This document discusses avoiding conflicts in teams and achieving success. It contains the following key points:
1. Over 70% of business change fails due to a lack of strong leadership, poor understanding of team skills, and lack of focus on team dynamics.
2. Conflicts in teams often arise because members do not understand or appreciate behavioral differences or are confused about how the team operates.
3. Managing conflicts in a rational, balanced way is important for team success. Understanding psychological and functional preferences can help reduce conflicts between team members.
The document discusses how to maximize your team through strength-based leadership. It recommends focusing on investing in your natural strengths and surrounding yourself with people who have complementary strengths in four key domains: executing, influencing, relationship building, and strategic thinking. Effective leaders understand their own strengths and leverage the unique strengths of their team members to drive performance and success.
In almost all organizations, some leaders pave the way for their employees to do their best work, and others inadvertently make things much harder than they should be. Where do you fall on this continuum? Do you help or do you hinder? In all probability, it’s the latter. According to our research, your employees are more likely to view you as an obstacle to their effectiveness than as an enabler of it—and that holds true whether your organization is successful or stumbling.
Sonny Iqbal of Egon Zehnder sent me this wonderful book by Claudio Fernandez Araoz. This is about leadership, it is about hiring great people, it is about figuring out what to look for in great candidates.
The book offers some simple but effective tips on how this can be done.
This document provides tips for keeping high morale in a business. It discusses the importance of strategic alignment within an organization and having good leadership. It also stresses that it is important for an organization's success to motivate its staff. Some ways discussed to motivate staff include making them feel valued, exploring their potential, helping fulfill their ambitions, and helping them achieve success. The document also recommends establishing a process to help people meet performance goals.
This document outlines the methodology of Managing The Mist, a consulting firm that helps organizations create "mist-free" high performance cultures during change initiatives. The methodology involves 5 rules: 1) getting organizational house in order by aligning strategies, processes and behaviors; 2) asking employees for input instead of just telling them changes; 3) developing leaders to step back and focus on continuous improvement; 4) embracing failure so employees are not afraid to take risks; 5) holding each other accountable through feedback and evaluation of actions and results. The firm uses experiential learning techniques to build high performance cultures and measures impact to ensure a return on investment.
This document provides an introduction to a framework for improving organizational performance and employee satisfaction based on social science. It begins by noting that small improvements in sales and costs can dramatically increase profits due to multiplier effects. It then asks whether human performance could be improved by 2% to increase sales and reduce costs, in turn doubling profits, without disrupting operations or requiring intense pushing by leaders. The document introduces a general theory of psychology that links human behavior directly to organizational performance and profit/loss. The framework aims to systematically construct organizations and link people to achieve better results.
The document discusses how to maximize your team through strength-based leadership. It recommends focusing on investing in your natural strengths and surrounding yourself with people who have complementary strengths in four key domains: executing, influencing, relationship building, and strategic thinking. Effective leaders understand their own strengths and leverage the unique strengths of their team members to drive performance and success.
In almost all organizations, some leaders pave the way for their employees to do their best work, and others inadvertently make things much harder than they should be. Where do you fall on this continuum? Do you help or do you hinder? In all probability, it’s the latter. According to our research, your employees are more likely to view you as an obstacle to their effectiveness than as an enabler of it—and that holds true whether your organization is successful or stumbling.
Sonny Iqbal of Egon Zehnder sent me this wonderful book by Claudio Fernandez Araoz. This is about leadership, it is about hiring great people, it is about figuring out what to look for in great candidates.
The book offers some simple but effective tips on how this can be done.
This document provides tips for keeping high morale in a business. It discusses the importance of strategic alignment within an organization and having good leadership. It also stresses that it is important for an organization's success to motivate its staff. Some ways discussed to motivate staff include making them feel valued, exploring their potential, helping fulfill their ambitions, and helping them achieve success. The document also recommends establishing a process to help people meet performance goals.
This document outlines the methodology of Managing The Mist, a consulting firm that helps organizations create "mist-free" high performance cultures during change initiatives. The methodology involves 5 rules: 1) getting organizational house in order by aligning strategies, processes and behaviors; 2) asking employees for input instead of just telling them changes; 3) developing leaders to step back and focus on continuous improvement; 4) embracing failure so employees are not afraid to take risks; 5) holding each other accountable through feedback and evaluation of actions and results. The firm uses experiential learning techniques to build high performance cultures and measures impact to ensure a return on investment.
This document provides an introduction to a framework for improving organizational performance and employee satisfaction based on social science. It begins by noting that small improvements in sales and costs can dramatically increase profits due to multiplier effects. It then asks whether human performance could be improved by 2% to increase sales and reduce costs, in turn doubling profits, without disrupting operations or requiring intense pushing by leaders. The document introduces a general theory of psychology that links human behavior directly to organizational performance and profit/loss. The framework aims to systematically construct organizations and link people to achieve better results.
This document is a memo from China Gorman to HR professionals. It discusses the need for HR to focus on business influence and competence rather than just administrative tasks. Gorman provides questions HR professionals should ask themselves about their HR knowledge, professional development, and understanding of business metrics and strategies in order to strengthen their influence in their organizations.
Graeme is a professional speaker who has delivered over 300 presentations in 5 countries on topics related to resilience, caring leadership, and growth. His proudest achievement was helping to start the R U OK? initiative. He has authored 5 bestselling books and developed eLearning solutions to help organizations build caring, resilient cultures. Feedback from clients praises Graeme's authentic and thought-provoking style and the practical tools and strategies he provides to improve well-being and performance at both the individual and team levels.
The Five Pillars of Leadership: How to bridge the leadership gap Paul J. MeyerDr. Michael Clarke
Paul J. Meyer is considered the founder of the personal development industry. His organization, Leadership Management International, has engaged with over 2 million leaders in 67 countries. He describes leadership as achieving beneficial results through people, and that anyone can be a leader by stepping forward to help others transform. Good leadership requires integrity, having a servant's heart to develop others, and stewardship to develop people to their full potential. Leaders must be committed to continual growth and have the courage to embrace change to succeed.
Leadership Coaching Intercultural Coaching - Monika Chutnik in ETTA business ...Monika CHUTNIK
Get clear about the difference between coaching, training, and mentoring; case studies coaching: become confident when coaching is - and when it's not - right for your own or your employee's challenges; become familiar with usual setups of coaching for leaders in organisations. This slide set comes from ETTA Global Leadership Consulting business breakfast delivered in Wroclaw, Poland, March 2017.
This document discusses leadership development and solutions for the 21st century. It begins by providing background on Paul J. Meyer, who is recognized as the founder of personal and leadership development. It then discusses challenges facing leaders today such as developing leaders, engaging employees, and adapting to increasing complexity. The Total Leader solution aims to develop personal, interpersonal, and strategic leadership skills through a holistic and interactive approach. It emphasizes the importance of leadership at all levels of an organization.
Developmental conversations are critical for short-term change, but when it comes to reaching long-term goals, traditional leadership development practices can come up short.
To support an executive in their commitment to lasting, impactful change or the achievement of major, lifelong goals, coaches must dig deeper to examine the core drivers – usually subconscious – that have steered the client to their current path. Further, you must help your client uncover whether these deep-seeded drivers are helping or hindering their ability to achieve their goals, and support them in making any changes required of them.
