...Leading High Performance Teams – Larry Allen For our organization to become and remain successful, our teams must perform at a high level. We are committed to empowering and equipping our teams to successful, to become high performing teams. This approach is outlined well by Howard M. Guttman, in his article in CEO Magazine, Leading High-Performance Teams – “Horizontal, high performance teams with real decision-making clout and accountability for results can transform a company” (Guttman, 2008). Individuals perform better when they a part of a high performing team, and high-performing teams make successful organizations. Our organization’s application of Guttman’s concept of horizontal teams, are staff functioning not as hierarchical groups, but organic cross-functional, high-performance teams. As a new manager, you are leader not of only those that report to you, but you are a though leader. Think of yourself as a leader who happens to have people reporting to you, because that is exactly what your new role entails. Your first few days as a new manager can be a little intimidating, but be assured you’re not alone. Perhaps you can recall your first few days of high school. Those beginning days were likely not very productive. Most of your time, energy, and focus was probably spent figuring where your locker was, how to get to class, and not doing something to embarrass yourself. Likewise, the early days of leading your new team can be equally unproductive as team...
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...Building high performance, result oriented teams © all right are reserved by Possibilities (Pvt) Ltd. A truth about life is our interdependence. Everything we accomplish within an organization is through the efforts of people working together. In spite of our technological advances, our competitive advantage lies in our ability to work effectively with other people. OUTCLASS TEAMS™ utilizes extensive group activities that help participants learn and practice new skills. Using techniques of debriefing, learnings are linked with their workplace application. In a highly interactive environment, team members have fun while learning principles and skills to ensure that they communicate, resolve conflicts, solve problems, make decisions and maintain a positive social environment. www.possibilities.net.pk Building high performance, result oriented teams Discovering ways to contribute positively to team Aligning with the bigger picture of the organization Generating emotional energy through trust Learn the principles and advantages of High Performance teams Be able to give and receive feedback effectively Understand the dynamics of how teams work Actually teaming up with your colleagues Building a winning team Goal Achievement Accelerating motivation Foster trust in the organization's leadership Create an atmosphere of openness and honest information exchange within the organization www.possibilities.net.pk www.possibilities.net.pk Building high performance...
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...What is a High Performance Team? A high performance team, simply put, is an efficient, high-output team. These teams require a significant amount of time and development to achieve high performance results. It is not enough to only hire team members that are good at their jobs, but they also need to have personality traits that complement the other group members. When formed correctly and in higher concentrations, high performance teams within an organization can result in a high performance organization as a whole. Figure 1 - Lao Tzu Quote Another key to high performance teams is that all team members must invest in the success of the team. If only one team member is focused on getting ahead at the expense of unethical behavior (such as taking another team member’s credit or lying about an incident), the trust of the team can easily be breached. Without trust between all of the team members, the team will never operate at its highest performance. How to Build High-Performance Teams (Weiss, 1991) states that, “High-performance teams operate in an atmosphere of mutual respect (reciprocity) in which team members identify with each other and with the team as a whole.” To sum up the AMA’s approach on high performance teams, teams that are empowered and hold each other accountable are the teams that perform the highest. Figure 2 - Logo, Denver Broncos How are High Performance Teams Created? A well known theory of team building is Tuckman’s group developmental...
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...elements of the management functions are Planning, Organizing, Leading, and Controlling. These are the critical functions required to manage a successful business. Planning The first function of management is planning it defines the steps necessary to fulfill the organizational objectives, current and future plans while providing alternative solutions to support goal achievement. Effective planning starts with management building a strategic plan aligned with the company’s business goals. These goals are achieved through the planning function of management. The planning function provides a roadmap on how the goals will be achieved. Planning includes analyzing and evaluating the conditions to determine what resources are required to reach the goal. The development of a plan sets the direction the team needs to go to achieve specific goals and objectives. Organizing The next function is organizing, which is very important in providing resources necessary to execute on organizational plans. Organizing is instrumental in building a successful business. Organizing provides the critical reporting structure and personnel responsible for the administrative duties required to function as an organization. Most successful organizations are built with flexible and diverse cultures, which are responsive to customer needs and satisfaction. An effective organization manages through employee involvement, allowing the teams to be a part of the problem-solving and decision-making process...
