Sell Or Signup Danno
•Download as PPTX, PDF•
1 like•276 views
The document discusses the "Sell or Sign-Up" ground rule/philosophy for team decision making. It defines "Sell" as the opportunity for any team member to present new ideas or alternatives to influence team decisions. "Sign-Up" means that after discussion, all team members commit to supporting the final decision, even if they disagreed earlier. This builds accountability and allows the team to make decisions and move forward rather than getting stuck in endless rehashing. The document argues this approach helps create a high-performing team and company.
Report
Share
Report
Share
Recommended
Managing Professional Career
Manage your career strategically like a professional athlete. Think ahead and take actions that position you well for the future as company loyalty declines. Learn from how athletes negotiate contracts and navigate their careers, staying focused on getting the best financial deal while knowing their tenure is temporary. Consider making risky threats in negotiations and appearing unpredictable to conceal your true motives and maintain strategic advantage, just as star athletes do.
Presentatie art of negotiations 25-11-2010
The document discusses the concepts of interests and positions in negotiation. It provides exercises for a group to practice identifying interests without stating positions, and to try reaching agreement while considering interests and relationships. Problems with positional bargaining are that it produces poor outcomes, wastes time, and hurts relationships. The document advises separating people from the problem, finding interests, and looking for alternative solutions to have wise, efficient negotiations.
Co owner conflict l Learnings l Aventus Partners
"Co-founder conflict is the biggest value destroyer in my VC portfolio” said a friend of mine a few weeks back.
This resonated with me, as I have over the years consciously observed how organisations handle conflicts at the ownership level and prevent their escalation!
I have also stepped in to resolve issues in some of them.
A simple 3 step process has evolved through these experimentation's observations and reflections. Our learnings and a snap shot of the process are in the attached note.
Would be interested to hear experiences of people who have successfully implemented mechanisms to surface conflicts and prevent escalations. People who are grappling with live challenges in resolving such conflicts can also reach out.
Decisiom making process
The document discusses problem solving and decision making. It defines problem solving as generating alternatives to address an identified problem, and decision making as choosing between two or more alternatives. It provides principles for effective decision making, such as focusing on the problem before generating ideas. It also discusses factors that affect decision making like stages of group development and rational vs intuitive decision styles.
Responses to conflict
This document discusses different responses to conflict situations. It notes that there are many ways to respond, including considerate or cooperative approaches, as well as competitive or passive approaches. It identifies several categories of responses, such as emotional, cognitive, physical, avoiding, accommodating, compromising, collaborating, and competing. The document provides examples of different conflict response styles and notes positives and negatives of each approach. It emphasizes that understanding different responses can help diffuse situations and reach agreements that satisfy all parties. Effective conflict management is about reducing harm and maximizing usefulness, rather than eliminating conflict.
What have you learned from your audience feedback?
The document summarizes audience feedback on a horror movie trailer screened to media students aged 17-19. Strengths included the use of true statistics about stalking and shots of the killer crossing out victim's names with blood. Weaknesses were an irrelevant shot of a snickers wrapper and a final shot of the killer that was not scary enough. The filmmakers would improve future trailers based on this feedback by choosing better representative shots and making shots of the killer scarier.
Peter
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Recommended
Managing Professional Career
Manage your career strategically like a professional athlete. Think ahead and take actions that position you well for the future as company loyalty declines. Learn from how athletes negotiate contracts and navigate their careers, staying focused on getting the best financial deal while knowing their tenure is temporary. Consider making risky threats in negotiations and appearing unpredictable to conceal your true motives and maintain strategic advantage, just as star athletes do.
Presentatie art of negotiations 25-11-2010
The document discusses the concepts of interests and positions in negotiation. It provides exercises for a group to practice identifying interests without stating positions, and to try reaching agreement while considering interests and relationships. Problems with positional bargaining are that it produces poor outcomes, wastes time, and hurts relationships. The document advises separating people from the problem, finding interests, and looking for alternative solutions to have wise, efficient negotiations.
Co owner conflict l Learnings l Aventus Partners
"Co-founder conflict is the biggest value destroyer in my VC portfolio” said a friend of mine a few weeks back.
