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LEADING HIGH-
PERFORMING TEAMS
Leadership Development
PROGRAMME OVERVIEW
Innovative programmes that help leaders and their teams develop new capacities, master powerful tools, and embrace the mindset required to innovate and execute.
2 OXFORD LEADERSHIP | LEADING HIGH-PERFORMING TEAMS
Developing leaders and teams to achieve consistently exceptional levels of performance - the ultimate competitive advantage.
Leaders today must be able to form and lead teams that can achieve or exceed organisational objectives in a complex and rapidly changing business environment. They must understand what enables inspired team performance and be able to apply that knowledge to ever-changing business conditions.
Leading High Performing Teams is uniquely designed to address these needs and provides a powerful framework for aligning people and culture with strategy in the team context.
LEADING HIGH- PERFORMING TEAMS
OXFORD LEADERSHIP 3Copyright © 2011-2016 Oxford Leadership.
For more information about Oxford Leadership or to get in touch, visit us at:
www.oxordleadership.com
Copyright © Oxford Leadership
Developing... Through... In order to...
Alignment MEANING Provide a sense of purpose and direction
Engagement
AFFILIATION Develop a sense of belonging and inclusion
SECURITY Support risk-taking outside the comfort zone
TRUST Develop trust and mutual respect
ENERGY Understand team dynamics and communication styles
Accountability RESULTS Develop absolute personal responsibility
M
A
S
T
E
R
Master the Art of Leading High- Performing Teams
The Oxford Leadership™ MASTER Model is a framework for creating alignment, engagement and accountability in leadership teams throughout the entire organisation. It is the leadership key to effective strategy execution and high performance.
What you will learn in the LHPT programme
» How to focus on the few things that make the biggest difference
» How to create a sense of purpose beyond financial targets
» Practical tools and techniques for problem solving and innovating
» How to handle conflict and crucial conversations
» How to build trust, respect and cooperation within the team
» How to harness diversity in perspectives and style
» How to coach and give construc-tive feedback in the team
» How to develop a 90-day action plan to change vital habits and behaviours
“Oxford Leadership is the leading provider of executive development in Telefónica’s Corporate University. More than 2,000 Telefónica Executives and Directors have completed the Oxford Leadership courses. The LHPT receives a consistently high level of evaluation.”
Rory Simpson
Chief Learning Officer, Telefónica
OXFORD LEADERSHIPTM
MASTER Model of Leadership
4 OXFORD LEADERSHIP | LEADING HIGH-PERFORMING TEAMS
Leading a High-Performing Team means:
» Facilitating dialogue» Optimising team dynamics» Giving and receiving feedback» Peer-to-peer coaching» Appreciation and celebration» Building trust» Decision making
Leading High- Performing Teams
The Leading High-Performing Teams (LHPT) Programme shows leaders how to align and engage people with the strategy of their organisation. Conducted over a 2- to 4-day period (according to client context), LHPT provides tools and techniques to help leaders and teams master the currents of their organisation..
Principles of the Leading High-Performing Teams Programme
Since every client situation is unique, each Oxford Leadership™ programme is tailored to the specific requirements of the client and addresses the team challenges of each participant. Over many years we have developed a framework of core pedagogic principles which are applied in every case.
» Participants work on real issues, not artificial case studies
» Work is done in small syndicates to build community, increase social capital, and foster the collective intelligence of the team
» LHPT is always contextualised in the reality of the client organi-sation. We take into account current business conditions and challenges; strategic priorities; history; mission; vision and values; organisational structure and culture.
“ Excellent. Definitely the best development programme I have ever attended.”