Such broad and deeply personal conversations can be challenging, but with the right tools, they can lead to your most impactful and rewarding engagements.
In this 60-minute session, we will explore the concepts you must understand in order to take your coaching of senior executives to greater depths, including:
- Strategies for achieving long-term goals rather than quick wins
- Opening up the conversation to include an individual’s personal, as well as professional, motivations
- The benefits of a directional approach in support of a developmental approach
- Supporting the client as they challenge themselves, recognize internal contradictions, and question their own assumptions
- Selecting and understanding the assessment tools available for exploring personal drivers
Join MRG’s David Ringwood to explore how you can broaden the coaching conversation with senior executives to support them in making choices that will have a lasting, life-long impact.
Drawing upon a six-year research project at the Stanford University Graduate School of Business, James C. Collins and Jerry I. Porras took eighteen truly exceptional and long-lasting companies and studied each in direct comparison to one of its top competitors. They examined the companies from their very beginnings to the present day -- as start-ups, as midsize companies, and as large corporations. Throughout, the authors asked: "What makes the truly exceptional companies different from the comparison companies and what were the common practices these enduringly great companies followed throughout their history?"
Filled with hundreds of specific examples and organized into a coherent framework of practical concepts that can be applied by managers and entrepreneurs at all levels, Built to Last provides a master blueprint for building organizations that will prosper long into the 21st century and beyond.
Can passion be taught? Can it be fostered? The answer is yes. But perhaps more accurately, a team leader must create the right conditions for passion to emerge. Those conditions must be nurtured, not unlike a gardener creating the right conditions for his plants to flourish. Make your job easier. Get the inside scoop on the secrets of success that motivate teams to top performance. In the matrix of workplace roles and responsibilities, managers are pivotal to corporate success. Yet a manager is often the unsung hero who must adapt to demands from all sides—and do so with little or no training, and without mentorship for the role. Learn from Dan Bobinski, who draws from 20 years of consulting experience, extensive studies of best practices, and the latest in neuroscience research. You'll learn the principles and methods top managers use to develop passionate, engaged employees who are dedicated to success. You'll be able to:
— Motivate without manipulating
— Turn mistakes into a fervent drive for quality
— Equip teams to enthusiastically adapt to change
— Create environments in which people strive for excellence—and more
Today's workforce requires managers to be more than just a person in charge. Creating Passion-Driven Teams show you how to tap your team's natural motivations and achieve consistent, sustained top performance.
An enabler seeks to unlock latent potential in people and help them achieve their goals. Their role is to provide clear direction and encouragement, coach and support people, recognize good performance, ensure ongoing progress, select the right staff, resolve conflicts, encourage innovation, remain unpredictable, and act with integrity. An effective enabler communicates goals, involves people, delegates responsibility, provides honest feedback, and helps correct issues. Their role is to foster individual, team, and strategic excellence through meritocracy, speed, imagination, and excellence in execution.
Brand Archetypes and Perception DriversMichael Cowen
The document discusses managing brand perceptions using 10 archetypes or "perception drivers". It provides examples of applying the framework to analyze brand positioning and alignment issues within an organization. A key takeaway is that understanding how internal and external stakeholders perceive a brand using these archetypes can help address confusion and improve strategic alignment.
Management 3.0 för hr och chefer - GreenBullet webinar 20131015Pia-Maria Thorén
The document discusses management 3.0 and how to engage employees through agile values and leadership. It argues that engaged employees perform better and stay longer, leading to satisfied customers who purchase more, driving profitability and shareholder value. It emphasizes empowering self-organizing teams and focusing on intrinsic motivation through autonomy, mastery, and purpose rather than extrinsic rewards. Managers are encouraged to energize people and their strengths while allowing teams to self-organize with empowerment and trust.
The document outlines an agenda for a presentation on leadership that includes an introduction on the 3Ps of leadership, sections on motivation and a report document, key points from findings, and a conclusion. The presentation defines a leader, discusses examples of leadership from business, Islamic, and national perspectives, and outlines the structure of a report document. The key points section debates common myths about leadership and argues that all managers are not leaders, leadership skills can be learned, leaders ask questions not just provide answers, titles are not required to lead, and leadership is about creating shared focus and serving the greater good.
This document discusses research into what drives successful female leaders. It summarizes a leadership model called "centered leadership" that was developed based on interviews with over 85 female leaders worldwide. The model comprises five dimensions: meaning (finding your strengths and purpose), managing energy (identifying what energizes and depletes you), positive framing (adopting an optimistic view), connecting (building relationships and a sense of belonging), and engaging (finding your voice and accepting opportunities). The document provides examples and research findings to illustrate each dimension and argues that centered leadership helps women build skills to become more self-confident leaders.
This document discusses various aspects of leadership including:
1) Leadership is influenced by culture, values, and the overall atmosphere of an organization. An empowered group that works together can create positive atmosphere.
2) Great leaders inspire vision, motivation, and change while also demonstrating diagnostic skills, communication, and obsession with the organization's success.
3) Research identified companies that transitioned from good to great and sustained high stock returns attributed leadership with a paradoxical combination of humility and fierce resolve.
The document outlines 10 skills that leaders need to lead change: 1) prioritize key priorities and protect thinking time, 2) build a team committed to the shared goals and vision, 3) overcommunicate the vision and goals and check for understanding, 4) have courage to have difficult conversations with facts not feelings, 5) foster an environment where others can impact change, 6) embody the behaviors wanted from others, 7) trust instincts in the second half of one's career, 8) care about employees and demonstrate empathy, 9) gradually build momentum and buy-in for change, and 10) map stakeholders and strategies for influencing them. The skills are presented as scaffolding for leading organizational transformations.
This document discusses reinventing performance management and achieving high performance. It introduces Mind Gym, a company that helps organizations build high performance cultures through evidence-based psychology. The document outlines six key conditions for high performance: purpose, challenge, attention, growth, recognition, and choice. It explains that these conditions are interdependent and both managers and employees play a role in establishing them. Cultivating these conditions through regular conversations can help overcome issues with traditional performance appraisal systems and better support individuals to perform at their top level.
It’s hard to sustain the top management balancing act. The ability to achieve and maintain the balance between opposing tensions is a critical skill for top managers. We discuss the balancing role, the challenge of identifying and developing this skill, and some ideas about finding balance.
Clarity on engagement accountability is first needed before one can even try improving employee engagement inside an enterprise. But, accountability is different for every level in an organization, including individuals, managers and executives.
Chris Rice, author and head of BlessingWhite, a division of GP Strategies, shares perspectives from the consulting work done by BlessingWhite (specific to the role of senior leaders in engagement). Most employees are exposed to these executives only in corporate statements, town hall meetings or other one-to-many communications. So how does an executive set the tone and inspire others when their opportunities to do so are few and they are seen as being so remote?
Join us for this TrainingIndustry.com webinar sponsored by GP Strategies, as Rice discusses the important role senior executives must play in building a culture where employee engagement is a way of delivering superior business results.