This resonated with me, as I have over the years consciously observed how organisations handle conflicts at the ownership level and prevent their escalation!
I have also stepped in to resolve issues in some of them.
A simple 3 step process has evolved through these experimentation's observations and reflections. Our learnings and a snap shot of the process are in the attached note.
Would be interested to hear experiences of people who have successfully implemented mechanisms to surface conflicts and prevent escalations. People who are grappling with live challenges in resolving such conflicts can also reach out.
Decisiom making process
The document discusses problem solving and decision making. It defines problem solving as generating alternatives to address an identified problem, and decision making as choosing between two or more alternatives. It provides principles for effective decision making, such as focusing on the problem before generating ideas. It also discusses factors that affect decision making like stages of group development and rational vs intuitive decision styles.
Responses to conflict
This document discusses different responses to conflict situations. It notes that there are many ways to respond, including considerate or cooperative approaches, as well as competitive or passive approaches. It identifies several categories of responses, such as emotional, cognitive, physical, avoiding, accommodating, compromising, collaborating, and competing. The document provides examples of different conflict response styles and notes positives and negatives of each approach. It emphasizes that understanding different responses can help diffuse situations and reach agreements that satisfy all parties. Effective conflict management is about reducing harm and maximizing usefulness, rather than eliminating conflict.
What have you learned from your audience feedback?
The document summarizes audience feedback on a horror movie trailer screened to media students aged 17-19. Strengths included the use of true statistics about stalking and shots of the killer crossing out victim's names with blood. Weaknesses were an irrelevant shot of a snickers wrapper and a final shot of the killer that was not scary enough. The filmmakers would improve future trailers based on this feedback by choosing better representative shots and making shots of the killer scarier.
Peter
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
A decisão de hans
Hans quer seguir seu sonho de se tornar um marinheiro, mas seu pai Soren, que perdeu dois irmãos no mar, tem medo de perdê-lo também e se opõe à ideia. No entanto, o documento defende que Soren deve deixar Hans seguir seu sonho para que ele seja feliz, embora a preocupação paterna seja compreensível.
Kozma Szilárd: A steril és meddő tudományoskodási (júdási) karma
http://www.slideshare.net/szilardkozma/2-anyasg-magzatgyermek-s-csaldellenes-karma
Poemas de amalia bautista
El poema pide que le cuenten de nuevo la historia de amor de una pareja feliz que se besaba cada noche a pesar de los problemas y el tiempo, porque es la historia más bella que conoce.
1. warm up, vt, diag
The document provides an agenda for a grammar class. It includes introductions of the teacher and a warm-up activity. Next, it reviews verb tenses and has students complete a diagnostic test in groups. As homework, students are asked to purchase a textbook and complete an introductory assignment.
Jamine's Slideshow of Casting the Gods Adrift
This document defines 12 vocabulary words: sandbar, cacophonous, pilgrimage, prow, symmetry, moored, court, awash, sublime, contemplating, temerity, and panoply. For each word, a definition and example sentence using the word is provided.
Evaluation of College Magazine
This document evaluates a college magazine media product. It discusses how the product uses conventions of real magazines, including a masthead, cover lines, barcode, and puffs on the cover. The contents page uses a three-column layout and includes regular articles, an editor's note, page numbers, and social media plug-ins. Strengths include using Photoshop skills and including typical magazine elements, while weaknesses are a lack of pull quotes and skylines. The action plan is to add more images to the contents page, a skyline to the cover, and vary fonts and styles.
Day 3
This document outlines an agenda for a class on peer reviewing writing. The agenda includes discussing peer reviewing, writing a first draft of a paragraph about someone they admire, peer reviewing those paragraphs, learning about narrative writing and compound sentences, and homework of editing their paragraph based on peer feedback. Key aspects of peer reviewing discussed are using a checklist to review elements of good paragraphs and giving helpful advice to improve writing skills.
La mejor fotografia...
