Using the world’s most popular game of football as a highly visual and recognisable analogy for the best techniques and philosophies in team management and motivation that can be transferred to the commercial world.
Here is an overview of our available training courses.
The importance of executive development, Executive development training, cour...Bryan Len
Executive development training bootcamp features high-potential executive leaders the theoretical structures to create guidelines, make effective decisions, and lead productively as an exceptional general senior leader.
You will take delivery of a strong comprehension of vital units and how they correspond within an organization, building necessary skills required to lead multidisciplinary teams.
What Is Executive Development Training For ?
Executive development training bootcamp assists you turn out to be an efficient practical-level executive leader in your business.
Executive development training bootcamp provide you with all the knowledge, methods, strategies, and skills you require to learn and develop in order to flourish in the ever-changing universal world of business.
Which Industries Can Benefit From This Bootcamp?
This bootcamp provides an all-purpose training for senior leaders an executive in various industries, including but not limited to
Manufacturing
Services
Finance
Transportation
Healthcare
Not-for-profit And Government.
Bootcamp Format :
This training course is premeditated to have two modules.
During the first part, the theoretical content is delivered through interactive presentations and lectures.
Then, in the second module, participants will get to practice what they learned through practical exercise, group activities, and hands-on workshops.
Audience :
Executive development training bootcamp is a 4-day course planned for:
Executives
Leaders
Strategic leaders
Senior managers
Board directors
Mid-level managers
Business owners
Learn About :
How to figure out the mentality of ruling and the decision-making procedure
Understand how to appraise and make sense of financial data.
Discussing the relationship between finance and corporation approaches
Look for the methods for advertising division, directing, and placing
Exploring the bases of business strategy, consisting of identifying key strategic problems, determining and developing chances to generate value, and more other.
Training Topics :
Executive development introduction
Individuality all executives must have
Know your role exactly
The consequence of your personality
Leadership styles for senior executives
Judge your organization as a team
How to pass on properly
Executive development in practice
How to optimize executive development
Financial assessments
Decision-making and conciliation
More
WANT TO LEARN MORE ?
Why Tonex ? Because Tonex really works. Visit tonex.com for course and workshop detail.
The importance of executive development, Executive development training, course and workshop [Tonex Training]
https://www.tonex.com/training-courses/executive-development-training-bootcamp/
Training and Development, Executive Management Development Programme, Multipl...Santhanalaxmi Karthikvel
This starts with the detailed description of training and development, their methods and this also contains the training methods of supervisors. The concept of Executive Development Programme. It also deals with the concepts of Group Discussion, Conference and seminars, case studies, Role playing, business games and sensitivity training. The unit completes with the explanation of career development and the evaluation of career planning
The Four Cs Over the past several decades, as we have consulted wi.docxcherry686017
The Four Cs Over the past several decades, as we have consulted with teams and conducted research on team performance, we have come to the conclusion that there are four factors—four ―Cs—that must be understood and managed for teams to achieve superior performance.
Determinants of High-Performing Teams: The Four C’s
1. The context for the team
2. The composition of the team
3. The competencies of the team
4. The change management skills of the team
We will describe each of these factors briefly here, and will discuss them in more depth in the following chapters.
Context for the Team
Team context refers to the organizational environment in which the team must work. Understanding context, and how it influences team performance, requires an understanding of the answers to the following questions: 1. Is effective teamwork critical to accomplishing the goals desired by the organization? If so, are there measurable team performance goals around which we can organize a team? 2. Do my organization‘s reward systems, structure, and culture support teamwork? Experience has shown that the teamwork required to achieve high performance is much more important when the team must complete a complex task characterized by a high degree of interdependence. In addition, we have found that some organizations deploy formal organization structures or reward systems that become barriers to effective teamwork. For example, reward systems that provide strong individual incentives often create strong disincentives to engage in cooperative behavior within a work team. Unfortunately, many organizations, while paying lip service to the importance of teamwork, do little to encourage and support those who work in teams. Thus they do not foster a culture in which teams can succeed. High-performing teams manage context effectively by (1) establishing measurable team performance goals that are clear and compelling, (2) ensuring that team members understand that effective teamwork is critical to meeting those goals, (3) establishing reward systems that reward team performance (more than individual performance), (4) eliminating roadblocks to teamwork that formal organization structures might create, and (5) establishing an organizational culture that supports teamwork-oriented processes and behaviors (for example, everyone in the organization understands that success is predicated on effective collaboration; consequently, informal norms and processes support team-oriented behavior).
