The document provides guidance for a new team leader to conduct one-on-one meetings with existing team members after taking over leadership of the team. It includes a "pre-work pack" for team members to complete in preparation for the meetings. The pre-work asks team members to describe their views on the team's goals, strategies, challenges, their own strengths, and how they can best contribute to achieving the team's goals. The new leader will use the pre-work responses from team members to guide discussions in the one-on-one meetings about how to work together to achieve success for the team.
Materials that you can use to do satisfying work and shape your future career. It focuses on how you can continue to build on your strengths, find sponsors – employers or customers – and deliver success.
The coach's guide to creative problem solving powerpointpositivespirit
Practical tools that you can use as a coach to help people to find creative solutions to challenges. It can be used to help individuals, teams and organisations to achieve success.
The performance management pack powerpointpositivespirit
Practical tools that you can use to implement a performance management programme that encourage people to build on their strengths and make their best contributions towards achieving the picture of success.
Materials that you can use to do satisfying work and shape your future career. It focuses on how you can continue to build on your strengths, find sponsors – employers or customers – and deliver success.
The coach's guide to creative problem solving powerpointpositivespirit
Practical tools that you can use as a coach to help people to find creative solutions to challenges. It can be used to help individuals, teams and organisations to achieve success.
The performance management pack powerpointpositivespirit
Practical tools that you can use to implement a performance management programme that encourage people to build on their strengths and make their best contributions towards achieving the picture of success.
Don’t mess around this year. Figure out what you actually want to work towards first. Then work on getting there.
Write a Personal Vision Statement in 2014 to help illuminate where you want to go. Then you’ll know if you’re heading in the right direction.
This presentation compliments an article posted on 25 Hours A Day
How To Write A Personal Statement for 2014: http://25hrsaday.com/blog/visionstatement
Презентацията съдържа обобщение на семинара на Tony Robbins - Unleash The Power Within. Семинара е най-големият по рода си в световен план за личностно развитие и усъвършенстване. Тони Робинс е един от най-добрите експерти в тази насока и е помогнал на над 5 000 000 души по целият свят да променят и подобрят живота си. В презентацията има изключително много упражнения от семинара.
The coaching process may pay great dividends in developing employee present needs, creating a group of future leaders, supporting employee satisfaction, and creating a talent pool for a succession plan. Coaching is a partnership in which the trained and experienced coach guides and develops the coachees to achieve goals. The coach helps the coachees think of what they had not thought of, said, dreamed or created. The coach helps to expand coachee thinking and experience life in new ways. The coaching process supports an increased awareness by the coachees to understand what they are doing right and to develop alternative thinking and acting.
Don’t mess around this year. Figure out what you actually want to work towards first. Then work on getting there.
Write a Personal Vision Statement in 2014 to help illuminate where you want to go. Then you’ll know if you’re heading in the right direction.
This presentation compliments an article posted on 25 Hours A Day
How To Write A Personal Statement for 2014: http://25hrsaday.com/blog/visionstatement
Презентацията съдържа обобщение на семинара на Tony Robbins - Unleash The Power Within. Семинара е най-големият по рода си в световен план за личностно развитие и усъвършенстване. Тони Робинс е един от най-добрите експерти в тази насока и е помогнал на над 5 000 000 души по целият свят да променят и подобрят живота си. В презентацията има изключително много упражнения от семинара.
The coaching process may pay great dividends in developing employee present needs, creating a group of future leaders, supporting employee satisfaction, and creating a talent pool for a succession plan. Coaching is a partnership in which the trained and experienced coach guides and develops the coachees to achieve goals. The coach helps the coachees think of what they had not thought of, said, dreamed or created. The coach helps to expand coachee thinking and experience life in new ways. The coaching process supports an increased awareness by the coachees to understand what they are doing right and to develop alternative thinking and acting.
There is no “I” in the team; everything is “We”. A person can be a member of a team but they can’t be a team on their own. A team consists of more than one individual person. Doing a business requires a team. This book is one of the books in series of "Smart Business" that teaches you how to build a team in three steps. You will also learn the benefits of team building, how to maintain it, and evaluate its performance.
[Type text][Type text][Type text]HAME502 Building High-Per.docxodiliagilby
[Type text] [Type text] [Type text]
HAME502: Building High-Performing Teams
Cornell UniversityCourse Project
Part One: Diagnosing Your Team
Instructions:
In this project, you will outline strategic elements critical in leading your team. In doing so, you will map a plan for diagnosing the team’s needs, building collaboration, generating conflict, managing virtual team space, and finally, shifting your own leadership role. This plan will enable you to thoughtfully provide your team with the leadership it needs to perform at its highest levels.
First, identify if the team is new or if you are new to the team. (Or alternatively, you and the team may have been working with one another for awhile. If so, think of your team as new all over again and try to look at it with fresh eyes.) Next, complete the appropriate chartin order to identify areas of development or needs for your team.
If the team is new,engage (or reengage) your team in a discussion of its vision and mission. What is the desired future state and the overall purpose of your team? What does the organization need the team to accomplish? Identify members’ roles and responsibilities. Prepare between 3-5 long-term and short-term goals. Enter your results into Chart A.
