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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