Chris Hall
Managing Director, Manx Telecom
Copyright © 2016 Oxford Leadership. OXFORD LEADERSHIP 5
SOFTIntuition
Creativity
IMPLEM
ENTA
TION
01.Discern
Business Schools
Strategy & HR Consultants
Building Community
Shaping the Organisational
Culture
Training & Development
LeadingOthers Oxford
Leadership
Leading The Self
Building Community
Shaping the Organisational
Culture
LeadingOthers
Leading The Self
Building Community
Shaping the Organisational
Culture
LeadingOthers
Leading The Self
Coaching & Mentoring
DO IT
Could Do It
Might Do It
Would Do It
WillCapability
ENGAGEM
EN
T
AC
CO
UN
TABILIT Y
FUTURE
PAST
SOFTIntuition
Creativity
HARD
LogicAnalysis
08Strategies
07Goals
06Barriers
05Vision
04Values
03Purpose
02 Insights
01Facts
09Action
Planning
Focus
ALIGNMENT
DO IT
Could Do It
Might Do It
Would Do It
WillCapability
ENGAGEM
EN
TA
CC
OU
NTABILIT Y
Focus
ALIGNMENT
02.Deepen
04.Deliver
03.Decide
ATTENTION
INTENTION
ACTI
ONS
OBJECTIVES
WHO WHAT
WHY HOW
FORESIGHTINSIGHT
PURPOSE CULTURE STRATEGY
Generous
FUTURE
PAST
HARD
LogicAnalysis
08Strategies
07Goals
06Barriers
05Vision
04Values
03Purpose
02Insights
01Facts
09Action
Planning
IMPLEM
ENTA
TION
FUTURE
PAST
SOFTIntuition
Creativity
HARD
LogicAnalysis
08Strategies
07Goals
06Barriers
05Vision
04Values
03Purpose
02 Insights
01Facts
09Action
Planning
IMPLEM
ENTA
TION
A Spirit of Service
Vigoro
us
Rigoro
usCurious
Trust &Respect
BeSuccinct
Be
Courteous
Be
Curi
ous
Be
Fran
k
BePresent
Be
Intentional
Leading The Self
Focuson one critical business issue
Facilitatehigh performance
team work
Fast Trackdecision-making
& commitment
Executewith fierce
resolve
DECISIO
NS
QU
ESTIONS CHOICES &
CO
NTEXT VITAL
BEHAVIOU
RS
W I N N I N G M O O D
WINNING MOOD
SELF CONFIDENCE
ENE
RG
Y
RE
SULT
S
COLLECTIVE MOMENTUM
Appreciation&
Celebration
Give & Receive
Feedback
Coaching
DialogueBuildingTrust
TeamDynamics
DecisionMaking
DO
W I N N I N G M O O D
WINNING MOOD
SELF CONFIDENCE
ENE
RG
Y
RE
SULT
S
COLLECTIVE MOMENTUM
Appreciation&
Celebration
Give & Receive
Feedback
Coaching
DialogueBuildingTrust
TeamDynamics
DecisionMaking
DO
CompellingPurpose
01.
04.Team
Operating
03.Decision Rights
and Responsibilities
05.Team Values and Guiding
Principles
02.Coherent Goal and Winning
Strategy
06.Methods and
Means of Communicating
RESPECTCOMMUNICATION
LOYALTYTRUST
CompellingPurpose
01.
04.Team
Operating
03.Decision Rights
and Responsibilities
05.Team Values and Guiding
Principles
02.Coherent Goal and Winning
Strategy
06.Methods and
Means of Communicating
RESPECTCOMMUNICATION
LOYALTYTRUST
LeadingHigh-Performing
Teams
Strategic Focusing
Leading in Society
Pre-Work• Personal profile• 360-degree assessment• Learning needs• Style preferences• Individual objectives programme• Understanding context and choices• Vital behaviours, habits and patterns• Purpose, values, vision• Develop a 90-day action plan
• Focus, capability and will• Context and choices• Develop winning strategies• Absolute personal responsibility• Fierce resolve
• A sense of purpose• A sense of belonging• Security and comfort zones• Building trust and respect• Results and response-ability
• Written assignment• Interview with CEO Panel• Evaluation and feedback• Awards ceremony and celebration• Join OL Executive Alumni
Evaluation & FeedbackPart 4
Taught Module ThreePart 3
Taught Module TwoPart 2
Taught Module OnePart 1
LeadingYourself
OnlineCoaching
OnlineCoaching
OnlineCoaching
LeadingHigh-Performing
Teams
Strategic Focusing
Leading in Society
Pre-Work• Personal profile• 360-degree assessment• Learning needs• Style preferences• Individual objectives programme• Understanding context and choices• Vital behaviours, habits and patterns• Purpose, values, vision• Develop a 90-day action plan
• Focus, capability and will• Context and choices• Develop winning strategies• Absolute personal responsibility• Fierce resolve
• A sense of purpose• A sense of belonging• Security and comfort zones• Building trust and respect• Results and response-ability
• Written assignment• Interview with CEO Panel• Evaluation and feedback• Awards ceremony and celebration• Join OL Executive Alumni
Evaluation & FeedbackPART 4
Taught Module ThreePART 3
Taught Module TwoPART 2
Taught Module OnePART 1
LeadingYourself
OnlineCoaching
OnlineCoaching
OnlineCoaching
IdentityZone
WHO
MeaningZone
WHY
ProcessZone
HOW
KnowledgeZone
HOW
Developing... Through... In order to...