Composition of the Team
The composition of the team concerns the skills and attitudes of team members. You have to have the ―right people on the bus to make things happen as a team and achieve top performance.1 To effectively manage the composition of the team, team leaders must understand that team leadership and processes differ depending on the answers to the following questions: 1. To what extent do individual team members have the technical skills required to complete the task? 2 ...
Executive coaching helps in making effective managers stronger. It is observed that various coaching strategies and strengths have helped coaches to produce winning athletes in severe intense situations. There are five keys to success that will not only help coaches but also impact team organizations in a positive manner.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Teambuilders".
The importance of executive development, Executive development training, cour...Bryan Len
Executive development training bootcamp features high-potential executive leaders the theoretical structures to create guidelines, make effective decisions, and lead productively as an exceptional general senior leader.
You will take delivery of a strong comprehension of vital units and how they correspond within an organization, building necessary skills required to lead multidisciplinary teams.
What Is Executive Development Training For ?
Executive development training bootcamp assists you turn out to be an efficient practical-level executive leader in your business.
Executive development training bootcamp provide you with all the knowledge, methods, strategies, and skills you require to learn and develop in order to flourish in the ever-changing universal world of business.
Which Industries Can Benefit From This Bootcamp?
This bootcamp provides an all-purpose training for senior leaders an executive in various industries, including but not limited to
Manufacturing
Services
Finance
Transportation
Healthcare
Not-for-profit And Government.
Bootcamp Format :
This training course is premeditated to have two modules.
During the first part, the theoretical content is delivered through interactive presentations and lectures.
Then, in the second module, participants will get to practice what they learned through practical exercise, group activities, and hands-on workshops.
Audience :
Executive development training bootcamp is a 4-day course planned for:
Executives
Leaders
Strategic leaders
Senior managers
Board directors
Mid-level managers
Business owners
Learn About :
How to figure out the mentality of ruling and the decision-making procedure
Understand how to appraise and make sense of financial data.
Discussing the relationship between finance and corporation approaches
Look for the methods for advertising division, directing, and placing
Exploring the bases of business strategy, consisting of identifying key strategic problems, determining and developing chances to generate value, and more other.
Training Topics :
Executive development introduction
Individuality all executives must have
Know your role exactly
The consequence of your personality
Leadership styles for senior executives
Judge your organization as a team
How to pass on properly
Executive development in practice
How to optimize executive development
Financial assessments
Decision-making and conciliation
More
WANT TO LEARN MORE ?
Why Tonex ? Because Tonex really works. Visit tonex.com for course and workshop detail.
The importance of executive development, Executive development training, course and workshop [Tonex Training]
https://www.tonex.com/training-courses/executive-development-training-bootcamp/
Training and Development, Executive Management Development Programme, Multipl...Santhanalaxmi Karthikvel
This starts with the detailed description of training and development, their methods and this also contains the training methods of supervisors. The concept of Executive Development Programme. It also deals with the concepts of Group Discussion, Conference and seminars, case studies, Role playing, business games and sensitivity training. The unit completes with the explanation of career development and the evaluation of career planning
The Four Cs Over the past several decades, as we have consulted wi.docxcherry686017
The Four Cs Over the past several decades, as we have consulted with teams and conducted research on team performance, we have come to the conclusion that there are four factors—four ―Cs—that must be understood and managed for teams to achieve superior performance.