La foto muestra a un hombre pobre dando su única posesión, un plato de arroz, a un niño hambriento. La leyenda original destaca la generosidad del hombre pobre. El resumen agrega que solo aquellos que son verdaderamente ricos en amor y sentimientos actuarían de manera tan desinteresada.
Bautizo
El documento invita a Carlos, Andrea, Yulecsi, Rosa y Adrián al bautizo de Carlitos el 9 de septiembre de 2012 a las 6:00 pm en Quito, Ecuador en la dirección Los Shiris Mz 456 Edificio Nobiss para compartir la alegría de la ceremonia.
CreatingTeamUnity
Obtaining team unity, especially alignment, is important for agile teams. There are three levels of unity - acceptance, agreement, and alignment. Alignment is the highest level where team members are committed to the vision even if they disagree with decisions. Leaders must foster open discussion and not express preferences first. They should also create a safe environment for dissent, consider all options thoroughly, announce decisions to seek alignment, and maintain alignment through challenges. Achieving alignment requires transparency from leaders in the decision-making process.
Group decision making
This document outlines objectives and content for a lesson on group decision making. The objectives include differentiating between individual and group decision making, explaining the group decision making process, discussing effective group leaders, and listing advantages and disadvantages of group decisions. The content outline covers defining groups and decisions, comparing individual and group processes, group formation stages, characteristics of effective groups and leaders, and approaches to group decisions like consensus, negotiation and voting. It also addresses conditions that can foster groupthink and how to avoid it.
Chapter 16Developing and Delivering Group Presentations.docx
Chapter 16
Developing and Delivering Group Presentations
SPEAK
© 2012 Cengage Learning
In this chapter, you will learn about the responsibilities of group members in effective problem-solving groups. Then you will learn about an effective problem-solving method described by educational philosopher John Dewey. The chapter then discusses how to prepare group presentations and describe five public presentation formats. Finally, you will learn how you can evaluate your group’s effectiveness both in terms of the group process and presentation.
5/27/2014 12:34 PM
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation.
MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.
1
Coming together is a beginning. Keeping together is progress. Working together is success.
~Henry Ford
© 2011 Cengage Learning
Learning Outcomes:
1.Why is teamwork becoming so popular as a means for solving problems?
2.What does it mean to be a responsible group member?
3.How can you solve problems effectively in groups?
4.How do you prepare for a group presentation?
5.How can you evaluate your work?
5/27/2014 12:34 PM
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation.
MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.
2
Problem-Solving Groups
Groups composed of four to seven people that are formed to carry out a specific task or solve a particular problem.
Advantages of problem-solving groups include deeper analysis of problems, greater breadth of ideas and potential solutions, improved group morale, and increased productivity.
© 2011 Cengage Learning
Usually at the end of their deliberations, they present their findings and analysis, and recommend solutions to others in the organization. Whether you want to or not, you can expect to work in a group or on a team in your profession ...
Dit yvol2iss31
This document summarizes an article about building effective teams from the itSM Solutions DITY newsletter. The summary is:
The article discusses the characteristics of effective teams, including having a clear purpose, diverse skills among members, ability to function without any single member, and a leader to provide guidance. It also outlines the typical stages teams go through in their development: forming, storming, norming, performing, and adjourning. Reaching the performing stage is ideal, where a team is highly interdependent and focused entirely on its goals.
Understanding and Managing Change
Has this happened to you? You try to implement a change in your organization and it fails. And, to make matters worse, you can't figure out why. It may be that your great idea didn't mesh well with your organization’s culture or a host of other reasons. Jennifer Bonine shares a toolkit to help you determine which ideas will—and will not—work well within your organization. This toolkit includes five rules for change management, a checklist to help you analyze the type of change process needed in your organization, a set of questions you can ask to better understand your executives’ goals, techniques for overcoming resistance to change, and the formal roles necessary to enable successful change. These tools—together with an awareness of your organization’s core culture—allow you to identify the changes you can successfully implement. Cultural awareness helps you align your initiatives with the objectives of the organization, make your team successful, and demonstrate the value of the change, which is increasingly more important in these challenging economic times.
