different, it goes deeper and is beyond facilitation. The term Art of Hosting and Harvesting Conversations That Matter contains many elements: the convening, inviting, holding and guiding the conversations. This hosting practice and methodology is also known as the art of participatory leadership.In participatory leadership we want, just as in a successful party, that everyone can join in, feels safe and OK. Art of Hosting is crucial in the future of work, in a world where we no longer separate thinking from doing, in a world where everyone’s voice matters. Whether it is in your community, an Agile transformation or teams doing BAU.
Maximising teamwork in delivering software products Ryan Dawson
Maximising teamwork has a big impact on effectiveness but it isn’t easy. It requires everyone to challenge themselves, come out of their silos, build trust and be disciplined about improvement. Some challenges are different for different roles. We’ll see routes to improvement for the team by looking at each role through the lens of its main biases and how to correct for them.
Build winning teams - Matt Lock AssociatesMatt Lock
Coaching-led development for leaders and teams searching for exceptional levels of performance. We help you engage with the people and situations around you in more dynamic, effective and impactful ways.
Build winning teams - Matt Lock AssociatesMatt Lock
Coaching-led development for leaders and teams searching for uncommon levels of performance. We help you engage with the people and situations around you in more dynamic, effective and impactful ways.
Teams—we depend on them for both our professional success and our personal happiness. This in-depth book study of Team Genius by Rich Karlgaard & Michael Malone explores how to reorganize your teams to turn them into top performing ones.
Developing & Leading High Performance TeamsMike Cardus
http://www.create-learning.com
Created and presented to Simon Graduate School of Business Executive MBA students, University of Rochester, NY.
Increasing retention of talent, completion time of projects and tasks, satisfaction with work and life; Making your organization, team, and you better and greater profit.
In our time together you will learn how to; hone, utilize, and develop interpersonal and political skills that are needed for more than successful completion of Projects and Goals; Leading to an increase in your value to the team and organization.
2. Today
1. Review TQ Model
2. Explore 6 Attributes of Smart Teams
3. Introduce Team Skill
4. Assess Your Team
3. “The leaders who work most effectively never say ‘I.’
They don’t think ‘I.’ They think ‘we.’ They think ‘team.’
They understand their job to be to make the team
function. They accept responsibility and don’t sidestep it,
but ‘we’ gets the credit. This is what creates trust, what
enables you to be the task done.”
Peter Drucker
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4. Cocktail Party
1) Introduce yourself
2) Answer 2 questions:
What do you really enjoy about the team you're
currently on?
And what drives you crazy about the team you're
on?
6. Smart Teams have TQ (team intelligence)
Charter
Goals, Results
Roles
Decision Making
7. Smart Teams have TQ (team intelligence)
Vision
Situational
Team
Development
Creating Safety
8. Smart Teams have TQ (team intelligence)
Work Styles (DiSC)
Engagement
Values, Norms
9. Smart Teams have TQ (team intelligence)
Tackling Change
Engaging
Assessing
Maintaining
10. 6 Ingredients of Smart Teams
1. Unique unifying Vision - Charter
3. Real Relationships that Dissolve Silos
5. Problem Solving without Finger Pointing
7. Directly Dealing with Conflict
9. Strong Team Leader
11. Sense of ‘We’
11. “The ratio of We’s to I’s is the best indicator of the
development of a team.”
Lewis B. Ergen
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22. Direct Influence
Results oriented Results oriented
Competitive Enthusiastic
Conscientious Supportive
Accuracy Impact on others
Measured Friendly
23. “Lots of people want to ride with you in the limo, but what
you want is someone who will take the bus with you
when the limo breaks down.”
