This document discusses techniques for motivating agile teams. It begins by explaining the importance of motivation for project success, even when using agile frameworks. It then covers Bruce Tuckman's model of team formation stages: forming, storming, norming, performing, and adjourning. Successful motivational techniques discussed include goal setting, empowering team members, showing appreciation, and celebrating successes. The document also provides tips for 1:1 meetings, performance appraisals, onboarding new members, and using team building activities to increase motivation. Overall, the key message is that both self-motivation and effective leadership are needed to maintain a high-performing agile team.
Enterprise Collaboration Change Management: 5 Tips To Ensure SuccessRightpoint
Enterprise social seems like a Catch-22—if you do stand it up and don't get an 80% increase in productivity if feels like a failure; if you don't stand it up then you're left in the dark ages. What's an organization to do?
During this webinar, Change Architect Katie Priest explored five change management strategies to increase usage and ultimately adoption within the social enterprise focusing on the following:
1. Start with what you know
2. Rally the troops
3. Empower and motivate
4. Recognize and reward
5. Measure and iterate
this presentation gives basic understanding of What is coaching, Why coaching, Skills required to be a coach, Coaching arc of conversation and basics of coaching models.
Enterprise Collaboration Change Management: 5 Tips To Ensure SuccessRightpoint
Enterprise social seems like a Catch-22—if you do stand it up and don't get an 80% increase in productivity if feels like a failure; if you don't stand it up then you're left in the dark ages. What's an organization to do?
During this webinar, Change Architect Katie Priest explored five change management strategies to increase usage and ultimately adoption within the social enterprise focusing on the following:
1. Start with what you know
2. Rally the troops
3. Empower and motivate
4. Recognize and reward
5. Measure and iterate
this presentation gives basic understanding of What is coaching, Why coaching, Skills required to be a coach, Coaching arc of conversation and basics of coaching models.
A short presentation consisting of highlights of the key elements to remember when initiating a coaching process.
Coaching, Managing or Leading? How do they differ?
Why choose to be a Coach?
Leading by example?
What is "Psychological safety"?
Baby steps for effective coaching.
Sink or Swim? Supporting the Transition to New Manager - Webinar 04.24.14BizLibrary
A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
www.bizlibrary.com/webinars
This ia a slide show I did for a leadership course. If you wish to have a copy to use, I will send you one free, so long as you give me credit when you use it.
Discover what happened during our first expats collaborative workshop ! Chloé Renault
What are the kind of challenges you experience when you work in India? How can you best adapt to the new Indian working environment ? Here is the experience from 20 expats working in Chennai coming from different industries. The workshop was facilitated by Chennai Expats Expertise. To know more: http://chennaiexpatsexpertise.strikingly.com/
According to Mind, 1:4 of people in the UK will encounter a mental health problem in the UK, each year. Although awareness of mental health as a physical illness is starting to increase, many organisations are still unaware of the impact such illnesses can have on the individual, and the devastating effect poor management practices can have on colleagues in certain situations. Such ignorance is concerning – in far too many cases, anxiety, depression and other conditions are treated with ‘lip service’ at best; or as taboo at worst. This session will try and tackle some of the main, down-to-earth matters surrounding mental health in Higher Education Institutions. Sometimes, performance is affected, and this can have a serious adverse effect on the morale and performance of a team or department at large. How straightforward is it to identify and help people who might be struggling? How is it best to tackle poor performance while, at the same time, help an individual or individuals cope with mental health difficulties? Should HEIs introduce transparent strategic mental health awareness policies at the very top? How would one do that? How might it be possible to change an institutional or departmental climate for the better, with other positive knock-on effects this could have on welfare, happiness and performance? How would it be possible to transform understanding and practice at a local and institutional level? Following a brief presentation, this session will be an open forum for the sharing of experiences, suggestions and best practice.
People management skills_Interpersonal skills, Emotional Intelligence, Employee Engagement, Motivation and Conflict Resolution strategies and techniques
To build the winning team, you not only need to show people what direction the company is headed in, but you need to get them to "buy into" this direction. Otherwise, you can't expect people to support a group if they don't agree with where it's headed or, worse, don't even know where it's headed.