This webinar explores easy-to-understand insights on:
•Distinguishing an executive’s role from that of a manager when it comes to building engagement
•Pitfalls executives face when trying to deal with employee engagement
•Practical tools executives can use to keep their efforts, and themselves, on track
Follow the conversation on Twitter: #EmployeeEngagement
This document provides guidance for managers on using a "Team Blueprint" tool to gain insights into their team. The tool consists of several models that assess different aspects of the team such as company values, team spirit, employee skills, adaptability, and employability. The goal is to help managers better understand their team's composition and make targeted leadership decisions to improve alignment, performance, and future-proofing of the team. The document explains each model in the tool and provides questions for managers to consider to strengthen their team and ensure individuals have the skills needed for future roles.
The document discusses various theories and aspects of leadership. It defines leadership as influencing others towards goals through motivation. Several famous leaders are listed according to a study. Trait theory proposes that leaders possess certain traits like ambition and integrity. Behavioral theories like Ohio State focus on how leaders act. Other topics covered include different leadership styles, types, competencies and traits of successful leaders. Practical tips are provided like thinking like a leader, using the right style, improving communication and judgment. The document emphasizes listening to others, sharing recognition, and working for the group's success.
The document outlines the five dysfunctions of a team according to Patrick Lencioni: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. It provides suggestions for addressing each dysfunction and the role of the leader in fostering trust, encouraging productive conflict, ensuring commitment and buy-in to decisions, holding team members accountable, and focusing on results. High-functioning teams are characterized by trusting one another, engaging in unfiltered debates of ideas, committing to and following through on decisions, holding one another accountable, and prioritizing achievement of shared goals.
This document is a memo from China Gorman to HR professionals. It discusses the need for HR to focus on business influence and competence rather than just administrative tasks. Gorman provides questions HR professionals should ask themselves about their HR knowledge, professional development, and understanding of business metrics and strategies in order to strengthen their influence in their organizations.
Graeme is a professional speaker who has delivered over 300 presentations in 5 countries on topics related to resilience, caring leadership, and growth. His proudest achievement was helping to start the R U OK? initiative. He has authored 5 bestselling books and developed eLearning solutions to help organizations build caring, resilient cultures. Feedback from clients praises Graeme's authentic and thought-provoking style and the practical tools and strategies he provides to improve well-being and performance at both the individual and team levels.
The Five Pillars of Leadership: How to bridge the leadership gap Paul J. MeyerDr. Michael Clarke
Paul J. Meyer is considered the founder of the personal development industry. His organization, Leadership Management International, has engaged with over 2 million leaders in 67 countries. He describes leadership as achieving beneficial results through people, and that anyone can be a leader by stepping forward to help others transform. Good leadership requires integrity, having a servant's heart to develop others, and stewardship to develop people to their full potential. Leaders must be committed to continual growth and have the courage to embrace change to succeed.
Leadership Coaching Intercultural Coaching - Monika Chutnik in ETTA business ...Monika CHUTNIK
Get clear about the difference between coaching, training, and mentoring; case studies coaching: become confident when coaching is - and when it's not - right for your own or your employee's challenges; become familiar with usual setups of coaching for leaders in organisations. This slide set comes from ETTA Global Leadership Consulting business breakfast delivered in Wroclaw, Poland, March 2017.
This document discusses leadership development and solutions for the 21st century. It begins by providing background on Paul J. Meyer, who is recognized as the founder of personal and leadership development. It then discusses challenges facing leaders today such as developing leaders, engaging employees, and adapting to increasing complexity. The Total Leader solution aims to develop personal, interpersonal, and strategic leadership skills through a holistic and interactive approach. It emphasizes the importance of leadership at all levels of an organization.
Developmental conversations are critical for short-term change, but when it comes to reaching long-term goals, traditional leadership development practices can come up short.
To support an executive in their commitment to lasting, impactful change or the achievement of major, lifelong goals, coaches must dig deeper to examine the core drivers – usually subconscious – that have steered the client to their current path. Further, you must help your client uncover whether these deep-seeded drivers are helping or hindering their ability to achieve their goals, and support them in making any changes required of them.
Such broad and deeply personal conversations can be challenging, but with the right tools, they can lead to your most impactful and rewarding engagements.
In this 60-minute session, we will explore the concepts you must understand in order to take your coaching of senior executives to greater depths, including:
- Strategies for achieving long-term goals rather than quick wins
- Opening up the conversation to include an individual’s personal, as well as professional, motivations
- The benefits of a directional approach in support of a developmental approach
- Supporting the client as they challenge themselves, recognize internal contradictions, and question their own assumptions
- Selecting and understanding the assessment tools available for exploring personal drivers
Join MRG’s David Ringwood to explore how you can broaden the coaching conversation with senior executives to support them in making choices that will have a lasting, life-long impact.
Drawing upon a six-year research project at the Stanford University Graduate School of Business, James C. Collins and Jerry I. Porras took eighteen truly exceptional and long-lasting companies and studied each in direct comparison to one of its top competitors. They examined the companies from their very beginnings to the present day -- as start-ups, as midsize companies, and as large corporations. Throughout, the authors asked: "What makes the truly exceptional companies different from the comparison companies and what were the common practices these enduringly great companies followed throughout their history?"
Filled with hundreds of specific examples and organized into a coherent framework of practical concepts that can be applied by managers and entrepreneurs at all levels, Built to Last provides a master blueprint for building organizations that will prosper long into the 21st century and beyond.
Can passion be taught? Can it be fostered? The answer is yes. But perhaps more accurately, a team leader must create the right conditions for passion to emerge. Those conditions must be nurtured, not unlike a gardener creating the right conditions for his plants to flourish. Make your job easier. Get the inside scoop on the secrets of success that motivate teams to top performance. In the matrix of workplace roles and responsibilities, managers are pivotal to corporate success. Yet a manager is often the unsung hero who must adapt to demands from all sides—and do so with little or no training, and without mentorship for the role. Learn from Dan Bobinski, who draws from 20 years of consulting experience, extensive studies of best practices, and the latest in neuroscience research. You'll learn the principles and methods top managers use to develop passionate, engaged employees who are dedicated to success. You'll be able to:
— Motivate without manipulating
— Turn mistakes into a fervent drive for quality
— Equip teams to enthusiastically adapt to change
— Create environments in which people strive for excellence—and more
Today's workforce requires managers to be more than just a person in charge. Creating Passion-Driven Teams show you how to tap your team's natural motivations and achieve consistent, sustained top performance.
An enabler seeks to unlock latent potential in people and help them achieve their goals. Their role is to provide clear direction and encouragement, coach and support people, recognize good performance, ensure ongoing progress, select the right staff, resolve conflicts, encourage innovation, remain unpredictable, and act with integrity. An effective enabler communicates goals, involves people, delegates responsibility, provides honest feedback, and helps correct issues. Their role is to foster individual, team, and strategic excellence through meritocracy, speed, imagination, and excellence in execution.
Brand Archetypes and Perception DriversMichael Cowen
The document discusses managing brand perceptions using 10 archetypes or "perception drivers". It provides examples of applying the framework to analyze brand positioning and alignment issues within an organization. A key takeaway is that understanding how internal and external stakeholders perceive a brand using these archetypes can help address confusion and improve strategic alignment.
Management 3.0 för hr och chefer - GreenBullet webinar 20131015Pia-Maria Thorén
The document discusses management 3.0 and how to engage employees through agile values and leadership. It argues that engaged employees perform better and stay longer, leading to satisfied customers who purchase more, driving profitability and shareholder value. It emphasizes empowering self-organizing teams and focusing on intrinsic motivation through autonomy, mastery, and purpose rather than extrinsic rewards. Managers are encouraged to energize people and their strengths while allowing teams to self-organize with empowerment and trust.