Oprah Winfrey
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24. Clearwater Consulting Group
Women-owned firm founded in 2005
headquartered in Atlanta, GA
Company focus is senior team development for
greater organizational clarity and success
Find us www.clearwater-consulting.com
Call us 404-842-0987
Insert footer text here 24
Editor's Notes
Introductions – Andrea Exercise get up, find one person – ask each other – What’s One thing I need to know about you? Then intro one of them … Agreements : Be Open to this – we always compare to what we already know (UNC study) Confidentiality Participation Cells off The practice of Noticing – what intrigues you take a note of, what doesn’t, leave behind Get curious – listen for one thing you can use today, a key takeaway, be surprised
Structure: Roles/responsibilities Charter/purpose Goals Decision making processes Incentives Resources Metrics – measure what matters Team Leadership: Situational leadership – directive, coaching, problem solving, delegating Internal and external focus Vision Team development Creating safety Team Profile: Disc Engagement Values - norms Team Skills: Contracts/Agreements Problem Solving/Decision Making Constructive Feedback Dealing with Dynamics of Change Effective Meetings ALL OF IT OCCURING IN CONTEXT: Organizational environment = Cultue, incentives, goals, norms
Structure: Roles/responsibilities Charter/purpose Goals Decision making processes Incentives Resources Metrics – measure what matters Team Leadership: Situational leadership – directive, coaching, problem solving, delegating Internal and external focus Vision Team development Creating safety Team Profile: Disc Engagement Values - norms Team Skills: Contracts/Agreements Problem Solving/Decision Making Constructive Feedback Dealing with Dynamics of Change Effective Meetings ALL OF IT OCCURING IN CONTEXT: Organizational environment = Culture, incentives, goals, norms
Structure: Roles/responsibilities Charter/purpose Goals Decision making processes Incentives Resources Metrics – measure what matters Team Leadership: Situational leadership – directive, coaching, problem solving, delegating Internal and external focus Vision Team development Creating safety Team Profile: Disc Engagement Values - norms Team Skills: Contracts/Agreements Problem Solving/Decision Making Constructive Feedback Dealing with Dynamics of Change Effective Meetings ALL OF IT OCCURING IN CONTEXT: Organizational environment = Culture, incentives, goals, norms
Structure: Roles/responsibilities Charter/purpose Goals Decision making processes Incentives Resources Metrics – measure what matters Team Leadership: Situational leadership – directive, coaching, problem solving, delegating Internal and external focus Vision Team development Creating safety Team Profile: Disc Engagement Values - norms Team Skills: Contracts/Agreements Problem Solving/Decision Making Constructive Feedback Dealing with Dynamics of Change Effective Meetings ALL OF IT OCCURING IN CONTEXT: Organizational environment = Culture, incentives, goals, norms
Structure: Roles/responsibilities Charter/purpose Goals Decision making processes Incentives Resources Metrics – measure what matters Team Leadership: Situational leadership – directive, coaching, problem solving, delegating Internal and external focus Vision Team development Creating safety Team Profile: Disc Engagement Values - norms Team Skills: Contracts/Agreements Problem Solving/Decision Making Constructive Feedback Dealing with Dynamics of Change Effective Meetings ALL OF IT OCCURING IN CONTEXT: Organizational environment = Culture, incentives, goals, norms
Structure: Roles/responsibilities Charter/purpose Goals Decision making processes Incentives Resources Metrics – measure what matters Team Leadership: Situational leadership – directive, coaching, problem solving, delegating Internal and external focus Vision Team development Creating safety Team Profile: Disc Engagement Values - norms Team Skills: Contracts/Agreements Problem Solving/Decision Making Constructive Feedback Dealing with Dynamics of Change Effective Meetings ALL OF IT OCCURING IN CONTEXT: Organizational environment = Culture, incentives, goals, norms
Team Profile - Roles & Responsibilities – (morning workshop) Changes processes & Frameworks – Relate/Repeat/Reframe, Kotter Stress What creates stress – Feeling out of control Not knowing what’s going on Not knowing how to contribute Not being able to count on your team mates
Accountability – Agreements Getting to know each other Getting Buy In - Sharing the Vision – where do ‘I’ fit, ‘we’ fit? Constructive Feedback - Dealing with Toxins + Arc of Engagement?
You’re always developing these skills
Innovative teams have the skills to create what needs to happen no matter the context
FAQs – where Dot Falls, sharing profiles (primary, secondary), accessing ALL quadrants as needed