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Set Team for Success
People are working towards a
shared purpose and common
goals. They are sharing their
varied skills in
cooperation with each other.
Good Teamwork Is Essential For
High Performance In Any
Organisation. As Well As
Enabling Better Performance, It
Brings Other Benefits
Building effective teams signifies Effective teamwork signifies that
Organisations are much more
likely to perform well when their
people work effectively as a
team. This is
because good teamwork creates
synergy – where the combined
effect of the team is greater than
the sum
of individual efforts.
3
steps to building
an effective team
2
Assemble
the Team
1
Define the
Purpose
3
Determin
e Roles
and goals
4
Set
Expectatio
ns
6
Celebrate
and
Reward
5 Monitor
and
Review
4
building blocks for
effective teams
Clear Objectives Individual
Development
Mutual
Cooperation
Openness &
Conflict
Balanced Roles
Sound
Interpersonal
Relations
Continuous
Communications
Effective
Processes
Appropriate
Leadership
Regular Review
Ask team members
to describe their
understanding of the
purpose and goals of the
team. Listen carefully
to where their answers
are similar and different.
Clarify any misconceptions.
Then, ask each member
to describe how their team
role and responsibilities
align with team goals. This
check is important to help
teams stay focused on
the right mission
and outcomes.
5
TO MANAGE PERFORMANCE MEANS GIVING PEOPLE A
CLEAR UNDERSTANDING OF WHAT THEY HAVE TO
DELIVER AND HELPING THEM DELIVER IT.
FOR MANAGERS, IT MEANS SUPPORTING EACH
TEAM MEMBER.
There are three key questions everyone needs to be able to
answer:
• What is expected of me?
• How am I doing against those expectations?
• Is there a clear connection between what’s expected of me and
the company strategy as a whole?
6
7
Planning for
performance
Managing
Performance
Reviewing
Performance
Rewarding
Performance
Performance
Management
cycle
the performance
management cycle
THE PERFORMANCE MANAGEMENT
CYCLE IS A SERIES OF ONGOING,
TWOWAY
DIALOGUES TO AGREE WHAT
PERFORMANCE IS EXPECTED,
REVIEW HOW
PERFORMANCE IS GOING AND
DISCUSS
HOW PERFORMANCE COULD BE
IMPROVED.
If these conversations are happening
as a matter of course and a matter
of habit, the formal review process
becomes just that – a formality – and
there are no surprises on either side.
8
High-Performance Nurturing
(achieving Full Potential)
high-performance nurturing is
about helping all people reach
their full potential, in any area
of their lives. For the manager
as coach, this means working
with people to improve their
performance at work.
Long Range Career
or Life Planning
Navigating career
change points
Making fundamental
changes to
performance or
behaviour
Handling major life
setbacks
Nurturing
high
performance
is useful for
9
Why team Coaching ???
People must learn
to work together
and understand
how to relate to one
another – otherwise
the team's output
will be less than it
could be.
Team coaching helps
people understand how to
work better with others.
It's an effective method
for showing teams how to
reduce conflict and
improve their working
relationships. The team
can then focus on its real
work, and achieve its
objectives.
10
Support
Individual
Development
Establish
behavior
Expectation
Team
Coaching
Evaluate
the reward
and
recognition
systems
Inter-
personal
Team
Dynamics
Mission &
Purpose
11
• Coaching begins by setting expectations.
• Let your team know exactly what you want
them to accomplish
• Once expectations are set, provide feedback as
frequently as it's needed
• After you provide feedback on performance,
support your people whenever possible.
• Knowing that you're there to help is essential
for your employees' continued success.
Coaching
• Mentoring involves a more senior executive
helping to develop a new or less-experienced
associate.
• This relationship usually lasts for an entire career,
during which the senior manager shares her
knowledge, skills and insights with the less-
experienced employee.
Mentoring
12
Art Of Feedback
Why do we give feedback???
Constructive feedback is a
way of providing
information about
behavior against objective
standards in such a way
that recipients maintain a
positive attitude towards
themselves and their work
Feedback should
always be
objective &
specific
Catch people
doing
something
right
a useful feedback model
13
14
14
Know what outcome you want to
achieve
Be specific about behaviors you
have observed and their impact
Use Questions
Be timely
Steps to provide effective feedback, thereby building a more
talented team
15
The secret of effective feedback is
making it feel like the message is
coming from an ally, not an adversary
How to Delegate???
When to Delegate???
To whom should you Delegate???
(Article on successful delegation)
Art of Delegation
17
Lead For Success
18
Lead for Success moves leaders from
average to high performing by
developing the four fundamental skills
Self
Awareness
Learning
Agility
Influence
Communic
ation
5 Ways To Lead And Achieve Success
19
Move
Quickly
Learn from
Failure
Take risks
Combine
vision with
execution
Lead
change
20
When to
consider
COACHING?
