How To Be A Continuously Improving Team
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In our outrageously busy world we don't have time to attend to improving how our team functions. And when we do find time, it's usually because of a crisis and then the need to change is a necessity. We have plenty of time to work in the business, but not on the business. When was the last time you took time out to look under the bonnet of the car? When was the last time you downed tools and looked at team improvements? All high performing teams are in a constant state of improvement. Continuous improvement doesn't need to take up too much time and can make a huge difference to performance. Learn a simple tool for continuous improvement that can be applied with powerful results that will massively improve performance. This information comes from Dr. Tim Baker's book, "WINNING TEAMS: The Eight Characteristics of High Performing Teams."
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About this event
Surveys consistently show that employees feel they aren't getting enough feedback. We also know that frequent feedback and high levels of engagement go hand-in-hand.
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There are several ways to give feedback without the other person getting defensive. The key is to get the recipient of the feedback engaged in the feedback. Feedback should be a dialogue, not a monologue.
This presentation considers four practical and easy-to-implement ways of giving feedback. This material comes from Tim Baker's new book, "Breaking The Proactive Paradox."
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About this event
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It’s natural for constructive feedback to have a stronger emotional reaction then positive feedback. We tend to ruminate more over criticism, even if its constructive.
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Giving feedback is an art and science. But there are several elements that can make the difference.
About this event
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Studies show that more feedback leads to higher levels of engagement.
This webinar explores several key elements that are critical for feedback to be effective. They are simple to implement and will make a significant difference in its impact, if done by the manager.
This content comes from Dr. Tim Baker's new book, "Mastering Feedback: A Practical Guide for Better Leadership Conversations."
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About this event
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Our current job design (job specification) is too rigid in a dynamic work environment. Job specification is designed to get the jobholder to focus on a few tasks and not to deviate beyond their job description. This creates problems. The jobholder isn't interested in what happens outside their job specification. And this causes communication breakdowns and misunderstandings.
This presentation discussed job crafting and how it can be used to build a high performing workplace. Although a slow start, in the post-COVID environment, job crafting is gaining popularity and is a way of building engagement and accelerating performance. It is also a way to develop a more agile workforce.
Job crafting can be used in tandum with job specification. promoting job crafting will add value and create the agility necessary to deal with an ever-changing environment.
This information comes from Dr. Tim Baker's newly-released book, "The Future of Human Resources: Unlocking Human Potential."
Five Conversations Framework: Alternative For The Performance Review
Looking for an effective framework for your regular team member catch-ups? What do I discuss in my catch-ups?
About this event
The Five Conversations Framework is a highly effective process to have a series of developmental and performance frameworks with team members. It is so effective that many organizations have replaced their performance review with the Five Conversations Framework.
Studies show that performance reviews don't increase performance. Why then do we perserver with them? regular performance and development conversations do enhance performance and build trust, engagement, and understanding. What then do leaders and team members discuss in these regular catch ups?
The Five Conversations Framework provides you with relevant content for these meetings.
In this short presentation, you will learn what the five conversations are and how they can be applied easily into your one-on-one meetings with team members.
This information comes from Dr. Tim Baker's latest book, "The Future of Human Resources: Unlocking Human Potential."
Characteristics of High Performing Teams
What are the eight characteristics of high performing teams? How can leaders impact on these eight areas? This session looks at some practical and easy to implement tools for team leaders to improve the performance of their team.
Modernise Employee Inductions
Induction training has come a long way in the last 20-years. But business has to shift from induction to integration. Find out how.
About this event
The most vulnerable time for an employee is during the early stages of employment. Studies show that the greatest turnover of staff occurs in the first nine months of employment. If a new employee isn’t started the right way, a business risks losing them before they start.
That’s costly and preventable with the right induction process.
Even though induction training has developed significantly over the last two decades, it's time to modernize the approach. The focus of traditional induction training is about shaping the employee to fit into the business’s culture. However, there's very little emphasis on the organization shaping itself to accommodate the strengths and talents of a new employee.
The current induction process is all about slotting people into generic roles much like hammering a nail into a piece of wood.
Inductions are a one-way process. It's all about making sure that the employee complies with the rules and regulations of the new organization. For example, new hire is given a generic job description and told to meet certain KPIs. The starting employee is expected to forget their previous employee and fit into the new organization's culture and if necessary, change their thinking and habits to do so. Employees that told what to do, when do it, and how to do it. The implication is the employer knows best.
While it's important for some conformity to take place, there's very little scope for the organization to accommodate the strengths and talents of the new employee. The employee is expected to fully comply.
Modernising induction training means moving from induction to integration.