The document outlines an agenda for a presentation on leadership that includes an introduction on the 3Ps of leadership, sections on motivation and a report document, key points from findings, and a conclusion. The presentation defines a leader, discusses examples of leadership from business, Islamic, and national perspectives, and outlines the structure of a report document. The key points section debates common myths about leadership and argues that all managers are not leaders, leadership skills can be learned, leaders ask questions not just provide answers, titles are not required to lead, and leadership is about creating shared focus and serving the greater good.
This document discusses research into what drives successful female leaders. It summarizes a leadership model called "centered leadership" that was developed based on interviews with over 85 female leaders worldwide. The model comprises five dimensions: meaning (finding your strengths and purpose), managing energy (identifying what energizes and depletes you), positive framing (adopting an optimistic view), connecting (building relationships and a sense of belonging), and engaging (finding your voice and accepting opportunities). The document provides examples and research findings to illustrate each dimension and argues that centered leadership helps women build skills to become more self-confident leaders.
This document discusses various aspects of leadership including:
1) Leadership is influenced by culture, values, and the overall atmosphere of an organization. An empowered group that works together can create positive atmosphere.
2) Great leaders inspire vision, motivation, and change while also demonstrating diagnostic skills, communication, and obsession with the organization's success.
3) Research identified companies that transitioned from good to great and sustained high stock returns attributed leadership with a paradoxical combination of humility and fierce resolve.
The document outlines 10 skills that leaders need to lead change: 1) prioritize key priorities and protect thinking time, 2) build a team committed to the shared goals and vision, 3) overcommunicate the vision and goals and check for understanding, 4) have courage to have difficult conversations with facts not feelings, 5) foster an environment where others can impact change, 6) embody the behaviors wanted from others, 7) trust instincts in the second half of one's career, 8) care about employees and demonstrate empathy, 9) gradually build momentum and buy-in for change, and 10) map stakeholders and strategies for influencing them. The skills are presented as scaffolding for leading organizational transformations.
This document discusses reinventing performance management and achieving high performance. It introduces Mind Gym, a company that helps organizations build high performance cultures through evidence-based psychology. The document outlines six key conditions for high performance: purpose, challenge, attention, growth, recognition, and choice. It explains that these conditions are interdependent and both managers and employees play a role in establishing them. Cultivating these conditions through regular conversations can help overcome issues with traditional performance appraisal systems and better support individuals to perform at their top level.
It’s hard to sustain the top management balancing act. The ability to achieve and maintain the balance between opposing tensions is a critical skill for top managers. We discuss the balancing role, the challenge of identifying and developing this skill, and some ideas about finding balance.
Clarity on engagement accountability is first needed before one can even try improving employee engagement inside an enterprise. But, accountability is different for every level in an organization, including individuals, managers and executives.
Chris Rice, author and head of BlessingWhite, a division of GP Strategies, shares perspectives from the consulting work done by BlessingWhite (specific to the role of senior leaders in engagement). Most employees are exposed to these executives only in corporate statements, town hall meetings or other one-to-many communications. So how does an executive set the tone and inspire others when their opportunities to do so are few and they are seen as being so remote?
Join us for this TrainingIndustry.com webinar sponsored by GP Strategies, as Rice discusses the important role senior executives must play in building a culture where employee engagement is a way of delivering superior business results.
This webinar explores easy-to-understand insights on:
•Distinguishing an executive’s role from that of a manager when it comes to building engagement
•Pitfalls executives face when trying to deal with employee engagement
•Practical tools executives can use to keep their efforts, and themselves, on track
Follow the conversation on Twitter: #EmployeeEngagement
This document provides guidance for managers on using a "Team Blueprint" tool to gain insights into their team. The tool consists of several models that assess different aspects of the team such as company values, team spirit, employee skills, adaptability, and employability. The goal is to help managers better understand their team's composition and make targeted leadership decisions to improve alignment, performance, and future-proofing of the team. The document explains each model in the tool and provides questions for managers to consider to strengthen their team and ensure individuals have the skills needed for future roles.
The document discusses various theories and aspects of leadership. It defines leadership as influencing others towards goals through motivation. Several famous leaders are listed according to a study. Trait theory proposes that leaders possess certain traits like ambition and integrity. Behavioral theories like Ohio State focus on how leaders act. Other topics covered include different leadership styles, types, competencies and traits of successful leaders. Practical tips are provided like thinking like a leader, using the right style, improving communication and judgment. The document emphasizes listening to others, sharing recognition, and working for the group's success.
The document outlines the five dysfunctions of a team according to Patrick Lencioni: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. It provides suggestions for addressing each dysfunction and the role of the leader in fostering trust, encouraging productive conflict, ensuring commitment and buy-in to decisions, holding team members accountable, and focusing on results. High-functioning teams are characterized by trusting one another, engaging in unfiltered debates of ideas, committing to and following through on decisions, holding one another accountable, and prioritizing achievement of shared goals.
Managing People with Love and Logic. Using Trust and transparency to engage a workforce. How to motivate using love and logic. How to develop an organization to be more productive with a workforce that has higher morale and trust in leadership.
Breaking Bad at Work...Managing People with Love and LogicDon Johnson
Trends and research all tell us to start managing people smarter. Times have changed tremendously from the industrial age. Make sure your organization and leaders stay transparent and build trust for the best return from your #1 asset.
The document provides an overview of the differences between Corporation 1.0 and Corporation 2.0. It discusses things like management style, motivators, decision making, information access, and policies around vacations and evaluations. It also defines corporate culture and discusses the importance of cultural fit for employees. Additionally, it outlines management's role in fostering employee growth, feedback, guidance, and strategy alignment in Corporation 2.0. Finally, it emphasizes that reinforcing culture is a daily, shared responsibility and includes quotes about the importance of open communication and alignment within an organization.
Rootstock's own Radicle Report, articulating our agency's thought leadership position. Through one-day intensives and three-day retreats, we help clients articulate their own thought leadership positions in order to support their brand growth strategy. We distill that position and the strategy for articulating it in a Radicle Report like this one.
This document provides a summary of Jack Welch's career and leadership philosophy as outlined in his book. It discusses how Welch rose through the ranks at GE from a junior engineer to ultimately becoming CEO. Key parts of his approach included establishing a clear mission and values, promoting candor, evaluating and developing talent, driving change and innovation. The summary highlights Welch's emphasis on leadership, hiring the right people, managing performance, and embracing strategies like Six Sigma to drive growth and competitive advantage.
The objections of this presentation include: to experience and practice motivational interviewing, learn motivational interviewing styles and principles and see how it integrates into everyday practice.
This document discusses the importance of emotional intelligence for leadership. It argues that traditional views of leadership based on being bold, brave, tough, and resolute do not fit the needs of today's workforce. Modern employees expect autonomy, inclusion, and opportunities for growth. Effective leaders now need skills like self-awareness, self-regulation, empathy, and building relationships. Leaders must apply emotional intelligence to create an organizational climate that promotes innovation, performance, and lasting relationships.