Specifically, you need to show people:
Your vision for the future.
Your strategy for getting there.
Why this is the best strategy.
Every achievement that indicates this team is winning.
This is not a one-time discussion or announcement.
You need to constantly remind people what the organization stands for and that it does indeed hold a bright future for them!
A short presentation consisting of highlights of the key elements to remember when initiating a coaching process.
Coaching, Managing or Leading? How do they differ?
Why choose to be a Coach?
Leading by example?
What is "Psychological safety"?
Baby steps for effective coaching.
Sink or Swim? Supporting the Transition to New Manager - Webinar 04.24.14BizLibrary
A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
www.bizlibrary.com/webinars
This ia a slide show I did for a leadership course. If you wish to have a copy to use, I will send you one free, so long as you give me credit when you use it.
Discover what happened during our first expats collaborative workshop ! Chloé Renault
What are the kind of challenges you experience when you work in India? How can you best adapt to the new Indian working environment ? Here is the experience from 20 expats working in Chennai coming from different industries. The workshop was facilitated by Chennai Expats Expertise. To know more: http://chennaiexpatsexpertise.strikingly.com/
According to Mind, 1:4 of people in the UK will encounter a mental health problem in the UK, each year. Although awareness of mental health as a physical illness is starting to increase, many organisations are still unaware of the impact such illnesses can have on the individual, and the devastating effect poor management practices can have on colleagues in certain situations. Such ignorance is concerning – in far too many cases, anxiety, depression and other conditions are treated with ‘lip service’ at best; or as taboo at worst. This session will try and tackle some of the main, down-to-earth matters surrounding mental health in Higher Education Institutions. Sometimes, performance is affected, and this can have a serious adverse effect on the morale and performance of a team or department at large. How straightforward is it to identify and help people who might be struggling? How is it best to tackle poor performance while, at the same time, help an individual or individuals cope with mental health difficulties? Should HEIs introduce transparent strategic mental health awareness policies at the very top? How would one do that? How might it be possible to change an institutional or departmental climate for the better, with other positive knock-on effects this could have on welfare, happiness and performance? How would it be possible to transform understanding and practice at a local and institutional level? Following a brief presentation, this session will be an open forum for the sharing of experiences, suggestions and best practice.
People management skills_Interpersonal skills, Emotional Intelligence, Employee Engagement, Motivation and Conflict Resolution strategies and techniques
To build the winning team, you not only need to show people what direction the company is headed in, but you need to get them to "buy into" this direction. Otherwise, you can't expect people to support a group if they don't agree with where it's headed or, worse, don't even know where it's headed.
Specifically, you need to show people:
Your vision for the future.
Your strategy for getting there.
Why this is the best strategy.
Every achievement that indicates this team is winning.
This is not a one-time discussion or announcement.
You need to constantly remind people what the organization stands for and that it does indeed hold a bright future for them!
For most of us, teamwork is a part of everyday life. Whether it’s at home, in the community, or at work, we are often expected to be a functional part of a performing team. This workshop will encourage participants to explore the different aspects of a team, as well as ways that they can become a top-notch team performer.
By the end of this workshop, participants will be able to answer the following questions:
a. Why are teams key to productive work environments?
b. What are the four phases of the Tuckman team development model? How can knowing these characteristics help me on a team?
c. What are types of teams and how to utilize each type to get results?
d. What are essential behaviors of leaders and followers on well functioning teams?
e. What are the uses, benefits and disadvantages of various team-building activities?
f. What teambuilding exercises create bonds and when to use them?