Dialogue and deliberation
This document provides an overview of a presentation on dialogue and deliberation within companies. The presentation is divided into 7 parts that will discuss: 1) introducing the concepts of dialogue and deliberation, 2) the dialogue and deliberation program, 3) the steps of the process, 4) when it can be used, 5) guiding principles, and 6) conditions for success. It also describes a game where attendees role-play discussing going to the beach vs. countryside for holidays to demonstrate dialogue vs. debate approaches.
Leading Change—Even If You’re Not in Charge
Has this happened to you? You try to implement a change in your organization and it doesn’t get the support that you thought it would. And, to make matters worse, you can't figure out why. Or, you have a great idea but can’t get the resources required for successful implementation. Jennifer Bonine shares a toolkit of techniques to help you determine which ideas will—and will not—work within your organization. This toolkit includes five rules for change management, a checklist to help you determine the type of change process needed in your organization, techniques for communicating your ideas to your target audience, a set of questions you can ask to better understand your executives’ goals, and methods for overcoming resistance to change from teams you don’t lead. These tools—together with an awareness of your organization’s core culture—will help you identify which changes you can successfully implement and which you should leave until another day.
Chapter 6.pptx
The document discusses decision making in teams. It describes some key advantages and disadvantages of group decision making compared to individuals. It also discusses the potential for groupthink and lists eight symptoms of groupthink. The document provides steps that groups, group leaders, and individuals should take to prevent groupthink. It also describes several tools and techniques that can be used for better decision making in teams, including nominal group technique, Delphi technique, majority rule, consensus, group decision support systems, and decision trees. Finally, it discusses the concept of a "premortem" as a way for groups to imagine what could go wrong with a decision to avoid potential problems.
WORKING AS A TEAM-II
This document summarizes the key aspects of forming an effective design team. It discusses that a design team is typically made up of different engineering disciplines and experts from various fields. It is important for team members to respect each other's expertise and for the team to have open communication. The document provides guidance on dos and don'ts for good team communication, including making sure all members understand goals, listening to others, being respectful, and communicating openly. It emphasizes that the overall goal is for the team to work collectively to solve problems and ensure client needs are met.
4630789.ppt
The document outlines objectives for understanding consultation, negotiation, and joint problem solving. It defines consultation as jointly examining issues to find acceptable solutions while management reserves decision rights. Benefits include improved employee involvement, cooperation, and decision-making. Joint problem solving enables identifying, tackling, and resolving issues through consensus. Negotiation implies agreement is required, with parties having commitment and authority to vary terms. Theories of negotiation include integrative/interest-based bargaining and distributive/position-based bargaining. Stages of negotiation include preparation, opening moves, middle game, and end game. Positive behaviors include questioning, listening, and focusing on interests, while negative behaviors include interrupting and entrenched positions.
Team Building
Dr. Rick Goodman, the Team Building Expert, provides useful tips and tricks for Team Building for Human Resource Professionals. For more information go to www.rickgoodman.com or www.advantagecontinuingeducationseminars.com
More Related Content
Viewers also liked
A decisão de hans
Hans quer seguir seu sonho de se tornar um marinheiro, mas seu pai Soren, que perdeu dois irmãos no mar, tem medo de perdê-lo também e se opõe à ideia. No entanto, o documento defende que Soren deve deixar Hans seguir seu sonho para que ele seja feliz, embora a preocupação paterna seja compreensível.
Kozma Szilárd: A steril és meddő tudományoskodási (júdási) karma
http://www.slideshare.net/szilardkozma/2-anyasg-magzatgyermek-s-csaldellenes-karma
Poemas de amalia bautista
El poema pide que le cuenten de nuevo la historia de amor de una pareja feliz que se besaba cada noche a pesar de los problemas y el tiempo, porque es la historia más bella que conoce.
1. warm up, vt, diag
The document provides an agenda for a grammar class. It includes introductions of the teacher and a warm-up activity. Next, it reviews verb tenses and has students complete a diagnostic test in groups. As homework, students are asked to purchase a textbook and complete an introductory assignment.