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...Four Functions of Management at CHCC Planning, Organizing, Leading and Controlling University of Phoenix - Management: Theory, Practice and Application Tracey Keaggy Halas 1/10/2011 As the Department Head of the Marketing team of a health care center, I must be able to facilitate all the marketing needs by planning, organizing, leading and controlling. In order to be a part of the successful marketing managers I must establish the knowledge and expertise in order to follow through on all four of these functions. In today’s rapidly changing health care industry, the components of management are becoming more important. As the department head of the marketing team of a health care center, I must be able to facilitate all the marketing needs by planning, organizing, leading and controlling. In order to be a part of the successful marketing department, I must establish the knowledge and expertise in order to follow through on all four of these functions. These functions of management are extremely important when building strong organizations, effective teams and team leaders. These four functions must be performed by all managers regardless of their individual title or the task they are handling. These managerial skills are used daily by our managerial staff at CHCC Health Care Centers. In any managerial position, whether it is an administrator, director of nursing, or an individual department head, CHCC managers utilize all four functions in their daily...
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...|[pic] |MOR 570 – Leading Effective Teams | | |Section 16721R | | |JKP 102, Wednesdays 6:00 – 10:00 pm | | |Summer 2013 | Terance J. Wolfe, Ph.D. Email: terancew@marshall.usc.edu Office: Bridge 307-F Phone: 213.740.0765 FAX: 213.740.3582 Office Hours: by appt Course Overview GOAL: The goal of this course is to enhance participant understanding of the nature and the processes of effective groups, and what it takes to build and lead them as high performance teams. Teams are an endemic aspect of culture and society. Whether playing sports, singing choir, playing in the orchestra, performing ballet, or parenting, one is engaged in team-based activities. Organizations increasingly rely upon teams as a primary work unit. Whether you are in supply chain management, customer relationship management, marketing and sales, new product development, manufacturing engineering, project management, information systems, cross-functional task forces, or consulting, you will inevitably...
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...There are four main management functions within a business: planning, organizing, leading, and controlling. Planning is the “management function that involves setting goals, establishing strategies for achieving those goals, and developing plans to integrate and coordinate activities." Organizing “involves arranging and structuring work to achieve the Organization’s goals”. Leading involves working with and through people to achieve organizational goals. Controlling is the “management function that involves monitoring, comparing, and correcting work performance” (Robbins & Coulter, 9). Organizing The manager’s role in organizing involves arranging and organizing work to meet the goals of the business. Managers are responsible for breaking down the strengths of the team members and delegating tasks to reach the goals of the business. By breaking down the tasks, it allows the manager to see what has been accomplished towards meeting the goals of the organization (Robbins, 265). Organizing the business may be achieved by separating into departments. Separating the business into departments would allow people to ensure that all employees are focusing on their part of the plan. “Communication and inter-personal relationships are closely related to organizational factors which lead to job satisfaction and better performance (Jo & Shim, 2005), which eventually leads to better overall performance in the organizations. Therefore, effective communication is vital at every level...
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...Talent People and their talents are the ultimate foundations of organizational performance. Intellectual capital is the collective brainpower or shared knowledge of a workforce that can be used to create value. A knowledge worker’s mind is a crucial asset to employers and adds to the intellectual capital of an organization. Commitment X Competency = Intellectual Capital Technology Tech IQ is a person’s ability to use technology to stay informed. Telecommuting Virtual Teams Effective use of online resources Databases Job Searches Recruiting Social Media Globalization The worldwide interdependence of resource flows, product markets, and business competition that characterize our economy. Ethics Code of moral principles that set standards of conduct of what is good and right. Ethical Expectations for modern businesses: Integrity and ethical leadership at all levels Sustainable development Natural environment protection Consumer protection Human Rights Diversity Workforce diversity reflects differences with respect to gender, age, race, ethnicity, religion, sexual orientation, and able-bloodedness . A diverse and multicultural workforce both challenges and offers opportunities to employers. How diversity bias can occur in the workplace: Prejudice Discrimination Glass ceiling effect Careers Organizations consist of three types of workers, sometimes referred to as a shamrock organization: Permanent full time...