Determinants of High-Performing Teams: The Four C’s
1. The context for the team
2. The composition of the team
3. The competencies of the team
4. The change management skills of the team
We will describe each of these factors briefly here, and will discuss them in more depth in the following chapters.
Context for the Team
Team context refers to the organizational environment in which the team must work. Understanding context, and how it influences team performance, requires an understanding of the answers to the following questions: 1. Is effective teamwork critical to accomplishing the goals desired by the organization? If so, are there measurable team performance goals around which we can organize a team? 2. Do my organization‘s reward systems, structure, and culture support teamwork? Experience has shown that the teamwork required to achieve high performance is much more important when the team must complete a complex task characterized by a high degree of interdependence. In addition, we have found that some organizations deploy formal organization structures or reward systems that become barriers to effective teamwork. For example, reward systems that provide strong individual incentives often create strong disincentives to engage in cooperative behavior within a work team. Unfortunately, many organizations, while paying lip service to the importance of teamwork, do little to encourage and support those who work in teams. Thus they do not foster a culture in which teams can succeed. High-performing teams manage context effectively by (1) establishing measurable team performance goals that are clear and compelling, (2) ensuring that team members understand that effective teamwork is critical to meeting those goals, (3) establishing reward systems that reward team performance (more than individual performance), (4) eliminating roadblocks to teamwork that formal organization structures might create, and (5) establishing an organizational culture that supports teamwork-oriented processes and behaviors (for example, everyone in the organization understands that success is predicated on effective collaboration; consequently, informal norms and processes support team-oriented behavior).
Composition of the Team
The composition of the team concerns the skills and attitudes of team members. You have to have the ―right people on the bus to make things happen as a team and achieve top performance.1 To effectively manage the composition of the team, team leaders must understand that team leadership and processes differ depending on the answers to the following questions: 1. To what extent do individual team members have the technical skills required to complete the task? 2 ...
Executive coaching helps in making effective managers stronger. It is observed that various coaching strategies and strengths have helped coaches to produce winning athletes in severe intense situations. There are five keys to success that will not only help coaches but also impact team organizations in a positive manner.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Teambuilders".
This presentation looks to improve the plan-do-review process by identifying some templates for briefing and debriefing and drawing on the knowledge from the Military and Elite Sport.
The “TEAM” simulation is highly effective workshop for teaching the interdependence of teams in achieving business objectives. But it doesn’t stop there… it may also be the world’s most accelerated icebreaker, quickly breaking down conversational barriers and bringing participants together through the intensity and fun of a fast-paced and dynamic competition.
Top 10 Team Leader Interview Questions And AnswersUmesh Singh
The team leader is chosen as a team leader because he or she possesses some qualities like compassion, integrity, talent, passion. Team leader assists in management, hiring and training the new joiners, and also updating the management on the team performance. All your questions related to the team leader will be answered in the team leader interview questions mentioned below. Check out our latest PPT for more.
Nowadays it is very important to maintain your SDRs motivated and happy, because, firstly, their role is very important for the success of a company, but, at the same time, their position is considered so repetitive. In this presentation we want to show you some strategies to help them to be delighted with their position for a longer period of time.
Let's enhance their satisfaction!
[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 ...
You Can Still Get More Scene Templates & Backgroud Videos... Without Signing Up For Subscription
Get Discounted Access To Additional Scene Templates & Backgroud Videos With One Off Investment
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Designing Training".
This presentation looks to improve the plan-do-review process by identifying some templates for briefing and debriefing and drawing on the knowledge from the Military and Elite Sport.
The “TEAM” simulation is highly effective workshop for teaching the interdependence of teams in achieving business objectives. But it doesn’t stop there… it may also be the world’s most accelerated icebreaker, quickly breaking down conversational barriers and bringing participants together through the intensity and fun of a fast-paced and dynamic competition.
Top 10 Team Leader Interview Questions And AnswersUmesh Singh
The team leader is chosen as a team leader because he or she possesses some qualities like compassion, integrity, talent, passion. Team leader assists in management, hiring and training the new joiners, and also updating the management on the team performance. All your questions related to the team leader will be answered in the team leader interview questions mentioned below. Check out our latest PPT for more.