Alignment MEANING Provide a sense of purpose and direction
Engagement
AFFILIATION Develop a sense of belonging and inclusion
SECURITY Support risk taking outside the comfort zone
TRUST Develop trust and mutual respect
ENERGY Understand team dynamics and communication styles
Accountability RESULTS Develop absolute personal responsibility
M
A
S
T
E
R
Developing... Through... In order to...
Alignment MEANING Provide a sense of purpose and direction
Engagement
AFFILIATION Develop a sense of belonging and inclusion
SECURITY Support risk taking outside the comfort zone
TRUST Develop trust and mutual respect
ENERGY Understand team dynamics and communication styles
Accountability RESULTS Develop absolute personal responsibility
M
A
S
T
E
R
From Controller to Coach – The Leader’s Journey
Autocratic(Do it my way)
Command & Control
A fully autocratic style.
Either there is no time for discussion, the team is not yet formed or members do not know what to do. Used in a crisis, when the team is new, or when policy, rules or the law allow no other choice.
Democratic(Here are the facts, let’s discuss and decide)
Collaboration with Control
A high proportion of autocratic style as the team is still forming,learning or in training. Common team purpose and principles are still being formed.
The Leader maintains authority, defines strategy and explains tactics required. Holds individuals accountable for results. Limited distributed decision making.
Empowered Team with Control
The Leader holds final authority but delegates responsibility to the team to get things done. Used when team members are working well together and have the competence to make sound decisions.
Leader is involved but largely leaves it to the team to make decisions.
Collaborative Authority
The Leader has devolved authority to the team to get things done.
Team members have the competence, cohesion and mandates to make sound decisions. The team works collaboratively, relying on its collective wisdom to make decisions and achieve results. The Leader’s role in the team is defined - focused on long-term, high value, matters of strategic importance.
Free Reign(Do it your way)
Managementby Exception
The Leader has set the right conditions and only intervenes when things are not going according to plan. The team is fully empowered and has the full trust of the Leader.
The Leader is kept informed by a fully competent and experienced team and intervenes only when results deviate significantly from the plan. The Leader is focused on shaping the company’s future strategic course.
From Controller to Coach – The Leader’s Journey
Autocratic(Do it my way)
Command & Control
A fully autocratic style.
Either there is no time for discussion, the team is not yet formed or members do not know what to do. Used in a crisis, when the team is new, or when policy, rules or the law allow no other choice.
Democratic(Here are the facts, let’s discuss and decide)
Collaboration with Control
A high proportion of autocratic style as the team is still forming,learning or in training. Common team purpose and principles are still being formed.
The Leader maintains authority, defines strategy and explains tactics required. Holds individuals accountable for results. Limited distributed decision making.
Empowered Team with Control
The Leader holds final authority but delegates responsibility to the team to get things done. Used when team members are working well together and have the competence to make sound decisions.
Leader is involved but largely leaves it to the team to make decisions.
Collaborative Authority
The Leader has devolved authority to the team to get things done.
Team members have the competence, cohesion and mandates to make sound decisions. The team works collaboratively, relying on its collective wisdom to make decisions and achieve results. The Leader’s role in the team is defined - focused on long-term, high value, matters of strategic importance.
Free Reign(Do it your way)
Managementby Exception
The Leader has set the right conditions and only intervenes when things are not going according to plan. The team is fully empowered and has the full trust of the Leader.
The Leader is kept informed by a fully competent and experienced team and intervenes only when results deviate significantly from the plan. The Leader is focused on shaping the company’s future strategic course.