Health service Planning, Team work, Delegation and Motivation in Management....MUTESI ISABELLA
Health service management lecture notes , 2 of 9 series for skilling leaders and administrators in healthcare system, these series will help in leadership skills, management skills , team work development, avail healthcare workers with high ethics and team work based approach to work for maximum efficiency
Mentoring programs have become mainstream. About 70% of Fortune 500 companies have one. A Harvard Business Review study of 30 professional firms found that, in a hypercompetitive world, it is easy for mentoring programs to become stale and bureaucratic. Mentoring can have positive impacts in terms of job satisfaction, organisational commitment, and even career progression. In this presentation, I explain how mentoring mentoring influences both career progression and salary. Of course many of these findings depend on the specific type of mentoring and institution, but positive effects are clear. Kindly contact me (WA: +233550157572 ) if need support to design a mentoring initiative in your workplace.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
2. Olena Grygorchuk
• Experienced mentor, QA, Team/QA Lead, SM, Proxy PO,
Agile coach
• 4+ IT PM in various business domains: B2B, e-commerce,
media and entertainment
• PMO expert and mentor at N-iX company
• Strategic PM, getting deep insight into client`s business
domain
• N-iX company values
Data-Driven Decision Making
Advocating Agile Approach
Freedom to Innovate
3. Agenda
• Team formation stages
• What is Team motivation and self motivation
• Successful motivational techniques
• Effective meetings: PA, 1to1 and onboarding
• Team buildings
4. Why do we need the motivated team?
• Being an Agile team - is NOT all about adopting the Agile frameworks
• Without the positivity and motivation of your teams, no matter which practice is adopted or no matter
how much investment is on the paper, projects will not meet their much-needed success rate
I`m going to suggest the useful practices that you can implement and practice. Let’s begin!
5. Tuckman`s model
Psychologist Bruce Tuckman first came up with the phrase “forming, storming, norming, and performing” in
his 1965 article, “Developmental Sequence in Small Groups.”
7. Orientation - Team Forming
• Group members are learning what to do, how the group is going to operate, what is expected, and what
is acceptable
• Individual roles are unclear, process usually is not well established
• Team is gathering impressions and data about the similarities and differences among them
• Most team members are positive and polite. Some are anxious, as they haven't fully understood what
work the team will do
• PM plays a dominant role at this stage, determining how the team is going to be organized and who will
be responsible for what, discussion of major milestones or phases of the group's goal that includes a
rough project schedule, outlining general group rules
8. Power Struggle -Team Storming
• May arise questions around leadership, authority, rules, policies, norms, responsibilities, structure and
evaluation criteria. Such questions need to be answered so that the group can move further on to the
next stage
• Storming often starts where there is a conflict between team members' natural working styles
• Team members may experience stress, particularly as they don't have the support of established
processes or strong relationships with their colleagues
• PM role: reduce tension within the team and stay committed to the team goal. The leader must feel
negative trends within the team and efficiently manage conflicts. This stage requires the maximum of
the leader’s attention and involvement
9. Cooperation and Integration - Team Norming
• People start to resolve their differences, appreciate colleagues‘ strengths, and respect PM/Lead authority
• Team members socialize together, ask one another for help and provide
• There is often a prolonged overlap between storming and norming. For instance new difficult tasks
come up, strict deadline/time pressure or again new team members join the team, - all this may lapse
back into behavior from the storming stage
• Role of the PM: motivate team members with first results, show them that Team is on a right track,
encourage them to move to the performing stage. Group leadership is very important, but the PM can
step back a little and let group members take the initiative and move forward together
10. Synergy - Team Performing
• People can work independently, in subgroups, or as a total unit
• The team works in open and trusting atmosphere where flexibility is a key and hierarchy is of little
importance
• This is the stage of the maximum efficiency and productivity, everyone enjoys working together
• Members are flexible, interdependent, and trust each other.
