Ed Ebreo - Management Team Building

8/3/2019 Ed Ebreo - Management Team Building

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2011

Edwin C. Ebreo

President

exeQserve, Corporation

8933199

09189399294

[email protected]

www.exeQserve.com

Management Team Building

Workshop

mailto:[email protected]

http://www.exeqserve.com/

http://www.exeqserve.com/

mailto:[email protected]



www.exeqserve.com [email protected] (632)8933199 or (63918)9399294

About Edwin Ebreo

Edwin C. Ebreo is the founder and President of ExeQserve,Corporation, an HR Solutions Company. He is also the company’shead consultant for Organization Development and HumanResource Development.

Prior to establishing ExeQserve, Ed worked as HRDirector/Manager for CheQ Systems, a Software QualityEngineering Company, Athena E-Services Group of Companies, aBPO company and PET Plans, a pre-need company that had adiverse number subsidiaries that Ed was tasked to manage. Duringhis stint with these companies, Ed was able to develop his expertisein managing the HR Department as a shared resource amonggroups of companies, handling no less than three companies at a

time. He was also Head of Training for SPI Technologies, one of the largest and pioneeringBPO companies in the Philippines. He also headed the training department of Philippine SevenCorporation, the local licensee of the 7-Eleven chain of convenience stores. He started workingas a freelance Human resource and Organization Development Consultant on weekends at theearly age of 28. He finally left full time HR Management practice 5 years ago to concentrate onconsulting. He eventually setup ExeQserve Corporation in 2007 to cater to his growing clientele.His 15 years of experience helps Ed appreciate organizations and people from variousindustries and help them achieve their full potential through training and other HR-relatedinterventions.

As a Human Resource Management and Organization Development Consultant, Ed has helpedseveral companies and on government agencies establish their HR and OD Strategies. Ed has

also designed and facilitated training on the following skills; leadership and management;coaching; performance management; customer service; creativity and innovation; presentationskills; time management; personal effectiveness; visioning; assertive communication; HRManagement for line Managers; problem solving and decision making; managing meeting;change management; selling; team building; strategic planning and trainers’ training. Hecontinues to customize programs to meet the unique needs of organizations.

Ed is a passionate public speaker. He is an active member of Toastmasters Club with a norm ofAdvanced Communicator Silver. As a Toastmaster, he has helped establish clubs and mentoredmembers to achieve their full potentials as public speakers and leaders.

As a consummate HR Professional, Ed has offered free advice on career, human resource

management, leadership and other topics through his popular blog “Anything HR by Ed”(http://anythinghr.blogspot.com) and Pinoy Career Coach(http://pinoycareercoach.blogspot.com )

Ed took up Mass Communication at New Era University and has completed various trainingprograms that helped him develop his competence in leading and training. His most importanteducation is his experience as human resource development professional helping companiesachieve their full potential through their people.

http://anythinghr.blogspot.com/



http://pinoycareercoach.blogspot.com/








You may ask Ed for his CV detailing his career background and the number of courses and clientshe already has.

Our MethodologyWe offer more than training

We offer you five reasons to avail of our service.

1. Customization – we are eager to know more about your company and the target participants in order toenhance the accuracy of our program in addressing your employees real needs.

2. Preparation – We believe that training and change go hand-in-hand. We prepare our participants fortraining by giving them a briefing and helping them prepare for the requirements of the training. Becauseof this approach, our participants are ready to jump in with both feet when they attend our training.

3. Engaging workshops – We make sure that our courses are highly interactive. We employ the mostinteractive activities to help participants be more engaged and focused on learning.

4. Post-training report – During our workshops, our facilitators carefully observe the behaviors of ourparticipants and take notes of possible issues and challenges that may get in the way of application of learning. We also observe participants for demonstration of leadership, creativity and communicationskills. These, together with the many outputs of the program are organized into a report together withour recommendations for next steps. This helps our clients keep tab of the participants learning andfollow through.

5. Follow through session – We offer a half-day session meeting with the participants one month after thesession to find out how they applied the learning and what additional help they need so they can be moreeffective in their jobs.




Management Team Building

The Way Forward

More than its well established brand, the success of a team in achieving its full potential isdependent on its ability to work effectively as a team.

In a bestselling book called “The Five Dysfunctions of a Team”, Author and OrganizationDevelopment Consultant Patrick Lencioni wrote: “Not finance, not strategy, not technology. It isteamwork that remains the ultimate competitive advantage both because it is so powerful and sorare.” It has been said that if a company can get all its employees rowing towards one direction,there is no reason why that company can’t reach its rightful destination. Rowing towards onedirection however, is close to impossible because teams are made up of people who are imperfect,

fallible and teams are inherently dysfunctional. In many organizations, politics and confusion aremore the rule rather than the exception. Fortunately for us, the dysfunctions that hinder teams from working effectively together have been identified and found to be curable. Lencioni recommendsthat the following team fundamentals be pursued to help the team succeed:

Fundamental #1: Build TrustHighly effective teams work in an environment where trust is strong. It happens when expectationsare clear, communications are unhampered and the environment encourages expression of ideas,opinions and feelings.