What is Visible and Explicit Vision, Goals, Strategy, Plans Policies, Espoused Values
What is Unspoken and Implicit Fears, Beliefs, Prejudices Organisational Norms , Habits, Patterns, Cultural Taboos
Currents
Winds
What is Visible and Explicit Vision, Goals, Strategy, Plans Policies, Espoused Values
What is Unspoken and Implicit Fears, Beliefs, Prejudices Organisational Norms , Habits, Patterns, Cultural Taboos
Currents
Winds
Building Community
Leading The Organisational
Culture
LeadingOthers
Leading The SelfDeveloping the leader
from the inside out
Developing collective organisational wisdom- making leaders and organisations more agile, more engaged and more accountable
Developing team wisdom, trust and commitment to a purpose beyond individual egos
Creating interconnected communities aligned by a purpose beyond products, profits and self-interest
Level 04
Community
30 leveL
Organisation
Level 02
Team
Level 01
Individual
Building Community
Leading The Organisational
Culture
LeadingOthers
Leading The SelfDeveloping the leader
from the inside out
Developing collective organisational wisdom- making leaders and organisations more agile, more engaged and more accountable
Developing team wisdom, trust and commitment to a purpose beyond individual egos
Creating interconnected communities aligned by a purpose beyond products, profits and self-interest
Level 04
Community
30 leveL
Organisation
Level 02
Team
Level 01
Individual
What is Visible and Explicit Vision, Goals, Strategy, Plans,Policies, Espoused Values
What is Unspoken and Implicit Fears, Beliefs, Prejudices, Organisational Norms , Habits, Patterns, Cultural Taboos
Currents
Winds
Copyright © Oxford Leadership
The Benefits
LHPT is an advanced leadership training programme for individual leaders and teams. » A common, compelling purpose
which excites and unites
» Improved teamwork based on trust, respect and collaboration
» Deeper capacity to deal with complexity and ambiguity
» Absolute personal responsibility
» Awareness about vital habits
» A plan for how to increase alignment and commitment in the team.
“During a highly turbulent period in the history of our 100-year-old company, Oxford Leadership defines a new focus for the company and builds the determination, confidence and commitment amongst our managers to lead the change. We have achieved exceptional growth both in revenue and profitability. I consider this to be the fruit of the Oxford Leadership’s programmes during this critical period.”
J.L. Shah
Managing Director
Atul Industries Ltd. India
“If the winds are blowing east to west, but the currents are flowing west to east, there is no doubt which way the iceberg will go.”
Brian Bacon
CEO
Oxford Leadrship
OXFORD LEADERSHIPTM
Iceberg Principle
6 OXFORD LEADERSHIP | LEADING HIGH-PERFORMING TEAMS
Copyright © 2016 Oxford Leadership. OXFORD LEADERSHIP 7
Helping leaders and teams make consistently good choices, together, faster.
Copyright © 2016 Oxford Leadership. All rights reserved.
Experiential programmes enabling you to realise your business goals by developing stronger, more dynamic leadership at all levels of the organisation.
About Oxford LeadershipTM
Oxford Leadership™ is a global leadership consultancy that aligns people, purpose & strategy - driving socially responsible transformation in global organisations. Our international network includes 215 partners, consultants, and coaches in 24 countries throughout Europe, North America, Latin America, Asia, and Africa. We transform leaders, align teams and create fierce resolve and passion to win. Typical interventions are to accelerate performance, execute strategy and embed capability and change. Our programmes are part of the core curriculum in many of our client’s corporate universities, and our leadership development programmes have over 300,000 executive alumni. Methodologies are based on more than 100 corporate turnarounds and performance acceleration assignments in FTSE 100 and Fortune 500 companies.
Austria, Belgium, Brazil, Canada, China, Colombia, Denmark, Finland, France, Germany, Italy, Mexico, Norway, Poland, Portugal, Russia, Serbia, South Africa, Spain, Sweden, The Netherlands, UK, Uruguay, and the USA.
Performance Consulting
Leadership Development
Team & Exec Coaching
For more information about Oxford Leadership or to get in touch, visit us at:
www.oxordleadership.com