Tennessee Statewide 2014. Agenda Qualities of a cohesive team Team members What do teams want? ...

Tennessee Statewide 2014Tennessee Statewide 2014

Agenda

Qualities of a cohesive teamTeam membersWhat do teams want?Managing the team

ACTIVITY!!!!

Qualities Of A Cohesive Team

Clear Goals and MissionCompetent, dedicated team members

Unified commitmentStandards of excellenceResults orientedExternal support and recognitionPrincipled leadership

Clear Goals And MissionWhat do you want to be when you grow up?

Leader sets the visionUnderstood by everyonePublished for all to seeAvoid “what now”?

“Individual commitment to a group effort-that is what makes a team work, a company work, a society work, a civilization work”

-Vince Lombardi

Competent, Dedicated Team MembersHire the ATTITUDE; Train the SKILLFrom data entry to analyzing (more than a clerk)

Experience or education“I am Accountable”People at all levels have the skillsTraining, training & more training

“The way a team plays as a whole determines its success. You may have the greatest bunch of individual stars in the world, but if they don’t play together, the club won’t be worth a dime”

George Herman, “Babe”, Ruth

Standards Of Excellence

Managing expectations of customer (SLA’s)

Benchmarking to be the best

Measure what you doSurveys and feedback

External Support & Recognition

Team vs. the individualSink or swim together

PAYTECHCompany publicationsTown hall meetingsAttend staff meetings of your customers

Every Team has a Leader

“If you are leading and no one is following, then all you’re doing is walking” -John Maxwell

Leaders set the direction

Principled LeadershipWalk the talkListenWhat do you need to get the job done?Supporting the decisionsYou have integrity or you don’tLeaders make mistakes too

“Thomas Edison took 10,000 tries but learned”

Sometimes being in charge means “ticking people off”

Ten Minute Team Development Cycle*Forming Stage

(Infancy)Storming Stage

(Adolescence)Performing Stage

(Adulthood)Ending Phase

(Transforming, Celebration) * The Ten Minute Team by Thomas Isgar

Team StructureSimilar Types of Responsibilities

Part of a larger team

Environment conducive to teamwork

We need to better respect and value differences. Too many people go through life thinking everyone else has the same style they do, but the others are defective”.

-Larry E. Senn

Understanding Behavioral Styles

Controlling Style CharacteristicsStrong-willedForcefulSense of urgencyPerceived as

competent and determined

Task-oriented

Supporting Style Characteristics

Patient & understanding

LoyalWell-likedAlways helping

othersCooperative

Promoting Style CharacteristicsEnergeticCreativeEasily boredWelcomes

new challenges

Analyzing Style CharacteristicsLogicalConscientiousPersistent and

steadyFollows throughGood planning

skills

Understanding Behavioral Styles

Understanding our Strengths and Weaknesses

ControllingTake charge, decisive,

results oriented, efficient

SupportingTeam player, friendly,

good listener, relationship oriented

Autocratic, insensitive, impatient, over-controlling, poor listening skills

Too tolerant, unassertive, unable to handle conflict

PromotingGoal oriented,

enthusiastic, innovative, risk taker

AnalyzingDetailed, rational,

organized, planner

Impulsive, manipulative, undisciplined, poor follow-up

Indecisive, aloof, risk-averse, not intuitive, too involved in detail

Understanding our Strengths and Weaknesses

Types of Individuals

ControllingI’ll tell you…

AnalyzingDon’t you remember?

PromotingNo mountain high enough

SupportingA better place

What do teams want?

R-E-S-P-E-C-TAppreciated for their experienceFair and equitable treatmentAbility to make decisions

Empowerment!

From Passive/Reactive To Proactive!Empowered to share leadership & “Management” functions.

Plan, control and improve own work process.

Set goals and inspect work.Often create own schedules & review performance as a group.

Responsible for quality of team’s work.

Empowered Teams

Schedule vacations.Track & update metrics (team & dept.).

Interview potential team members.Input on annual reviews.Conflict resolution within team.

Conflict Resolution Model

Focus on the situation, issue, or behavior, not the person

Maintain their self-confidence and self-esteem.

The goal is to get the problem fixed, not destroy them personally.

Conflict Resolution Model

Understand ALL sidesBe able to assess the REAL problem

Great ListenerBe able to rephrase well

CHANGING THE MANAGER’S ROLEChange (there’s that word again)“What exactly are you doing”?Managers as change drivers

(Establish a Vision)CoachingLearning new skillsAssist employees in decision-making

process and conflict resolution

“You can’t go home again…”

Once empowered it is difficult to move back

Viewed as a “take away”

Perceived as a lack of trust

They will become stubborn

Rewards And Recognition!!Individual vs. teamEnforce the right

behaviorTying into metricsSetting goals and

reviewing themOther than

monetary

“We must all hang together or assuredly we shall all hang separately”….

Benjamin Franklin

Contact Info……

Dennis Danilewicz, CPP

Dennis.danilewicz@gmail.com