Designing organisations for the future - how to get from here to there - work...Ed Curley
The document discusses key concepts for designing and transforming organizations, including:
- Leaders must attend to personal transformation as much as organizational change to successfully lead transformation.
- Enabling leadership at all levels and encouraging positive risk-taking, ownership, and accountability can drive proactivity.
- The modern workplace requires leadership over authority and freedom over control, with the right decisions made at all levels.
The document summarizes a leadership conference with several speakers. Welby Altidor discussed nurturing creativity in companies and building trust to foster creative courage. Vince Molinaro talked about leadership accountability and the behaviors of accountable leaders. Dr. Tasha Eurich covered the importance of self-awareness, particularly the seven pillars of internal self-awareness. Amanda Lang emphasized the need for an engaging culture that allows questions to foster innovation and change. Joe Biden concluded the event by stressing that leadership requires making tough decisions and owning the consequences.
The document discusses key attributes of great leadership according to studies conducted by Harvard. It identifies emotional awareness as the prime attribute, which allows leaders to choose the right people, influence stakeholders, and have authenticity, vision, and passion. Additional qualities of great leaders discussed include integrity, dedication, humility, openness, creativity, fairness, and assertiveness. The document emphasizes that leadership requires developing others and having a "follower-centric" approach.
This document summarizes a presentation by Dr. Jim Bohn on leading teams to higher performance. The presentation discusses intrinsic motivation as the key to improving team performance over the long term. It also addresses common blind spots leaders have that can negatively impact team performance, such as assuming others understand communications or sending conflicting signals. The presentation provides guidance on developing common goals, recognizing team members, and addressing underperforming teams or naysayers.
The document discusses key aspects of organizational excellence including having a scalable organization structure with smaller independent teams, adopting a growth mindset over a fixed mindset, developing talent through training and keeping high performers, and promoting a culture of praise rather than blame. It contrasts theories of management like Theory X and Y and fixed versus growth mindsets. Overall it provides guidance on building an excellent organization through principles like scalability, developing people, and positive reinforcement.
Are you a Manager or an Effective Leader? The Six Pillars of Superstar Leaders.Michael (Mike) McNulty
My last blog (“The 6 Pillars of Superstar Performers”) seemed to generate a lot of thought and dialogue around superstar performers! I was so excited and energized to read the numerous comments and opinions; thank you for reading and sharing your thoughts, it really “lit me up” to see the incredible response.
Inspired by the genuine interest in the last blog and our upcoming Independence Day, led me to our next topic— “what does a superstar leader look like?” https://www.linkedin.com/post/edit/6551412607864107008/
It’s no secret. Employees who feel they are valued and recognized for the work they do are more motivated, responsible, productive and loyal. In essence, when they love WHO they work for, they stop shopping their resume and become more committed to their leaders.
So, how does today’s leader establish a dynamic, loyal and energized work environment? How do you determine what your employees want from you, particularly when you consider all those generational attitudinal factors? Speaker FAITH WOOD says - start by knowing your staff and determine what kind of environment they want to be a part of.
2011 tim wade the mindset of victory + time economicsTim Wade
Tim Wade is a motivational speaker who has worked with companies in Asia for 17 years helping improve productivity and performance. He uses psychology and leadership skills to help teams increase self-belief, develop empowering mindsets, and achieve positive results. Some of his past successes include increasing productivity by 17%, retention by 12%, and morale and attendance by over 25%. He is available for keynotes, training sessions, and consulting to help organizations improve leadership and operational performance.
This document discusses motivation in organizations. It begins by introducing the topic of motivation and some challenges in motivating individuals. It then provides an overview of several motivation theories and techniques commonly used in organizations. These include setting goals and targets, performance-related pay, rewards schemes, and recognition. However, the document notes that motivating individuals can be difficult due to differences in human nature and psychology. Effective motivation relies on understanding individuals' diverse needs and motivating through vision and shared purpose, rather than manipulation. Projecting one's own motivations onto others is an common mistake. As managers and supervisors, practical motivation tools include showing respect, recognition, listening, making work interesting, and providing opportunities for satisfaction.
Similar to N fewings ngagementworks slides swwe 131016 (20)
APM webinar hosted by the Scotland Network on 14 May 2024.
Speakers: Chris Drysdale and Peter Huggett
An interactive session discussing how Project Managers can identify mental health symptoms, provide tools to help themselves and others, plus also increase the capabilities of the Project Management function. This webinar was held on 14 May 2024.
The covid-19 pandemic led to concerns about a worsening of mental health & wellbeing across the world and increased awareness in both society and the workplace. This webinar looks to advise the benefits of having a Mental Health First Aid function in the workplace whilst also providing tools and techniques that can be readily used and applied to yourself and colleagues. Additionally, there are wider benefits to Project Management which will be proposed and discussed.
Making communications land - Are they received and understood as intended? webinar
Thursday 2 May 2024
A joint webinar created by the APM Enabling Change and APM People Interest Networks, this is the third of our three part series on Making Communications Land.
presented by
Ian Cribbes, Director, IMC&T Ltd
@cribbesheet
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/making-communications-land-are-they-received-and-understood-as-intended-webinar/
Content description:
How do we ensure that what we have communicated was received and understood as we intended and how do we course correct if it has not.
APM Welcome
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Professor Adam Boddison OBE, Chief Executive Officer, APM
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
APM welcome from CEO
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Projecting for the Future: Harmonising Energy and Environment
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Graham Winch, Professor of Project Management, Alliance Manchester Business School
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
APM launched Projecting the Future in June 2019 to debate the challenges and opportunities for the profession, building on the 2017 Future of Project Management exercise conducted by Arup and University College London. This presentation provides the initial results from this third phase of reflection on the future of our profession.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
New to Nuclear - Transition into nuclear from other sectors
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Elaine Falconer, Head of Profession for Project Management, Jacobs
and
Karen Williams, Project Manager, Jacobs
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
In this session, Jacobs shared insights and learning from its ‘New to Nuclear’ programme designed to support mid-career and lateral entrants whose existing skills and expertise can be utilised in the nuclear sector.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Tell us what to do, not how to do it
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Alan Livingstone, Project Delivery Lead, UK&I Water Sector, Stantec
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
How the Stantec Project Management Framework provides our PMs with the flexibility to deliver projects of varying complexity, across a variety of different sectors, within a Global Organisation.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
The Future is Fractional
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Karen Frith, Founder & Managing Partner, Greenlight Partners
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
Discovering the transformational impact of working with fractional experts. Learning how businesses and professionals are embracing fractional roles and how they’re redefining work structures for optimal agility and efficiency.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Lessons learned across projects
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Barney Harle, Head of Major Projects, Manchester City Council
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
What are my key takeaways from working on a vast array of projects including the recent 30+ low carbon and decarbonisation schemes at Manchester City Council?
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Agile Adaptability: Navigating Project Management in a Dynamic World
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Nathan Lumb, Partners Project Manager, GEIC
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
This presentation delved into the vital role adaptability plays in modern project management.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Inclusive Practices in Project Management: Leveraging Digital Frameworks for Diverse Minds
Tuesday 30 April 2024
APM North West Network Conference, Synergies Across Sectors
Presented by:
Caroline Keep, PhD researcher Digitization in Education Organisation, University of Central Lancaster
Conference overview:
https://www.apm.org.uk/community/apm-north-west-branch-conference/
Content description:
This talk aimed to provide actionable insights and strategies for embedding inclusivity into the fabric of project management, thereby unlocking the new dimensions of productivity and innovation in the digital sphere.