Nowadays it is very important to maintain your SDRs motivated and happy, because, firstly, their role is very important for the success of a company, but, at the same time, their position is considered so repetitive. In this presentation we want to show you some strategies to help them to be delighted with their position for a longer period of time.
Let's enhance their satisfaction!
[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 ...
You Can Still Get More Scene Templates & Backgroud Videos... Without Signing Up For Subscription
Get Discounted Access To Additional Scene Templates & Backgroud Videos With One Off Investment
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Designing Training".
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
2. “How do world class football coaches mentor and train their teams to perform to the best of their ability
that our corporate managers find very difficult to emulate in the commercial world?”
3. Dream Team Concept & Principles
Every dream team should have the following:
Each team member understands the role they play within the team
Each team member can state the overall objective of the team
4. Programme Objective
The Key Programme Objective for each session is…
“...To provide an opportunity for individuals to review and evaluate how they
manage teams, against key FP-TB principles, to maximise their team’s operational
effectiveness...”
5. Training Methodology
•The training is designed to practice the participants in using world-class football team management
philosophies
•Highly interactive to ensure understanding and implementation in the real workplace
•Delegates will generate:
✓ The actions they are going to implement in their new team strategies
✓ The outcomes they are expecting to achieve with their teams
✓ The techniques they will use to motivate their team
✓ The focus for the team
✓ The engagement strategy for the team
✓ The action plans that need to be put in place to achieve the desired aims
✓ A plan to measure the success of their team
6. Why Attend?
What you will gain
✓ Insight: into how top football coaches
manage their teams
✓ Belief: that you have the tools to
focus and manage your teams
✓ Evaluation: acquire the skills to
evaluate team members according
to a number common characteristics
✓ Understanding: how a top class
football coach manages the
pressures of keeping his team at the
top of their game
✓ Excitement: to use these
methodologies within your own
teams
What you will learn
✓ Teams: How to look at teams from a
diverse, exciting angle
✓ Team Management: How to manage
your team using top football
coaching techniques
✓ Goal Setting: How to set new visions
and goals for your team
✓ Measurement: How to measure,
evaluate and appraise team
performance
✓ Talent Advancement: How to ensure
that all talent is respected and given
its due recognition
7. Grass Roots - 3 Hour Programme
“...To provide delegates with an introduction to the ‘From Pitch To Boardroom’ principles and to explore
their application in a risk-free setting...”
Session Objectives
Agenda
An introduction to the ethos and
principles behind the FP-TB story.
Designed to raise interest and
stimulate conversation about what
future work could (and ultimately
should) be undertaken with ‘real’
teams in organisations.
The fun, inter-active, tactics board
mimics team issues in organisational
life. Albeit this ‘taster’ version is
played in a shortened format
Introduction
Dream Team Concept
Business Simulation:
Tactics Board: Initial Round
Principles Overview
Business Simulation:
Tactics Board: Round 2
Programme Summary, Close & Next
Steps
8. Premier League Discovery 1 Day Programme
“...To provide an opportunity for business leadership teams ( entire or in part) to review their
operational effectiveness against 2 pre-determined FP-TB principles...”
Session Objectives
Attended by business leadership teams
(entire or in part).
Some diagnostics work will be
undertaken, by means of a
questionnaire and interviews, to
establish the ‘pinch-points’ which need
to be addressed in order to move the
team towards working as a Dream
Team. Using the findings from the
questionnaire to focus on 2 of the
principles which are seen as the priority
areas.
Agenda
Introduction
Dream Team Concept
Business Simulation:
Tactics Board: Initial Round
Questionnaire Review
Business Simulation:
Tactics Board: Round 2
Principles 1 and 2
Facilitated Session
Programme Summary, Close & Next
Steps
9. Premier League Reflection 1 Day Programme
“...To provide an opportunity for business leadership teams ( entire or in part) to explore all of
the FP-TB principles ahead of identifying one or two key team issues to work on during the
session and within the organisation…”
Session Objectives
Delegates receive the training
philosophy inspired by the
management of top football teams for
creating that “Dream Team” including
an essential understanding of the 5
Principles.