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...Running head: LEADING WITH VISION Leading with Vision LEADING WITH VISION Abstract This essay summarizes the importance of leading with vision and goal setting. An effective leader understands and recognizes the importance of creating and communicating a clear vision as well as setting the goals to achieve said vision. Important aspects of setting goals, goal characteristics and the six steps of goal setting are detailed. LEADING WITH VISION Leading with Vision Leading with a clear and concise vision or purpose is the primary step to developing and leading a team. According to Friedman (2013), “True leaders lead with vision. The best and most effective leaders are able to paint a compelling and inspiring picture of what the future will look like”. People want to be involved in a successful and winning vision and want to follow someone that communicates clearly and effectively as to where the future will lead. No one wants to be involved in a dead-end project, it simply isn’t engaging. In order to lead a team to the end purpose or vision, a leader must understand that goals must be set. Setting Goals There are several things to keep in mind when setting goals including reality, attainability, organizational improvement, team involvement and processes. First and foremost goals need to be tough to reach yet still attainable. Setting goals that are impossible to reach will either discourage employees and make them quit trying altogether or will simply...
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...Management in the world, whether big or small, is accomplishing goals for the company he or she work for. To be a successful business or organization depends on how well management utilizes the four function of management, rather it is effectively of efficiently. To understand better the fundamental function of management, one must define management. The four functions are planning, organizing, leading, and controlling. I. Planning is the first function of management. A. Strategic planning is the process of analyzing. B. Tactical planning is the intermediate process. C. Operational planning assumes the existence of goals. II. Organizing the function which managers are coordinating. A. Building the organization. B. Attracting people to the business. C. Creating conditions for people to work together. III. Leading is stimulating people to be high performers. A. Leading is the day to day contact with people. B. Inspiring the team to achieve goals. C. Focus on motivating the team. IV. Controlling is the function that monitors performance. A. Implementing the plans of the organizations. B. Making sure that the goals are met. C. Making it possible to achieve goals. Michelle Combs Dr. William Dean Principles of Management...
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...JAT Task 2: Leadership Introduction: You are a member of a team that has been selected to deliver a leadership presentation designed for new managers in an organization. Your team will create a leadership handbook to be used in a training workshop for new managers. Each team member must write two sections of the handbook. Each section must have the author’s name attached to it. The handbook may include graphs, data, photographs, and other information as needed. It should be written in a report/handbook format rather than in an essay format and should have a consistent format throughout the handbook (i.e. font, margins, headings, background, and spacing should be the same in each section). Each section of the handbook must include at least three references in APA format. Team members will each choose two of the following topics, one for each of the two sections of the handbook that they will write: • Emotional intelligence: What is your emotional IQ? • Personality traits and leadership styles of great leaders • Leading high-performance teams • Interpersonal skills for leaders • Leading through effective communication • Time management • Leaders as motivators • Leading and managing conflict resolution • Moral leadership and ethics • Leading culturally diverse teams • Leading intergenerational groups • Leadership versus management Task: A. Create a leadership handbook with your team by doing the following: 1. Develop your first section of the handbook...