The main conference objective was to promote the Project Management profession with interaction between project practitioners, APM Corporate members, current project management students, academia and all who have an interest in projects.
Leadership - the project professionals secret weapon
Wednesday 24 April 2024
APM East of England Network
Presented by:
Chris MacLeod
Keep up to date with the APM East of England Network:
https://www.apm.org.uk/community/east-of-england-network/
Content description:
“I’m a Project Manager”.
That’s often what we tell family, friends and peers when asked what we do. But is it really a fair description? It may well be our role title, but it probably doesn’t convey a lot of what we actually do.
This presentation and discussion is about going beyond the frameworks, processes and stereotypes associated with project management and exploring the leadership roles we all in fact perform.
“I provide leadership focused on delivering projects and change for organisations”
APM Project Management Awards - Hints and tips for a winning award entry webinar
Thursday 18 April 2024
The APM Awards overview and the resources of this webinar:
https://www.apm.org.uk/apm-awards/
Content description:
Ahead of the APM Awards 2024, find out from our expert panel what elements make a winning APM Award entry.
Learn how to choose the category best suited to you or your company.
Answers provided to those all-important questions:
-What importance does the criteria hold?
-What are the judging panel looking for?
-How should I structure my entry?
-What additional evidence is acceptable?
-What will give my entry an edge?
X hashtag: #APMawards
The Vyrnwy Aqueduct Modernisation Programme webinar
Wednesday 17 April 2024
APM North West Network
Presented by:
Katie Rowlands
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/the-vyrnwy-aqueduct-modernisation-programme-webinar/
Content description:
Spotlight on the Vyrnwy Aqueduct Modernisation Programme and the challenges facing a large project within Cheshire.
The Vyrnwy Aqueduct Modernisation Programme is one of United Utilities largest projects focused on the modernisation of three 42” aqueducts that carry clean drinking water across the North West.
This webinar covered the Vyrnwy project and an insight into the project challenges that face a live project within the Cheshire area.
APM event hosted by the London Network on 10 April 2024.
Speaker: Nick Fewings, MD of Ngagementworks
In March 2022, Nick Fewings, Ngagementworks, MD of Ngagementworks, published Team Lead Succeed, based on his 30+years of both leading operational and project teams, and subsequently facilitating team development around the world.
It has become a best seller, with a 96% 5-star review rating, and has been read on 5 of the 7 continents.
In this interactive session, Nick will share learning from Team Lead Succeed that can be applied immediately and make a positive difference to your teamwork.
Nick will share the importance of knowing both WHO is in your team and also HOW effective your teamwork is.
Only 10% of teams achieve high-performance, with 50% being average and 40% dysfunctional.
In this session, delivered by award-winning conference speaker Nick Fewings, and author of best-seller Team Lead Succeed, Nick will share his 30+ years of leading teams and facilitating team development.
Nick has profiled 1,000 of individuals and worked with 100s of teams.
Those attending will benefit from understanding;
Why many projects fail to achieve their goals.
Not relying on just measuring KPIs.
The importance of knowing WHO is in your team, both from a behavioural and technical skills aspect.
The 16 areas of high-performance teamwork, and their importance.
https://www.apm.org.uk/news/team-lead-succeed-helping-you-and-your-team-achieve-high-performance-teamwork-2/
Currently Knowledge Transfer Subject Matter Expert (Commercial) in the UKDT PMO on the Peru Reconstruction Plan. Stuart has more than 25 years’ track record of commercial and contract management experience working across both public and private sector projects, as well as more than 20 years’ experience in the development and delivery of professional training. As well as working for Gleeds in the UK and Peru, Stuart has also worked in China for Gleeds and has supported people development in Gleeds’ offices in Egypt and Poland. Stuart has been well placed to support the adoption of the NEC and UK Cost Management best practice in Peru – he was Chair of the RICS New Rules of Measurement (NRM) initiative and was heavily involved in the creation of the RICS Black Book Guidance (best practice in cost management).
APM event hosted by the Midlands Network on 11 April 2024.
Speaker: Carole Osterweil
Data is power. AI changes everything.
If the claims about both are true, how can we ensure we use data and AI well? And what does it mean for the very things which make us human - our feelings?
In this workshop Carole will draw on material from her ground-breaking book, Neuroscience for Project Success: why people behave as they do to answer both questions.
“We like to think our decision making is completely rational. However, once there's an element of uncertainty, conscious assessments are only part of the story. Two other inputs, both subconscious and driven by our innate need to survive, have a big impact.
One, automatic reactions driven by cognitive biases, gets plenty of airtime.
The other input, our raw visceral emotions might be scary to talk about and less understood - but that’s not a reason to pretend they don’t exist!”
This interactive workshop will draw on material from Carole’s book, Neuroscience for Project Success: why people behave as they do, published by APM in 2022.
You’ll come away with:
a clear understanding of how the human brain works.
a framework that:
explains ‘why people behave as they do’.
makes it easier to talk about feelings in a matter-of-fact way (so that they become part of your conscious data set)
new insights into yourself and your projects in a world that’s often characterised by stress and disorder.
Act on these insights and you’ll see the impact - on your teams and stakeholders, your decisions about how to use data and AI, and ultimately your project outcomes.
AI in the project profession: examples of current use and roadmaps to adoption webinar
Wednesday 27 March 2024
Association for Project Management
Speaker panel:
Andy Murray, James White, James Garner, Karina Singh and Alex Robertson
The link to the write up page and resources of this webinar:
https://www.apm.org.uk/news/ai-in-the-project-profession-examples-of-current-use-and-roadmaps-to-adoption-webinar/
Content description:
Disruptive technology and accelerating change is the now the norm within business. Advancements that feel relatively recent are already becoming embedded into business-as-usual activity. AI is one such advancement; it is already being used and having real-world impacts across the project profession.
To help P3M professionals understand the implications of this change, APM invited representatives from organisations that have introduced or are preparing to introduce AI into their project workstreams, to explain their approach and share their insight with fellow professionals.
This webinar on explored how AI is currently being used in project and programme management, and how organisations are gearing up for its adoption.
Katharine works for WRAP which is a climate action NGO working in more than 40 countries around the globe to tackle the causes of the climate crisis and give the planet a sustainable future. In this session, you will learn about WRAP’s plastics programme and how sustainability has been incorporated as a core value in delivery of the programme, with the aim of inspiring the audience to take action in their own work.
Kai-Fu Lee predicted that AI would change the world more than anything in the history of humanity – even electricity. It would disrupt how we live and work, how we operate our businesses, the core products and services on offer and the way in which we build technology.
However, in 2024 the impact of AI can no longer be discussed in future tense. With Microsoft copilot now publicly available, the change is already upon us. There is no consultation period or ‘unsubscribe’ button.
Project management professionals are likely to be asked to manage AI projects - and we are expected to skilfully use AI in our daily work lives. While overwhelming, this is not the first time we’ve had to adapt.
Sarah helps her audience sharpen their cutting-edge skills by answering:
What do I need to know about AI right now?
If I’m asked to work on an AI project, what techniques do I need to be successful?