Study of case files, exploring the
parallels between football and
business managers, inter – active
activities where delegates will identify
potential strategies for improved
performance.
Concluding with a short facilitated
session that identifies your own real
team priorities.
Agenda
Introduction
Dream Team Concept
Business Simulation:
Tactics Board: Initial Round
Overview of the 5 Principles
Business Simulation:
Tactics Board: Round 2
Principles 1 and 2
Facilitated Session
Programme Summary, Close & Next
Steps
10. Champions League 2 Day Programme
“...To provide an opportunity for individuals to review, evaluate, practice and test their
management of their teams to maximise operational effectiveness against key FP-TB principles...”
Day One Agenda
Introductions & Programme Welcome
Business Simulation:
Tactics Board Round 1
Dream Team Principles & Concepts
Principle 1: The myth of Self Sufficiency
Principle 2: Delivering Marginal Gains
Business Simulation:
Tactics Board Round 2
Principle 3: Managing Substitution
effectively
Business Simulation:
Tactics Board Round 3
Day One Summary and Q&A
Day Two Agenda
Day 1 Learning Review & Day Two
Agenda
Principle 4: Unifying Culture
Business Simulation:
Tactics Board: Round 4
Principle 5: Promoting effective
Communication
Business Simulation:
Tactics Board: Round 5
Business Application - Facilitated
Session
Programme Summary, Close & Next
Steps
11. Dream Team Concept & Principles
What makes a dream team?
Football managers have to enthuse others with the vision
Football managers have to work with limited resources
Football managers have to demonstrate leadership (role models)
Football managers have to understand player motivations
Business managers have to do the same
12. Dream Team - The 5 key Principles
Dream teams are created when all 5 principles are brought into play:
Principle 1: The Myth of Self Sufficiency
The belief that reliance on one person is solely responsible for delivering performance - It’s
a myth!
Top class teams know how to harness star players to play for the team
They work together as a team to create situations where the star player can excel
Principle 2: Delivering Marginal Gains
Marginal gains is all about 1%
The tiny things which add up to make a significant difference
Great teams and team managers leverage that 1%
13. Dream Team - The 5 key Principles
Principle 3: Managing Substitution effectively
The (often incorrect) assumption is that the manager always selects the right team for the right
task and the team selected will get them and the manager through to the final whistle
The strategic use of substitutes and squad dynamics has a key part to play
Principle 4: Unifying Culture
Managers have to be more aware of cultural differences and be cognisant of the diversity that
each individual brings to the team effort
Embracing diversity and cultural differences in teams
Principle 5: Promoting effective Communication
It seems an obvious principle, yet in football the need to communicate clearly, at speed, to
different people in a rapidly changing situation requires skill.
Business is no different!
15. An example of the tools we use:
The Problem Solving Matrix
Information
Skill
Belief
Well-Being
Other People
Motivation
Time
Money
Fear
16. An example of the tools we use: Inter–Active tactics board
17. Business Application - Facilitated Session
Session Focus:
This is a 2 hour facilitated session for attendees to start to work on whatever team issues are
appropriate for them
Small syndicate groups , where the composition is driven by a variety of factors, e.g.
Delegates working in the same team / sharing the same manager
Working in the same organisation
Have similar issues to discuss
The facilitators are around to help you with your conversations and discussions
Typical outputs could include:
Revised dream team gap analysis
Team role definitions, communications plan and team training plan
Stakeholder analysis
18. 4 Vital Questions
1)
What is the vision for your team?
2)
How do you know that your team understands and shares your vision?
3)
What drives your individual team members?
4)
How do you use their individual drivers to support the team and its performance?
The answers should be on the tip of your tongue