Jamine's Slideshow of Casting the Gods Adrift
This document defines 12 vocabulary words: sandbar, cacophonous, pilgrimage, prow, symmetry, moored, court, awash, sublime, contemplating, temerity, and panoply. For each word, a definition and example sentence using the word is provided.
Evaluation of College Magazine
This document evaluates a college magazine media product. It discusses how the product uses conventions of real magazines, including a masthead, cover lines, barcode, and puffs on the cover. The contents page uses a three-column layout and includes regular articles, an editor's note, page numbers, and social media plug-ins. Strengths include using Photoshop skills and including typical magazine elements, while weaknesses are a lack of pull quotes and skylines. The action plan is to add more images to the contents page, a skyline to the cover, and vary fonts and styles.
Day 3
This document outlines an agenda for a class on peer reviewing writing. The agenda includes discussing peer reviewing, writing a first draft of a paragraph about someone they admire, peer reviewing those paragraphs, learning about narrative writing and compound sentences, and homework of editing their paragraph based on peer feedback. Key aspects of peer reviewing discussed are using a checklist to review elements of good paragraphs and giving helpful advice to improve writing skills.
La mejor fotografia...
La foto muestra a un hombre pobre dando su única posesión, un plato de arroz, a un niño hambriento. La leyenda original destaca la generosidad del hombre pobre. El resumen agrega que solo aquellos que son verdaderamente ricos en amor y sentimientos actuarían de manera tan desinteresada.
Bautizo
El documento invita a Carlos, Andrea, Yulecsi, Rosa y Adrián al bautizo de Carlitos el 9 de septiembre de 2012 a las 6:00 pm en Quito, Ecuador en la dirección Los Shiris Mz 456 Edificio Nobiss para compartir la alegría de la ceremonia.
Viewers also liked (11)
Kozma Szilárd: A steril és meddő tudományoskodási (júdási) karma
Kozma Szilárd: A steril és meddő tudományoskodási (júdási) karma
Similar to Sell Or Signup Danno
CreatingTeamUnity
Obtaining team unity, especially alignment, is important for agile teams. There are three levels of unity - acceptance, agreement, and alignment. Alignment is the highest level where team members are committed to the vision even if they disagree with decisions. Leaders must foster open discussion and not express preferences first. They should also create a safe environment for dissent, consider all options thoroughly, announce decisions to seek alignment, and maintain alignment through challenges. Achieving alignment requires transparency from leaders in the decision-making process.
Group decision making
This document outlines objectives and content for a lesson on group decision making. The objectives include differentiating between individual and group decision making, explaining the group decision making process, discussing effective group leaders, and listing advantages and disadvantages of group decisions. The content outline covers defining groups and decisions, comparing individual and group processes, group formation stages, characteristics of effective groups and leaders, and approaches to group decisions like consensus, negotiation and voting. It also addresses conditions that can foster groupthink and how to avoid it.
Chapter 16Developing and Delivering Group Presentations.docx
Chapter 16
Developing and Delivering Group Presentations
SPEAK
© 2012 Cengage Learning
In this chapter, you will learn about the responsibilities of group members in effective problem-solving groups. Then you will learn about an effective problem-solving method described by educational philosopher John Dewey. The chapter then discusses how to prepare group presentations and describe five public presentation formats. Finally, you will learn how you can evaluate your group’s effectiveness both in terms of the group process and presentation.
5/27/2014 12:34 PM
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation.
MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.
1
Coming together is a beginning. Keeping together is progress. Working together is success.
~Henry Ford
© 2011 Cengage Learning
Learning Outcomes:
1.Why is teamwork becoming so popular as a means for solving problems?
2.What does it mean to be a responsible group member?
3.How can you solve problems effectively in groups?
4.How do you prepare for a group presentation?
5.How can you evaluate your work?
5/27/2014 12:34 PM
© 2007 Microsoft Corporation. All rights reserved. Microsoft, Windows, Windows Vista and other product names are or may be registered trademarks and/or trademarks in the U.S. and/or other countries.