Where do I start my own learning journey to upskill and prepare?
Sarah’s expertise in advanced agile and experience in highly regulated Finance environments give her a unique perspective into balancing governance with technical innovation. She uses her own experience building an AI solution in 2023 to share practical, widely applicable concepts in an “AI for project managers” 101 style session.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
N fewings ngagementworks slides swwe 131016
1. nick@ngagementworks.com 07966306903
Engaging individuals, Motivating teams, helping them
Transform and achieve even greater Success 1
Avoiding Conflicts Before
They Arise
Nick Fewings, CEO
Ngagementworks
Twitter
@Nick_Fewings
FactFactFactFact
70% of70% of70% of70% of
businessbusinessbusinessbusiness
change fails tochange fails tochange fails tochange fails to
achieveachieveachieveachieve
desired goalsdesired goalsdesired goalsdesired goals
Lack of strong
leadership
Poor
understanding
of team skills
Lack of focus
on team
dynamics PEOPLE
2. nick@ngagementworks.com 07966306903
Engaging individuals, Motivating teams, helping them
Transform and achieve even greater Success 2
The definition of conflict
management is “the
practice of recognising and
dealing with disputes in a
rational, balanced and
effective way.”
3. nick@ngagementworks.com 07966306903
Engaging individuals, Motivating teams, helping them
Transform and achieve even greater Success 3
Conflict In Teams Arise
Because…
1. Team members do not understand
and therefore appreciate and value
behavioural differences
2. There is confusion surrounding how
the team operates effectively
Psychological PreferencesPsychological PreferencesPsychological PreferencesPsychological Preferences
Attitudinal PreferenceAttitudinal PreferenceAttitudinal PreferenceAttitudinal Preference
IntroversionIntroversionIntroversionIntroversion –––– ExtraversionExtraversionExtraversionExtraversion
how we react to inner & outer experiences
Functional PreferencesFunctional PreferencesFunctional PreferencesFunctional Preferences
ThinkingThinkingThinkingThinking –––– FeelingFeelingFeelingFeeling
how we make decisions
SensationSensationSensationSensation –––– IntuitionIntuitionIntuitionIntuition
how we take in & process information
4. nick@ngagementworks.com 07966306903
Engaging individuals, Motivating teams, helping them
Transform and achieve even greater Success 4
1. Write your business email
address on the envelope
2. Read all the adjectives
3. Decide what colour is most
like you, based on the
adjectives
4. Order the others until least
like you.
5. Make a note of your colour
order on the envelope i.e.
Y,G,R,B.
What’s Your Preferred Style?What’s Your Preferred Style?What’s Your Preferred Style?What’s Your Preferred Style?
The InsightsThe InsightsThe InsightsThe Insights ---- Colour EnergiesColour EnergiesColour EnergiesColour Energies
CompetitiveCompetitiveCompetitiveCompetitive
DecisiveDecisiveDecisiveDecisive
DeterminedDeterminedDeterminedDetermined
StrongStrongStrongStrong----willedwilledwilledwilled
PurposefulPurposefulPurposefulPurposeful
DriverDriverDriverDriver
SociableSociableSociableSociable
DynamicDynamicDynamicDynamic
DemonstrativeDemonstrativeDemonstrativeDemonstrative
EnthusiasticEnthusiasticEnthusiasticEnthusiastic
ExpressiveExpressiveExpressiveExpressive
PersuasivePersuasivePersuasivePersuasive
CaringCaringCaringCaring
SharingSharingSharingSharing
EncouragingEncouragingEncouragingEncouraging
PatientPatientPatientPatient
RelaxedRelaxedRelaxedRelaxed
AmiableAmiableAmiableAmiable
CautiousCautiousCautiousCautious
PrecisePrecisePrecisePrecise
DeliberateDeliberateDeliberateDeliberate
QuestioningQuestioningQuestioningQuestioning
FormalFormalFormalFormal
AnalyticalAnalyticalAnalyticalAnalytical
IIII
NNNN
TTTT
RRRR
OOOO
VVVV
EEEE
RRRR
SSSS
IIII
OOOO
NNNN
EEEE
XXXX
TTTT
RRRR
AAAA
VVVV
EEEE
RRRR
SSSS
IIII
OOOO
NNNN
THINKINGTHINKINGTHINKINGTHINKING
FEELINGFEELINGFEELINGFEELING
On a good day
5. nick@ngagementworks.com 07966306903
Engaging individuals, Motivating teams, helping them
Transform and achieve even greater Success 5
The InsightsThe InsightsThe InsightsThe Insights ---- Colour EnergiesColour EnergiesColour EnergiesColour Energies
On a bad day
AbruptAbruptAbruptAbrupt
AggressiveAggressiveAggressiveAggressive
OverbearingOverbearingOverbearingOverbearing
HarshHarshHarshHarsh
IntolerantIntolerantIntolerantIntolerant
ControllingControllingControllingControlling
ExcitableExcitableExcitableExcitable
FranticFranticFranticFrantic
ImpulsiveImpulsiveImpulsiveImpulsive
FrivolousFrivolousFrivolousFrivolous
NoisyNoisyNoisyNoisy
FlippantFlippantFlippantFlippant
StubbornStubbornStubbornStubborn
ReliantReliantReliantReliant
TimidTimidTimidTimid
HesitantHesitantHesitantHesitant
LongLongLongLong----windedwindedwindedwinded
ReticentReticentReticentReticent
PedanticPedanticPedanticPedantic
NitNitNitNit----pickingpickingpickingpicking
SuspiciousSuspiciousSuspiciousSuspicious
CriticalCriticalCriticalCritical
IndecisiveIndecisiveIndecisiveIndecisive
DetachedDetachedDetachedDetached
IIII
NNNN
TTTT
RRRR
OOOO
VVVV
EEEE
RRRR
SSSS
IIII
OOOO
NNNN
EEEE
XXXX
TTTT
RRRR
AAAA
VVVV
EEEE
RRRR
SSSS
IIII
OOOO
NNNN
THINKINGTHINKINGTHINKINGTHINKING
FEELINGFEELINGFEELINGFEELING
WeaknessesWeaknessesWeaknessesWeaknesses
May lack detail and focus
Too casual for some
Poor planner
Can lose interest
StrengthsStrengthsStrengthsStrengths
Knowledgeable and detailed
Has an air of competence
Asks lots of questions
Very thorough right to the end
Complementary StylesComplementary StylesComplementary StylesComplementary Styles
StrengthsStrengthsStrengthsStrengths
Quick to build relationships
Friendly and sociable
Adaptable, imaginative
Can see the big picture
WeaknessesWeaknessesWeaknessesWeaknesses
A bit reserved at first
Overlook others’ feelings
May be rigid & unimaginative
Can focus on unimportant details
Sunshine YellowSunshine YellowSunshine YellowSunshine Yellow Cool BlueCool BlueCool BlueCool Blue
6. nick@ngagementworks.com 07966306903
Engaging individuals, Motivating teams, helping them
Transform and achieve even greater Success 6
WeaknessesWeaknessesWeaknessesWeaknesses
Slow to adapt to change
Seem to lack enthusiasm
Unsure of themselves
Reliant on others
StrengthsStrengthsStrengthsStrengths
Love challenges
Want to get things done
Confident of their ability
Influence others
Fiery RedFiery RedFiery RedFiery Red
StrengthsStrengthsStrengthsStrengths
Builds deep relationships
Natural listener
Sincere and warm
Patient
WeaknessesWeaknessesWeaknessesWeaknesses
Can be seen as arrogant
Poor listener
Can be too cold and pushy
May not let others
finish speaking
Earth GreenEarth GreenEarth GreenEarth Green
Complementary StylesComplementary StylesComplementary StylesComplementary Styles ProfilesProfilesProfilesProfiles
Personal Profile
Foundation Chapter
Management Chapter
Effective Selling Chapter
Personal Achievement Chapter
Interview Chapter
Nick Fewings
3rd January 2016
9. nick@ngagementworks.com 07966306903
Engaging individuals, Motivating teams, helping them
Transform and achieve even greater Success 9
TeamTeamTeamTeam
DDDDyyyyNANANANAmicsmicsmicsmics There are16 elements
you need to manage if
you want an effective
and DyNAmic
team
10. nick@ngagementworks.com 07966306903
Engaging individuals, Motivating teams, helping them
Transform and achieve even greater Success 10
Knowing why the team exists,
what this enables and the
benefits this provides.