Fundamental #2: Mastering ConflictsIn teams where expression of ideas is encouraged, conflict or contrasting opinions are likely tohappen. Establishing norms that allow people to communicate honestly and yet respectfully createsan environment where problems are easily identified and solutions are presented without any damage to relationships.

Fundamental #3: Strengthen Commitment Two factors are important in establishing strong commitment; buy-in and clarity. Buy in is the ability to RESPECT and align with a management decision whether or not you agree with it initially. Achieving clarity reflects on a team member’s ability to manifest behaviors that align with teamdecisions.

Fundamental #4: Build Accountability

Successful teams have DISCIPLINE. They do not allow mediocrity to creep in to the organization.Individuals in the team ensures that everyone is doing his/her utmost for the team by keeping theirpromises, giving support and calling people’s attention when they demonstrate behaviors that arecounterproductive to team.

Fundamental #5: Focus on Results A team is able to set a goal for the whole organization and then rally the whole team towardsachieving it. They feel the agony of defeat and celebrate success with much gusto. Because team




members are accountable, committed, demonstrate open communication and trust the team to doits best. They are able to harness the team’s full ability to deliver the goods.

Lencioni shared some formula for building these fundamentals. ExeQserve consultants studied theformula and successfully applied them to a number of companies who now enjoy stronger trust,

productive collaboration, commitment, accountability and focus on results. The formula is not atraining session but an intervention to help members of a team work more effectively together. Thisis the same intervention that we propose to facilitate for the team

Striving to create a functional, cohesive team is one of the few remaining competitive advantagesavailable to any organization looking for a powerful point of differentiation.

High Performance Teams get more accomplished in less time than other teams because they avoid wasting time on the wrong issues and revisiting the same topics again and again. They also makehigher quality decisions and stick to those decisions by eliminating politics and confusion among themselves and the people they lead. Finally, functional teams keep their best employees longerbecause "A" players rarely leave organizations where they are part of, or being lead by, a cohesive

team.

The Framework

The whole program is divided into four major segments:

1. Pre-workshop activitiesa. Reading of the “Five Dysfunctions of a Team” book by the Management Team b. Managers will take the MBTI or DISC personality test which will be used during the

session.

c. Administration of the Five Dysfunctions Test to determine the current team climate.d. Further customization based on the result of the climate survey.

2. 2-day Management Teambuildinga. The intention of this workshop is to prepare the management team to lead in a “new”

team environment. The management team members need to recognize that they are partof the management team first and leaders of their respective sub-teams second.

b. By the end of the two-day session, the team would have agreed on a number of normsintended to build cohesiveness and commitment among them that they can use as basisfor aligning their respective sub-teams.

3. Post Workshop and Follow-through a. The Teambuilding Facilitators shall submit a comprehensive report detailing the following:

i. Highlights of the workshopii. Activity outputs and normsiii. Our observationsiv. Recommendations for follow through

b. Follow-through sessions that the Leadership may opt to facilitate themselves or have ourfacilitators coach for a number of sessions.




2-Day Management Team Building Outline

Objectives:· Identify the five fundamentals necessary for team effectiveness· Improve trust among team members· Use productive conflict to enhance teamwork · Achieve commitment on thematic goals and categorical objectives· Create a culture of accountability · Gauge ongoing success against its goals.

Time Activity Objectives

2 hours Overview and AssessmentOverview of the five dysfunctions of teams

Review of climate survey report

· Identify the five valuesnecessary for team effectiveness

4 to 5 hours Fundamental # 1: Building Trust· SLE: Landmines· Personal Histories Exercise· Behavioral Profile Exercise· Trust Review

· Improve trust among teammembers

· Know each other in a deepersense to foster betterunderstanding and trust

· Establish trust building norms2 hours Fundamental # 2 Mastering Conflict

· SLE: Blind Polygon· Conflict Profiling

· Conflict Norming · Conflict Resolution Obstacles

· Use productive conflict toenhance teamwork

· Know each one deals with

conflict and make necessary adjustments in styles

· Establish rules of engagementin dealing with conflictsituations

2 hours(depending onteam dynamics)

Fundamental # 3: Achieving Commitment· SLE: Footprints in the Sand· Commitment Clarification· Cascading Communication· Establishing a Thematic Goal Exercise· Rules of Engagement

· Achieve commitment onthematic goals andcategorical objectives

· Establish rules of engagementfor meetings and otherforms of team interaction

2 to 3 hours Fundamental # 4: Embracing Accountability · Team effectiveness exercise

· Create a culture of accountability

· Establish norms for dealing with performance issues

1 hour Fundamental # 5: Focusing on Results· SLE: Card Sorting · Establishment of a Team Scoreboard

· Gauge on-going successagainst team goals




1 hour Wrap up and Follow-up• Strategies for Overcoming the Five

Dysfunctions• Cascading Communication Agreement • Personal Commitments

• Closing Statement

· Ensure follow-through of agreed upon action

Documents

Ed Ebreo - Management Team Building