If you are new to the team, collect data. Interview at least five team members. Observe the team working. What do you notice? What is the work pattern? Based on your analysis of your data, identify and discuss between 3-5 actions/behaviors that the team needs from you.Enter your results into Chart B.
Chart A: Building Your Team
when the team is new
Team Goals
With your team, identify what your organization needs your team to accomplish. Outline 3-5 of your short-term and long-term goals here.
Member Roles & Responsibilities
Identify key roles and responsibilities that will achieve and support your team in reaching your goals. List these roles and state who will be responsible for each.
If you have completed Chart A, you have completed part one of your course project. You do not need to complete Chart B.
Chart B: Building Your Team
when you are new to your team
Interview Findings
After interviewing five members of your team, summarize your findings based on each category below:
What actions or processes are working well?
What actions or processes can be improved?
Overall, how effective do they think your team is?
Observations of Team
After observing your team working, what do you notice? What work patterns can you identify?
Recommendations
Based on your findings, identify 3-5 recommendations you have for your team. Outline how you will or have communicated these recommendations.
1.
2.
3.
4.
5.
Part Two: Building Collaboration
Instructions:
In this module, we put the lens on you to consider both how your team members act and interact, as well as how you engage your team.
For part two of your project, map a plan for how you want to engage with your team, moving forward. Prepare a list of id ...
Learn This Efficient Model for Building High Performing Teams.pdfCenterfor HCI
No matter what industry you work in, productive and efficient teams are a must for success. Yet it’s not always easy to create and maintain a well-oiled team. For this, the Drexler-Sibbet Team Performance Model is there as it provides a simple, step-by-step framework for understanding team development. For more information regarding the benefits of executive coaching and human capital consultants, please visit the Center for human capital innovation.
These are just notes from this module belowMy team that I wou.docxssusera34210
These are just notes from this module below:
My team that I would like for you to write about is called the Spiritual Bowlers. It's a bowling League that I'm a part of with my church. We call ourselves the Spiritual Bowlers because we not only have a good time doing something that we love to do we add the book of the word in our game playing. We have a group of 8 team members 4 women and 4 men. We came up with this group a being part of the leadership at our church. I am the leader of the group. I thought about forming this group as a way to interact with my church congregation to have fun and also have this opportunity to spread the word to others while doing it. The way I picked the team of members was to post a bulletin at church welcoming any members that love the game of bowling and also need a spiritual healing outside of church. The expectations I have of this group is that we have set days that we have practice and I require that they be prompt and present. Other teams that we bowl against are pretty good so therefore we all need to be in attendance so that we can practice and get better with our game and techniques. In our weekly practice meetings we do and hour of practice and also take an hour of prayer and bible study. We communicate as a church family and speak about things in our personal lives that we may need a word of healing about. We just be there for one another not only as church members but as a team also in a sport we love. We talk openly about what we need to work on as a team to become better bowlers and also as better spiritual leaders and spreading the good word of the bible to people who wants to hear the word. We as a team all give ideas and make the decisions on who will be our captain for the week and also who will give the Word and what lessons from the bible would be spoken on. It gives us all a opportunity to hear and learn from one another.
So basically can you make that info into a presentation or whatever the assignment is asking for, You can make it sound better and just make up stuff to go with it lol. I really appreciate you and email me on both emails if you need any other information.
NOTES:
For years, companies have been transitioning into a more team oriented environment. Most of us have experienced the positives and negatives of working with other people. For this class, it's important that we look at how a team is designed and led in order to evaluate its' success. Managers have an active hand in creating and designing a team. This sets the company up to succeed or fail.
1. Diversity
Variety in background, knowledge, and skill set can be invaluable to teams. Diversity allows a team to approach problems from multiple angles. Having members that are all very similar may limit the team's ability to innovate and problem solve. Managers must carefully consider employee diversity when selecting members for a team. A more diversified team will generally produce better work and be better able to ...
8 Steps to Reestablishing Your Personal Productivity at WorkMindful Progression
8 Steps to Reestablishing Your Personal Productivity at Work is for all professionals who feel that they need to re-connect with their workplace and become more productive, but are struggling on how to do it.
www.mindfulprogression.co.uk
8 Steps to Reestablishing Your Personal Productivity at Work is exactly that. 8 straight forward steps that help you get back to productive work and feeling like you are making a impact on your personal performance and your organisation.
In this file, you can ref interview materials for dance such as, dance situational interview, dance behavioral interview, dance phone interview, dance interview thank you letter, dance interview tips …
Top 88 dance interview questions with answers pdf
free pdf download
88 transportation interview questions and answerszoepowell999
In this file, you can ref interview materials for transportation such as, transportation situational interview, transportation behavioral interview, transportation phone interview, transportation interview thank you letter, transportation interview tips …
Top 88 transportation interview questions with answers pdf
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In this file, you can ref interview materials for executive such as, executive situational interview, executive behavioral interview, executive phone interview, executive interview thank you letter, executive interview tips …
72 executive interview questions and answers
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Similar to The leader's pack for meeting individuals when taking over a team (20)
Welcome to the Program Your Destiny course. In this course, we will be learning the technology of personal transformation, neuroassociative conditioning (NAC) as pioneered by Tony Robbins. NAC is used to deprogram negative neuroassociations that are causing approach avoidance and instead reprogram yourself with positive neuroassociations that lead to being approach automatic. In doing so, you change your destiny, moving towards unlocking the hypersocial self within, the true self free from fear and operating from a place of personal power and love.