The information herein is for informational purposes only and represents the current view of Microsoft Corporation as of the date of this presentation. Because Microsoft must respond to changing market conditions, it should not be interpreted to be a commitment on the part of Microsoft, and Microsoft cannot guarantee the accuracy of any information provided after the date of this presentation.
MICROSOFT MAKES NO WARRANTIES, EXPRESS, IMPLIED OR STATUTORY, AS TO THE INFORMATION IN THIS PRESENTATION.
2
Problem-Solving Groups
Groups composed of four to seven people that are formed to carry out a specific task or solve a particular problem.
Advantages of problem-solving groups include deeper analysis of problems, greater breadth of ideas and potential solutions, improved group morale, and increased productivity.
© 2011 Cengage Learning
Usually at the end of their deliberations, they present their findings and analysis, and recommend solutions to others in the organization. Whether you want to or not, you can expect to work in a group or on a team in your profession ...
Dit yvol2iss31
This document summarizes an article about building effective teams from the itSM Solutions DITY newsletter. The summary is:
The article discusses the characteristics of effective teams, including having a clear purpose, diverse skills among members, ability to function without any single member, and a leader to provide guidance. It also outlines the typical stages teams go through in their development: forming, storming, norming, performing, and adjourning. Reaching the performing stage is ideal, where a team is highly interdependent and focused entirely on its goals.
Understanding and Managing Change
Has this happened to you? You try to implement a change in your organization and it fails. And, to make matters worse, you can't figure out why. It may be that your great idea didn't mesh well with your organization’s culture or a host of other reasons. Jennifer Bonine shares a toolkit to help you determine which ideas will—and will not—work well within your organization. This toolkit includes five rules for change management, a checklist to help you analyze the type of change process needed in your organization, a set of questions you can ask to better understand your executives’ goals, techniques for overcoming resistance to change, and the formal roles necessary to enable successful change. These tools—together with an awareness of your organization’s core culture—allow you to identify the changes you can successfully implement. Cultural awareness helps you align your initiatives with the objectives of the organization, make your team successful, and demonstrate the value of the change, which is increasingly more important in these challenging economic times.
Dialogue and deliberation
This document provides an overview of a presentation on dialogue and deliberation within companies. The presentation is divided into 7 parts that will discuss: 1) introducing the concepts of dialogue and deliberation, 2) the dialogue and deliberation program, 3) the steps of the process, 4) when it can be used, 5) guiding principles, and 6) conditions for success. It also describes a game where attendees role-play discussing going to the beach vs. countryside for holidays to demonstrate dialogue vs. debate approaches.
Leading Change—Even If You’re Not in Charge
Has this happened to you? You try to implement a change in your organization and it doesn’t get the support that you thought it would. And, to make matters worse, you can't figure out why. Or, you have a great idea but can’t get the resources required for successful implementation. Jennifer Bonine shares a toolkit of techniques to help you determine which ideas will—and will not—work within your organization. This toolkit includes five rules for change management, a checklist to help you determine the type of change process needed in your organization, techniques for communicating your ideas to your target audience, a set of questions you can ask to better understand your executives’ goals, and methods for overcoming resistance to change from teams you don’t lead. These tools—together with an awareness of your organization’s core culture—will help you identify which changes you can successfully implement and which you should leave until another day.
Chapter 6.pptx
The document discusses decision making in teams. It describes some key advantages and disadvantages of group decision making compared to individuals. It also discusses the potential for groupthink and lists eight symptoms of groupthink. The document provides steps that groups, group leaders, and individuals should take to prevent groupthink. It also describes several tools and techniques that can be used for better decision making in teams, including nominal group technique, Delphi technique, majority rule, consensus, group decision support systems, and decision trees. Finally, it discusses the concept of a "premortem" as a way for groups to imagine what could go wrong with a decision to avoid potential problems.
WORKING AS A TEAM-II
This document summarizes the key aspects of forming an effective design team. It discusses that a design team is typically made up of different engineering disciplines and experts from various fields. It is important for team members to respect each other's expertise and for the team to have open communication. The document provides guidance on dos and don'ts for good team communication, including making sure all members understand goals, listening to others, being respectful, and communicating openly. It emphasizes that the overall goal is for the team to work collectively to solve problems and ensure client needs are met.
