By listening to this webinar you can learn about 10 steps that you can take in next 90 days to build a high performance team.
Step 1: Discuss and Ask With Those On Your Team
Start with the Familiarization exercise: Who am I? (each of you), Who are You?, What do we have in common?, Compared with everyone else on our team, what is at least one way I am unique when compared with the rest of you?
You need to first focus on the inner circle and then find for way in which you are unique and differ from others.
Knowing what we have something in common with each other helps us stay on the same page, aiming toward the same goals and communicating effectively with each other. Similarly, knowing the unique talents, skills and experiences each of us brings to the table helps us understand and appreciate where our complementary skill sets are, and how we can continue to help each other toward teaming success and project success.
Step 2: Establish Our Ground Rules and Guidelines
This step is most essential in establishing whatever our ground rules and guide lines are.
- Share Ideas- all level management teams must educate each other on a day to day basis
- Participate Fully- everyone needs to listen and people should speak up when and where appropriate
- Ask Questions-people should be encouraged to ask question to make them keep learning and engaged
- Open Minded- we should all try to be open minded
- Cell phones off- its always a good gesture to turn your phones off
- Start and end on time- always!
Step 3: Understand More About Ourselves and Each Other, As Well As How We Interact With Each Other and As a Team
Its about understanding more of ourselves and each other, how we interact with each other and as teams.
On the importance of self-awareness John G. Geier, Ph.D. Creator of DiSC profile said: “Someone who knows you better than you know them can control you. Someone who knows you better than you know yourself can enslave you. “
Therefore, it is very critical to be aware about one self and others to be a successful person who can:
- Understand their own behaviors
- Understand how their behaviors impact others
- Understand their reactions to others
- Know how to leverage their strengths
- Know how to adapt their behaviors to the needs of a situation
The two questions we need to ask for when managing someone is:
- They are task oriented/ Assertive or non-assertive
- They are people oriented/ Assertive or non-assertive
Once we indentify the behavioral tendency we decide how we manage them in different situations.
Step 4, 5 &6: Understanding Our Roles and Responsibilities (4), Competencies (5) and Expectations (6)
In order, to build even higher performing teams we need to understand our roles and responsibilities as a manager, our competencies as a manager and the expectations of people from us as managers.
Step 7: Understand What Both Leadership and Management Are, and Implement
There are many people in organization who are just there for the pay check and there are people to whom work comes naturally and they are prone to take on full responsibility willingly.
These are the people who can fit into the role of manager or leader. People willing to do more and take on more responsibility are more than manager they want to grow and need more autonomy and can very well take on the role of a leader.
There is an essential difference between leadership and management which is captured in these definitions:
- Leadership is setting a new direction or vision for a group that they follow, ie: a leader is the spearhead for that new direction.
- Management controls or directs people/resources in a group according to principles or values that have been established.
- Managing is doing the right things; leadership is doing the right things right.
- Managing effectively is doing everything possible to support others’ success; we lead by example.
Step 8: Use an Effective and Systematic Approach to Problem-Solving
The main question here could be How Can We Be Effective? People who use a conscious, systematic approach to solving problems are consistently more successful than those who do not. The discussion of problem solving has several purposes:
- To introduce a set of common language and concepts that we can use when working together. One of the first keys to collective human performance is the creation of ways to express work concepts in common language;
- To introduce a systematic process for problem solving to help us continuously improve our problem solving performance;
- To prepare a foundation for quickly learning how to perform a wide range of management tasks. Since problem solving is at the base of all managing we will need to have some common language to use around problem solving.
Every individual performance is functional who they are, what resources are available, what information they are working with and what its context is.
Step 10: To the Best Of Our Ability, Meet With Each Performer One-On-One to Help Them Effectively Manage Their Performance
For every personal interaction we need to prepare ourselves and the other person and also we need to come up prepared what are we meaning to discuss with them.
Then you actually conduct the discussion. You actually conduct the task and close the interaction confidently and positively.
Lastly we evaluate how they are doing against the objectives that were set for them and check for results 30,60 or 90 days from the day we last met them.
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