Dr. Tim Baker is described by Marshall Goldsmith as one of HR’s most prominent thought leaders. In Tim’s soon to be released book, The Future of Human Resources: Unlocking Human Potential, he discusses induction and other practices that need changing post-Covid.
Improving Engagement Through Feedback
Research shows a correlation between feedback and engagement levels. More feedback equals more engagement.
About this event
Survey after survey indicates most employees are disengaged at work. These results are across all industries. Naturally, there’s a lot of advice about ways to improve employee engagement. Much of this information is relevant and useful. In this webinar, we look at feedback and its relationship to employee engagement levels.
Research suggests that more feedback boosts engagement levels.
Feedback can be positive or constructive. Employees say over and over again in surveys that they want more feedback, both positive and constructive.
We explore the relationship between engagement levels and feedback frequency in this webinar.
This comes from Dr. Tim Baker's latest book: Mastering Feedback: A Practical Guide for Better Leadership Conversations.
Improving Team Systems and Creating A Continuous Improvement
In your busy schedule, how do you attend to continuously improving the way your team does its work? How can you do this efficiently?
About this event
In your busy schedule, how do you attend to continuously improving the way your team does its work? How can you do this efficiently?
Often, we’re too busy to improve our team systems. Yet, better systems and processes are key to better performance. Join me to learn how you can create a culture of continuous improvement in teams easily and effectively.
By attending this webinar, you receive a special offer to a comprehensive, free online registration to "Winning Teams: Apply the All Black’s Formula to Your Team" with the purchase of my latest book, "WINNING TEAMS".
How To Be A Continuously Improving Team
Finding time to work on the business rather than in the business is the hallmark of all high performing teams. Find out how it can be done.
About this event
In our outrageously busy world we don't have time to attend to improving how our team functions. And when we do find time, it's usually because of a crisis and then the need to change is a necessity.
We have plenty of time to work in the business, but not on the business. When was the last time you took time out to look under the bonnet of the car? When was the last time you downed tools and looked at team improvements?
All high performing teams are in a constant state of improvement.
Continuous improvement doesn't need to take up too much time and can make a huge difference to performance.
Learn a simple tool for continuous improvement that can be applied with powerful results that will massively improve performance.
This information comes from Dr. Tim Baker's book, "WINNING TEAMS: The Eight Characteristics of High Performing Teams."
More from WINNERS-at-WORK Pty Ltd (20)
The Three Key Elements of Productive Working Relationships in Teams
The Three Key Elements of Productive Working Relationships in Teams
The Eight Characteristics of High Performance Teams
The Eight Characteristics of High Performance Teams
Replacing The Job Description To Accelerate Performance
Replacing The Job Description To Accelerate Performance
Five Conversations Framework: Alternative For The Performance Review
Five Conversations Framework: Alternative For The Performance Review
Improving Team Systems and Creating A Continuous Improvement
Improving Team Systems and Creating A Continuous Improvement
How To Be A Continuously Improving Team
- 1. How to Be a Continuously Improving Team Dr. Tim Baker www.winnersatwork.com.au
- 3. Tim Baker explains this perfectly in this very readable and practical book that is easily applied to your team. Grant Fox MBE, former All Black Legend and CEO, Techfront NZ Tim Baker does a wonderful job dismantling the mystique of continued and sustainable success. Tom Lawton, former Wallaby Great Tim Baker writes a practical book that is guaranteed to lead to higher performance. Commissioner Katarina Carroll, QPS
- 4. Nick Farr-Jones AM, former Wallaby Captain and Great “Tim’s book nails the eight characteristics of high- performing teams. These characteristics are about relationships and culture, rather than just the task at hand.”
- 5. How do I find the time to work on the business rather than in the business?
- 6. Debriefing options After-action review (AAR structure) Uses of the AAR Special offer
- 10. According to management guru Peter Senge in The Dance of Change: “The Army's After-action Review (AAR) is arguably one of the most successful organizational learning methods yet devised. Yet, most every corporate effort to graft this truly innovative practices into their culture has failed because, again and again, people reduce the living practice of AAR's to a sterile technique.”
- 11. What systems, processes, and procedures are working well? What systems, processes, and procedures are not working well? What improvements or changes can we make for the future?
- 12. Here are some examples of when an AAR can be used: when a new set of procedures or way of working has been introduced after a busy period when capacity was stretched following a trial period of a new system or procedure after a major training activity or between shifts.
- 16. Facilitating a Team Debriefing for Impactful Learning Dr. Tim Baker https://www.eventbrite.com/e/404955822767 Fri, September 16, 2022 10AM – 10:30 AM AEST
- 17. Normally $28 + postage. Now available for $15 + postage