4630789.ppt
The document outlines objectives for understanding consultation, negotiation, and joint problem solving. It defines consultation as jointly examining issues to find acceptable solutions while management reserves decision rights. Benefits include improved employee involvement, cooperation, and decision-making. Joint problem solving enables identifying, tackling, and resolving issues through consensus. Negotiation implies agreement is required, with parties having commitment and authority to vary terms. Theories of negotiation include integrative/interest-based bargaining and distributive/position-based bargaining. Stages of negotiation include preparation, opening moves, middle game, and end game. Positive behaviors include questioning, listening, and focusing on interests, while negative behaviors include interrupting and entrenched positions.
Team Building
Dr. Rick Goodman, the Team Building Expert, provides useful tips and tricks for Team Building for Human Resource Professionals. For more information go to www.rickgoodman.com or www.advantagecontinuingeducationseminars.com
07-Group communication.ppt
The document discusses different forms of group communication used in organizations. It describes meetings, seminars, group discussions, and other forms where members communicate to share information, make decisions, solve problems, and discuss topics. It provides details on techniques like brainstorming, nominal group technique, and Delphi technique that organizations use for group decision making. It also explains how group discussions are an important part of selection processes to evaluate candidates' skills, knowledge, and ability to work in a team.
Successful Group Discussion Tips
This presentation is based on Chapter 2 - Successful Group Discussion of the 17 part Group
Discussion series provided by exforsys.com. In this presentation you will learn about
various factors that influence the success of any group discussion such as discussion goals,
topic selection, time management, multiple perspectives, conflict management and openended
questions.
Conflict report
This document provides an overview of conflict resolution strategies and their benefits. It discusses what conflict is and provides examples of conflicts in the workplace. Two common resolution strategies are described in depth: avoiding conflict and collaborating. Avoiding aims to postpone conflict by not addressing issues, while collaborating involves all parties working together to find a joint solution. Resolving conflicts benefits work efficiency and relationships by promoting understanding between parties. The document also outlines what to do if a conflict cannot be resolved, such as involving a third party or accepting disagreement.
Leading Change―Even If You’re Not in Charge
Has this happened to you? You try to implement a change in your organization and it doesn’t get the support that you thought it would. And, to make matters worse, you can't figure out why. Or, you have a great idea but can’t get the resources required for successful implementation. Jennifer Bonine shares a toolkit of techniques to help you determine which ideas will—and will not—work within your organization. This toolkit includes five rules for change management, a checklist to help you determine the type of change process needed in your organization, techniques for communicating your ideas to your target audience, a set of questions you can ask to better understand your executives’ goals, and methods for overcoming resistance to change from teams you don’t lead. These tools—together with an awareness of your organization’s core culture—will help you identify which changes you can successfully implement and which you should leave until another day.
Problem Solving Techniques
The document discusses various techniques for decision making ranging from simple to more sophisticated methods. It begins by outlining three levels of decision making - strategic, tactical, and operational - based on importance and impact. It then describes several techniques for structuring decision making processes, including using T-charts to list pros and cons, PMI (Plus, Minus, Interesting) analysis, and Buriden's Ass method for decisions with equally attractive options. The document provides examples and worksheets for applying these techniques to hypothetical decisions.
Make Your Team More Productive Using Their Perspective!
Teams are more than just a collection of individuals. For teams to be productive, they need to agree upon the values and principles that guide their work. Learn more about Life Orientations® (LIFO).
Prosci's Top 10 Tactics for Managing Resistance.pdf
Utilizing Prosci's Top 10 Tactics for Managing Resistance will help you identify and focus on the correct issues so your teams can successfully navigate change and engage and adopt critical organizational changes.
Go through these slides to know more about Prosci's Top 10 Tactics for Managing Resistance.