Click ME
When to
consider
MENTORING
?
Click Me

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First_Time_Managers_Modules.pptx

  • 1. Set Team for Success
  • 2. People are working towards a shared purpose and common goals. They are sharing their varied skills in cooperation with each other. Good Teamwork Is Essential For High Performance In Any Organisation. As Well As Enabling Better Performance, It Brings Other Benefits Building effective teams signifies Effective teamwork signifies that Organisations are much more likely to perform well when their people work effectively as a team. This is because good teamwork creates synergy – where the combined effect of the team is greater than the sum of individual efforts.
  • 3. 3 steps to building an effective team 2 Assemble the Team 1 Define the Purpose 3 Determin e Roles and goals 4 Set Expectatio ns 6 Celebrate and Reward 5 Monitor and Review
  • 4. 4 building blocks for effective teams Clear Objectives Individual Development Mutual Cooperation Openness & Conflict Balanced Roles Sound Interpersonal Relations Continuous Communications Effective Processes Appropriate Leadership Regular Review Ask team members to describe their understanding of the purpose and goals of the team. Listen carefully to where their answers are similar and different. Clarify any misconceptions. Then, ask each member to describe how their team role and responsibilities align with team goals. This check is important to help teams stay focused on the right mission and outcomes.
  • 5. 5 TO MANAGE PERFORMANCE MEANS GIVING PEOPLE A CLEAR UNDERSTANDING OF WHAT THEY HAVE TO DELIVER AND HELPING THEM DELIVER IT. FOR MANAGERS, IT MEANS SUPPORTING EACH TEAM MEMBER. There are three key questions everyone needs to be able to answer: • What is expected of me? • How am I doing against those expectations? • Is there a clear connection between what’s expected of me and the company strategy as a whole?
  • 6. 6
  • 7. 7 Planning for performance Managing Performance Reviewing Performance Rewarding Performance Performance Management cycle the performance management cycle THE PERFORMANCE MANAGEMENT CYCLE IS A SERIES OF ONGOING, TWOWAY DIALOGUES TO AGREE WHAT PERFORMANCE IS EXPECTED, REVIEW HOW PERFORMANCE IS GOING AND DISCUSS HOW PERFORMANCE COULD BE IMPROVED. If these conversations are happening as a matter of course and a matter of habit, the formal review process becomes just that – a formality – and there are no surprises on either side.
  • 8. 8 High-Performance Nurturing (achieving Full Potential) high-performance nurturing is about helping all people reach their full potential, in any area of their lives. For the manager as coach, this means working with people to improve their performance at work. Long Range Career or Life Planning Navigating career change points Making fundamental changes to performance or behaviour Handling major life setbacks Nurturing high performance is useful for
  • 9. 9 Why team Coaching ??? People must learn to work together and understand how to relate to one another – otherwise the team's output will be less than it could be. Team coaching helps people understand how to work better with others. It's an effective method for showing teams how to reduce conflict and improve their working relationships. The team can then focus on its real work, and achieve its objectives.
  • 11. 11 • Coaching begins by setting expectations. • Let your team know exactly what you want them to accomplish • Once expectations are set, provide feedback as frequently as it's needed • After you provide feedback on performance, support your people whenever possible. • Knowing that you're there to help is essential for your employees' continued success. Coaching • Mentoring involves a more senior executive helping to develop a new or less-experienced associate. • This relationship usually lasts for an entire career, during which the senior manager shares her knowledge, skills and insights with the less- experienced employee. Mentoring
  • 12. 12 Art Of Feedback Why do we give feedback??? Constructive feedback is a way of providing information about behavior against objective standards in such a way that recipients maintain a positive attitude towards themselves and their work Feedback should always be objective & specific Catch people doing something right
  • 13. a useful feedback model 13
  • 14. 14 14 Know what outcome you want to achieve Be specific about behaviors you have observed and their impact Use Questions Be timely Steps to provide effective feedback, thereby building a more talented team
  • 15. 15 The secret of effective feedback is making it feel like the message is coming from an ally, not an adversary
  • 16. How to Delegate??? When to Delegate??? To whom should you Delegate??? (Article on successful delegation) Art of Delegation
  • 18. 18 Lead for Success moves leaders from average to high performing by developing the four fundamental skills Self Awareness Learning Agility Influence Communic ation
  • 19. 5 Ways To Lead And Achieve Success 19 Move Quickly Learn from Failure Take risks Combine vision with execution Lead change
  • 20. 20 When to consider COACHING? Click ME When to consider MENTORING ? Click Me