High Performing Teams MEGAN EVANS JUNE 2014

Transcription

1 High Performing Teams MEGAN EVANS JUNE 2014

2 ObjecAves Think about some questions: Why high performing teams? What common dysfunctions might we come across? How is my team doing? What can be done to deal with dysfunctions? What acaons am I going to take?

3 Agenda Agenda review and introducaons High Performing Teams: why bother? RaAng your own team Coffee break Comparing raang to quesaonnaire Each of the 5 dysfuncaons: Aps & exercises PracAcaliAes of managing a team: top Aps Thinking Pairs: what acaons am I going to take? Close

4 ! In pairs, ask:! Where did you grow up? IntroducAons! How many children were there in your family, where did you fit in?! What was the most difficult or important challenge of your childhood?

5 Thinking about High Performing Teams

6 ! Examples? High performing teams

7 High performing teams: some examples

8 Differences between Working Groups and HPTs

9 The effecaveness of working groups and teams High- Performing Team Real Team Performance Impact Working Group Pseudo Team PotenAal Team Team EffecAveness Need a (real) team when the work requires people with complementary skills, commided to common purpose, mutual goals and defined work approach Source: Katzenbach and Smith, The Wisdom of Teams, HBS Press, 1993

10 From working group to HPT there is increasing focus Working Group Team HPT Leadership Manager/Supervisor Team Lead Shared Accountability Same as broader organisaaon Individual and shared Mutual Purpose Broad Specific Focused Development Lidle Some A lot Mee?ngs Sharing informaaon Open ended/ problem solving Review issues Make decisions Rela?onships Superficial Emerging Strong and deep Aspira?ons Sum of individual bests Result beyond individual Result beyond expectaaon Size Large (10>) Medium (6-10) Small (<8)

11 IntroducAon to 5 dysfuncaons

12 Lencioni Five dysfuncaons of teams (2002) Team behaviour We focus on what really maders We will confront difficult issues Once a decision is taken, I will back it completely We welcome challenge, feedback & support We want to learn InadenAon to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust Leaders Role Focus on collecave outcomes Confront difficult issues Force clarity and closure Mine for conflict Go first!

13 Rate each dysfuncaon area out of 15 for your team For example: where 1 is a complete absence of Trust and 15 would be a team that Trusts each other implicitly. InadenAon to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust

14 Coffee break

15 Review quesaonnaire and raangs

16 Review quesaonnaire and raang! Firstly for quesaonnaire work out the scores for each of the 5 dysfuncaon areas! Compare this to your iniaal raang! SimilariAes?! Differences?! How might others rate your team?

17 PracAcal Aps for 5 dysfuncaons

18 Trust! How can you improve trust in your team? InadenAon to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust

19 Trust: Aps and exercises! Psychometrics for understanding MBTI, DISC, styles InadenAon to Results Avoidance of Accountability Lack of Commitment! Get to know each other more/ spend Ame together Work and social Fear of Conflict Absence of Trust! Being more open: Openness exercise Lets give it a go!

20 Conflict! How can you improve conflict in your team? InadenAon to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust

21 Conflict: Aps and exercises! Set expectaaons about healthy conflict! Ground rules for acceptable conflict! Improve effecaveness of team meeangs (allow conflict to emerge) InadenAon to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust! Leader go first (call it!)! Thomas Kilmann Instrument

22 Thomas Kilmann conflict modes AsserAveness (needs of self) Compete Collaborate Compromise Avoid Accommodate Source: Thomas Kilmann CooperaAveness (needs of others)

23 Commitment! How can you improve commitment in your team? InadenAon to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust

24 Commitment: Aps and exercises! Force team to achieve clarity and closure commit to decisions! Review of all acaons at end of meeang InadenAon to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust! Use worse case scenario to diminish fear of failure even poor decision survivable! Use conangency plans

25 Accountability! How can you improve accountability in your team? InadenAon to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust

26 Accountability: Aps and exercises! Feedback on behaviours/360! Goals and standards of team behaviour InadenAon to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust! Review progress against team goal! Start meeangs with quick check in what doing. Allows feedback and sharing

27 Results! How can you improve results in your team? InadenAon to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust

28 Results: Aps and exercises! Public commitment to team goal! Revisit frequently acaviaes and linkages to goal InadenAon to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust! Team based rewards! Ruthless prioriasaaon of acavity

29 Top Aps for managing a team

30 Examples:! Admipng when you don t know the answer! Empathizing Examples:! AccepAng that the buck stops with you! Making and jusafying decisions Managing a team includes a number of different roles Being Accountable Being Human Examples:! Responding to development needs! CreaAng a challenge! Coaching Developing People Building A Team Mo4va4ng Examples:! Encouraging trust! PromoAng feedback Examples:! CreaAng a shared vision! Building confidence Delivering Quality Examples:! Reviewing! Planning! Demanding high standards Role Modeling Influencing Examples:! Building relaaonships! Gaining & maintaining sponsorship Examples:! Managing own emoaons! Performing to high standards

31 PracAcal hints for managing a team! Regular team meeangs! Round table updates; Plan Do Review; Ensure acaons documented and revisited! Regular sessions as well as occasional career conversaaons! Frequent communicaaon cascades! What is going on around here?! Be available for informal catch ups. Organise lunches/ drinks/ social acaviaes! Ask your team what is working well/ not so well and what they want

32 Thinking pairs! What acaons am I going to take as a result of today?! One person talks! The other person listens, listens and listens! DO NOT interrupt!! Show that you are acavely listening but do not say anything! Can nod, keep eye contact, smile! If you are talking and find that you are not sure what to say, pause and think and then conanue keep talking! 3 minutes and then we ll swap

33 Make a note of your acaons - postcards

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35 Thank you and goodbye