Teams That Excel
This document discusses how to manage teams to excel. It identifies several reasons why teams fail, such as lack of confidence, fear of conflict, lack of accountability, low commitment levels, and not focusing on results. It then provides strategies for overcoming each of these challenges, such as building confidence through vulnerability, promoting productive conflict over destructive fighting, establishing accountability through peer reviews and recognition, gaining clear goals and buy-in, fostering interdependence, and rewarding actions that promote results. The key is for the team leader to set the tone that the team is results-driven while also recognizing human faults.
Decision Making
The document discusses different types of decision making processes. It describes programmed decisions as simple and routine, while non-programmed decisions are new and complicated. It then lists factors to consider in decision making like perception, priority, acceptability, demands, style, resources, and judgment. The document also outlines six steps in the decision making process: construct, compile, collect, compare, consider, and commit. It provides guidelines for good decision making and describes different decision making approaches like autocratic, consultative, democratic, and consensus-based. Consensus is outlined as a process of generating options, identifying pros and cons, agreeing on a solution, and testing for full group support of the decision.
Similar to Sell Or Signup Danno (20)
Chapter 16Developing and Delivering Group Presentations.docx
Chapter 16Developing and Delivering Group Presentations.docx
Make Your Team More Productive Using Their Perspective!
Make Your Team More Productive Using Their Perspective!
Prosci's Top 10 Tactics for Managing Resistance.pdf
Prosci's Top 10 Tactics for Managing Resistance.pdf
Sell Or Signup Danno
- 1. “Sell” or “Sign-Up” Sell or Sign-up Ground Rule/Philosophy Danno Montgomery
- 2. 2/7/2011 Copyright © 2005 by Danno Montgomery. All rights reserved. 2 Sell or Sign-up Ground Rule/Philosophy When explaining the Sell or Sign-up concept, at first, team members are skeptical, but after using it, and seeing the value that the Sell or Sign-up ground rule/philosophy provides, they find it to be very effective.
- 3. 2/7/2011 Copyright © 2005 by Danno Montgomery. All rights reserved. 3 The definition of “Sell” is: Everyone has the opportunity to speak to the team in an attempt to present a new idea, change a process, present an alternative, etc. It also empowers anyone to influence decisions that are in process, or even to change a decision made by the team. The whole team must be open to listening to the person(s) selling. Selling is simply the opportunity to influence the team and be heard. Not:
- 6. 2/7/2011 Copyright © 2005 by Danno Montgomery. All rights reserved. 6 Examples How many times have you heard after a meeting, some one on the team say something like “I wished they would get a clue”, or something similar. How many times have you heard a rumor, or over heard a conversation from a team member that diminishes or degrades the whole team through a negative comment made such as “they don’t know what we do” or “they don’t know what they’re doing”? Or, “here is the process that was developed I don’t agree with it but here it is”.
- 7. 2/7/2011 Copyright © 2005 by Danno Montgomery. All rights reserved. 7 The definition of Sign-up (part 1) 1. Sign-up is when we walk out of the meeting, everyone is signed up, and supports the team’s decisions, the processes that have been developed, systems created and/or changed, etc, even if some don’t fully agree. We should all agree that if we have conversations outside this team consciously, or even subconsciously, our actions, behaviors, and words should reflect the full support for the team’s agreements and decisions. Sign-up is simply that we all need to reflect in our words, in our actions, and in our behaviors that we are one team with one face to partners, co-workers, and customers. This builds in the accountability.
- 8. 2/7/2011 Copyright © 2005 by Danno Montgomery. All rights reserved. 8 The definition of Sign-up (part 2) 2. Sign-up also enables the team to drive a discussion that is just going in circles to cease, and make a decision, that we all need to support. Sign-up helps us to make a decision and move on. Sell or Sign-up ground rule/philosophy has been proven to be very effective.
- 9. 2/7/2011 Copyright © 2005 by Danno Montgomery. All rights reserved. 9 Just Remember To have a high performance outcome, we need to be a high performance team/company.
- 10. 2/7/2011 Copyright © 2005 by Danno Montgomery. All rights reserved. 10 Chart Sell Sign-up 1. Opportunity 2. Supports all the other ground rules, and behaviors agreed to by the team. 1. Accountability 2. Drive to a decision 3. High Performance Behavior