1. Purpose
The XYZ Team exists to…
which…
resulting in…
What is your purpose?What is your purpose?What is your purpose?What is your purpose?
What does this enable?What does this enable?What does this enable?What does this enable?
What are the benefits?What are the benefits?What are the benefits?What are the benefits?
Team Purpose
Team Purpose is a key element in order for a team to achieve success.
Each team member should therefore have a common understanding of
why the team exists, what this enables and the benefits. Write down what you think
your Team Purpose is so that you can share it with your colleagues, listen to what
they’ve put and develop one that is collectively agreed. Below is the framework to
help you create yours.
11. nick@ngagementworks.com 07966306903
Engaging individuals, Motivating teams, helping them
Transform and achieve even greater Success 11
Ngagementworks exists to provide
learning and development solutions that,
engage individuals and motivates teams,
helping them transform and achieve even
greater success, resulting in increased
engagement and effectiveness at
individual, team and organisational levels.
The emotional bond that glues
the team together.
2. Trust
12. nick@ngagementworks.com 07966306903
Engaging individuals, Motivating teams, helping them
Transform and achieve even greater Success 12
Knowing what needs to be
done, by whom and by when.
3. Planning
When the skills and knowledge
of more than one person is
required to achieve a task.
4. Collaboration
13. nick@ngagementworks.com 07966306903
Engaging individuals, Motivating teams, helping them
Transform and achieve even greater Success 13
Individuals taking personal
responsibility for their actions.
5. Accountability
Being proud to be part of the
team, both in good times and
bad.
6. Commitment
14. nick@ngagementworks.com 07966306903
Engaging individuals, Motivating teams, helping them
Transform and achieve even greater Success 14
Understanding who is best
equiped to undertake a task.
7. Roles & Skills
The life-blood of a team,
enabling information to be
shared, ideas generated and
decisions made.
8. Communication
15. nick@ngagementworks.com 07966306903
Engaging individuals, Motivating teams, helping them
Transform and achieve even greater Success 15
A longer-term and aspirational
view of what could be achieved
by the team.
9. Vision
Face to face communication
between team members at an
agreed time and with an
agreed format.
10. Meetings
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Reviewing what has happened
within your team, to learn from
things that have gone well and
not so well.
11. Reflection
Taking time to discuss
ways in which things can
be done better.
12. Transformation
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Knowing who has the authority
to make decisions in different
situations.
13. Decision Making 14. Diversity
Valuing and appreciating
differences in beliefs, ways of
working and behaviours.
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The rules, regulations and
guidelines by which tasks are
achieved.
15. Processes
The culture and
atmosphere that exists
within a team.
16. Environment
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A simple
online
questionnaire
for team
members to
complete.
Emotional
Relationships
3.59
Creative
Interactions
3.84
Framework
Mapping
3.30
Strategic
Action
3.53
Project TeamProject TeamProject TeamProject Team
59.4% Team59.4% Team59.4% Team59.4% Team
EngagementEngagementEngagementEngagement
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Engaging individuals, Motivating teams, helping them
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Element ResultsElement ResultsElement ResultsElement Results
Collaboration 3.81
Environment 3.67
Transformation 3.78
Communication 4.11
Trust 4.00
Commitment 3.78
Diversity 3.63
Team Meetings 2.96
Accountability 3.63
Decision-Making 4.30
Purpose 3.11
Vision 3.07
Roles & Skills 3.56
Planning 2.93
Processes 3.44
Reflection 3.26
Top 8Top 8Top 8Top 8 Bottom 8Bottom 8Bottom 8Bottom 8
Key ThemesKey ThemesKey ThemesKey Themes
•You know who to go to, to get a decision
•You feel comfortable putting your views forward
•Everyone has the opportunity to speak up
•Meetings don’t start or end on time
•You don’t have regular reviews to discuss your
progress
•You don’t have an inspirational vision for the team
•You don’t have team plans that are regularly
reviewed
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Engaging individuals, Motivating teams, helping them
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Project Team A Project Team B Project Team C
72% Engagement 66% Engagement 59% Engagement
Decision-Making 4.78 Collaboration 4.63 Decision-Making 4.30
Commitment 4.78 Commitment 4.59 Communication 4.11
Collaboration 4.67 Decision-Making 4.48 Trust 4.00
Communication 4.59 Trust 4.41 Collaboration 3.81
Purpose 4.56 Communication 4.37 Transformation 3.78
Environment 4.52 Diversity 4.04 Commitment 3.78
Roles & Skills 4.41 Environment 4.00 Environment 3.67
Trust 4.33 Team Meetings 4.00 Accountability 3.63
Vision 4.26 Purpose 3.85 Diversity 3.63
Accountability 4.26 Accountability 3.78 Roles & Skills 3.56
Diversity 4.22 Roles & Skills 3.78 Processes 3.44
Transformation 4.15 Transformation 3.67 Reflection 3.26
Planning 4.15 Vision 3.63 Purpose 3.11
Reflection 3.96 Processes 3.56 Vision 3.07
Processes 3.93 Reflection 3.37 Team Meetings 2.96
Team Meetings 3.59 Planning 3.19 Planning 2.93
Emotional
Relationships
4.87
Creative
Interactions
5.13
Framework
Mapping
4.21
Strategic
Action
4.56
Project Team EngagementProject Team EngagementProject Team EngagementProject Team Engagement
Emotional
Relationships
3.59
Creative
Interactions
3.84
Framework
Mapping
3.30
Strategic
Action
3.53
59.4%59.4%59.4%59.4%
78.2%78.2%78.2%78.2%
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Engaging individuals, Motivating teams, helping them
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“A project or change initiative
has a greater chance of
success when project
management methodologies
are combined with effective
leadership, a diverse and
multi-talented team, who
appreciate each other and
team dynamics are
understood and regularly
reviewed.”
Nick Fewings, CEO Ngagementworks
nick@ngagementworks.com
(0044) 07966 306903
LinkedIn: Nick Fewings
Twitter: Nick_Fewings
Facebook: Ngagementworks
www.ngagementworks.com
www.yoursbehaviourally.com
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