2. Imagine you are taking over a team and have already taken the
following steps.
You will have done your research and know what must be done to
lead the team to success.
You will have made clear contracts with the key stakeholders - your
employer and other key people - about the picture of success.
You will have a clear mandate from these stakeholders to do
whatever is necessary to guide the team to success.
You will created a provisional picture of success. At the same time,
however, you think it may be useful to have meetings with people in
the team you are taking over.
Introduction
3. You will obviously conduct these meetings in your own way. But
here is one approach.
Explain that before the sessions you would like each person to do
some pre-work. Say that you obviously have a view of the team's
goals, strategy and road to success.
You would, however, also like to get their in-put.
Invite each person to complete the following piece of work and send
it to you before the session.
5. Dear …
As you know, I have recently taken over the leadership role in the
team.
Obviously I have some clear ideas about the team’s goals, strategy
and road to success. But it is also important to get your input. So I
would like to meet with you for a one-to-one session.
Bearing this in mind, I would like you to do some pre-work before
the session. You can send it to me ahead of the session.
We can then use it to focus on how we can work well together to
achieve the team’s goals.
Here is an introduction to the exercises.
Introduction
6. My view of the team’s goals
Describe what you believe should be the team’s goals for us to
achieve success. Some goals are obviously given to us and are
mandatory, but we would also like your views.
My view of the team’s strategies
Describe what you believe should be the three key strategies the
team should follow to achieve these goals.
My view of the team’s challenges
Describe what you believe to be the team’s key challenges and how
we can tackle these successfully.
7. My strengths
Describe the activities in which you deliver As, Bs and Cs. We will
aim to encourage you to build on your strengths and manage the
consequences of any weaknesses.
My best contribution
Bearing in mind the team’s goals and your strengths, describe what
you believe would be your best contribution to achieving the team’s
goals.
There are obviously many things the team needs to deliver, so we
cannot guarantee that it will be possible to completely create this
role. But it is important for us to know what you believe would be
your best contribution.
8. There is also space for highlighting any other topics you would like
to discuss in the one-to-one.
The pre-work will take some time. It invites you to focus on the
team’s overall strategy, as well as your part.
So set aside some time to do the exercises. You can send it to me
ahead of the session and then we will explore it together.
9. My View Of The
Team’s Goals
The following pages invite you to describe what you believe
should be the team’s goals if we are to achieve success.
As mentioned, some goals will be given to us and are mandatory,
but we would also like your views.
10. I believe the team’s top
three goals should be:
1) To
For example:
*
*
*
The Team’s Goals
13. My View Of The
Team’s Strategies
The following pages invite you to describe what you believe
should be the team’s three key strategies for working towards
achieving the goals.
14. I believe the team’s top three strategies
for achieving the goals should be:
1) To
For example:
*
*
*
The Team’s Strategies
17. My View Of The
Team’s Challenges
The following pages invite you to describe what you believe are
the team’s top three challenges and the specific things it can do
to tackle these challenges successfully.
18. I believe the team’s top three challenges are:
1)
The specific things we can do to
tackle this challenge successfully are:
*
*
*
The Team’s Challenges
22. This exercise invites you to describe your strengths. It invites you to
do the following things. Try to be as honest as possible when doing
the exercise.
* Describe the deeply satisfying activities in which you deliver As.
These may be particular kinds of projects, tasks or other activities.
Try to give concrete examples.
* Describe the activities in which you deliver Bs and Cs.
The B activities are probably those that you can do reasonably well.
They are not your As, however, or maybe they were once but now
you get bored doing them.
The C activities are those in which you have little aptitude or desire
to learn.
Introduction
23. As. The deeply satisfying activities, projects or other tasks in
which I deliver – or have the potential to deliver - As are:
1)
For example:
*
*
*
My A Strengths
29. The following pages invite you to describe your potential best
contribution.
Start by bearing in mind the team’s goals. Try to link your strengths
and best contribution to achieving these goals.
If possible, also outline the potential pluses and minuses of making
this contribution.
Again, we cannot guarantee that it will be possible for you to do all
these things. But it would be useful to know what you believe would
be your best contribution.
Introduction
30. Bearing in the team’s goals and my strengths,
I believe my best contribution to the team
– together with specific examples - would be:
1) To
For example:
*
*
*
My Best Contribution
33. Pluses. The pluses of making this contribution –
for the team, customers and myself – would be:
*
*
*
Minuses. The potential minuses –
or other implications – would be:
*
*
The Pluses and Minuses
34. The specific things I could do to build on the
pluses and minimise the minuses would be:
*
*
*
35. Other Topics
The following page provides space for any other topics you would
like to discuss at our meeting.