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...establish a productive team * lead your team effectively * handle problems with your teams as they arise * evaluate your team’s productivity. | | Topic Index Topic Overview What Would You Do? Where Should You Focus? Topic Index Topic Summary About the Mentors Using the Topic Core Concepts Team Building: An Overview Understanding How Teams Work Establishing a Team Becoming an Effective Team Leader Handling Problems Evaluating Performance Steps Steps for Starting a Team Steps for Leading an Effective Team Tips Tips for Selecting Team Members Tips for Building Team Performance Practice Instructions Scenario Tools Worksheet for Forming a Team Checklist for Evaluating Whether a Group Is a Team Checklist for Assessing a Team’s Performance Checklist for Assessing Your Team’s Goals Checklist for Evaluating Yourself as a Team Leader Role Clarification Worksheet Test Yourself Instructions Questions To Learn More Harvard Online Article Notes and Articles Books Other Information Sources eLearning Programs | | About the Mentors Donna D. Conlin, M.Ed., is Organizational Development and Education Manager at Bose Corporation. She has twenty years of human resources development experience in a variety of business environments from entrepreneurial start-ups to established corporations, all experiencing significant change in their markets and technologies. She has worked extensively in the development of high-performing technology...
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...TOPIC: Describe what it means to be a modern team leader. Describe the different types of teams and critically analyze the challenges modern managers face in contemporary business organizations. Introduction Leadership, it crosses people mind of powerful leaders who control victorious armies, develop religions, lead nations. So how could they do such a great job in leading? What are the factors to become a modern team leader? Leadership is defined as an influencing process of leaders and followers to achieve organizational objectives through change (Lussier & Achua 2010, p. 6). This paper is going to analyze modern leadership and the challenges leaders could face critically in contemporary business organizations. Specifically, the paper starts with the traits and styles of a manager. Leadership Are leaders born or made? It is not easy to say that what the traits of leaders are, but there are some that can outline the differences between leaders from others. The first one is dominance, this does not mean that the leaders are bossy or use a bullying style. They just want to compete and influence. High energy should be the next one, managers or leaders with high energy is willing to work hard. They want to achieve the goal has set and always deal with it in a positive attitude. Self-confidence, every single leader should have. According to Peter Stark (2012) ‘people like to work with leader who are truly confident’, people tend to trust others more when they appear confident...
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...Help! I have just been assigned to head a new product design team at my company. The division manager has high expectations for the team and for myself, but I have been a technical design engineer for four years since graduating from college. I have never ‘managed’ anyone, let alone led a team. The manager keeps talking about her confidence that I will be very good at creating lots of teamwork. Does anyone out there have any tips to help me master this challenge? Help!” You immediately start to formulate your recommendations. What are the three key things you will advise her to do, and why those three first? The first thing that needs to be done is to clearly define what goals your team needs to accomplish. After the clear goals have been set, a realistic strategy to accomplish these goals needs to be set in place. A strategy is a comprehensive plan that guides an organization to operate in ways that allow it to outperform competitors. (Organizational Behavior, 11th Edition. John Wiley & Sons p. 9) Corporations routinely put together strategies to accomplish their missions. A universal strategy that many successful companies utilize is called the “Ten Golden Rules of High Performance”. The ten rules are as follows: 1. Hire by committee—make sure recruits talk to their future colleagues. 2. Cater to every need—make it easy, not hard, for people to perform. 3. Pack them in—put people to work close to one another. 4. Make coordination easy—use technology to keep...
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...recording critical process and end results of construction projects to yield a better definition of key performance indicators. Finding performance indicators is important because they can be measured and compared to real work processes and focus attention on creating efforts to change the work environment into a high level safety zone. Many companies have taken notice of OSHA and their research findings gathered on construction. OSHA has made clear that a positive way to handle improving site safety is to follow safety performance indicators. OSHA has promoted a technique using positive reinforcements and indicators to produce a more forthcoming worksite. An effective way to measure the performance of safety on the work site as suggested by OSHA is using a systems performance metrics. In doing this OSHA has solved problems such as how to measure the safety performance and how to determine the necessary indicators. “To effectively manage anything, you must first be able to successfully measure it-safety is no different and indicators are only accurate for safety enhancement when they target the correct area.”(6) The safety metrics will be discussed later but first we must look at the elements that make up the metrics. The metric is designed to act like a formula. In this case the formula is balanced to equal incidents or accidents. On the other side of the equation are the leading indicators. For construction we look at four main indicators:...
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