• Role of the leader: concentrate on developing team member. How cool is this—to know what each one
of a team is capable of and fully rely on a team. And for the team leader, it is so amazing to see the team
running like clockwork
11. Closure - Adjourning
• This stage can be confusing and is usually reached when the task is successfully completed. The project
is coming to an end and the team members are moving off in different directions
• This phase usually includes recognition for participation and achievement and an opportunity for
members to say personal goodbyes
• Team members who are afraid of changes, or who have become close friends with colleagues, may find
this stage difficult because their future now looks uncertain
• PM role: The most effective interventions in this stage are those that facilitate task termination and the
disengagement process. Suggest the ways to stay in touch with other team members even after the
project
13. Motivation
• Intrinsic motivation causes people to participate in an activity for their own enjoyment
• Extrinsic motivation causes people to do something for a reward or to avoid a penalty
14. Maintain your self-motivation
• Setting high but realistic goals
• Taking the right level of risk
• Seeking constant feedback to figure out how to improve
• Actively seeking out opportunities
• Continue learning
• Spend time with motivated, enthusiastic, and supportive people
• Positive mindset
• Get help when you need it, and be willing to help others succeed
15. Herzberg’s Two-Factor Theory of Motivation
Hygiene factors are:
• Salary structure should be appropriate and reasonable
• Company Policies and administrative policies
• Physical Working conditions
• The employees’ status within the organization
• Interpersonal relations
• Job Security
16. Tips to motivate your team
• Goal-setting is linked to task performance and is the main source of intrinsic motivation ― motivation
driven by an interest in the task. Setting specific and clear goals leads to greater output and better team
performance (use grooming, planning meetings)
• Empower people – organize direct involvement of team members in decision-making. Supervising doesn’t
mean controlling each and every step. Provide support and facilitate discussion to help the team solve
problems for instance establish regular Friday tech talks
• Give the support - give opportunity for the team to develop and try new approaches. Make sure your
team has appropriate training, development resources, and time to confirm their new skills
• Show appreciation - you must invest time and energy in your team. Recognizing that team members are
valued and the work they do really does matter (use for instance Demo meetings)
• Communicate – you can’t learn about ideas, attitude or concerns of your team members without constant
communication. Establish regular 1to1 meetings, join common lunches, coffee breaks, use each
opportunity to interact with the Team
• Support new ideas – use retrospective meetings to discuss interesting ideas
• Manage each one individually - give people a chance to operate in the frames of their strengths, and
they will be more confident, efficient and motivated in their activities
• Create and maintain a Team Spirit - Team is like a family, where mutual support and trust are the most
important values. Organize team building activities both during working time and after
17. General advises to develop motivated Team
• Ground rules - guidelines that establish clear expectations regarding
expectable behaviors (e.g. Confluence page, printed banner, etc)
• Co-location - placing many or all the most active team members in the
same physical location
• Try to make sure there is a good working environment - research showed
that environment is more important to employees than money
• Ensuring balanced workload -Working hard is a good thing but you need to
keep a lookout on employees that are bound to burn out due to excessive
workload (I have applied flexible working hours)
• Develop soft skills of Team members in order to grow self-motivation
(offer help and explanation, show on your sample)
• Offer Feedback and don't punish failure (we all make mistakes, It's part
of being human)
• Work on minimization of dissatisfaction factors (workplace, salary, etc)
• Celebrate each success - even the smallest achievements are worth being
celebrated
• Implement tips and review your approach to motivation regularly
18. Feedback on 1to1 and PAs
“We all need people who will give us feedback. That’s how we improve.” – Bill Gates
• In case of fail or performance drop it should not be unnoticed till the PA meeting, feedback should be
regular provided during the year. Establish regular feedback culture it brings performance improvements
• Listen first, talk second!
• State the constructive purpose of your feedback in positive way: "I have a concern about", "I want to
discuss" or "I have some thoughts about"
• Give the other person an opportunity to respond: "What do you think?", "What is your view of this
situation?"
• Prepare feedback with samples and provide the constructive alternatives, set expectations. Offer specific
suggestions. If you can't think of a constructive purpose for giving feedback, don't give it at all
• Focus on description rather than judgement
• Provide constructive feedback and use it as a tool that is used to build things up, not break things down.
It lets the other person know that you are on their side
• Provide a balance of positive and negative feedback. Summarize and express your support
19. Onboarding meeting is important
• Prepare and talk to the Team
• Introduce the process, project and product
• Do not overload with information
• Introduce to the team and assign “body”
• Introduce to client (if applicable)
• Offer attention and help
20. Having Fun
• Common lunches, coffee breaks, BBQs and evenings outs
• Sport activities- choose the productive team building activities for your team as per the comfort level of
members
• Escape rooms - activity checks the intellectual level of the individuals and how they solve the curious
clues for finding their way out of the room. This activity also improves collaboration
• Secret Santa, birthdays, maternity/paternity leaves, etc
• Table games – there are plenty of them, for instance problem-solving activities – use kind of building
blocks
My contacts:
Olena Grygorchuk
+380976108414
ogrygorchuk@n-ix.com