DEVELOPING A HIGH PERFORMING TEAM - SIPMA · 2019-04-10 · DEVELOPING A HIGH PERFORMING TEAM ....
Transcript of DEVELOPING A HIGH PERFORMING TEAM - SIPMA · 2019-04-10 · DEVELOPING A HIGH PERFORMING TEAM ....
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I N V E S T • E M P O WE R • T R A N S F O R M
DEVELOPING A HIGH PERFORMING TEAM
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MULTI-GENERATIONAL WORKFORCE 5 Generations Working Side-By-Side in 2020
Influencers: Great Depression, WWI
and WWII, GI Bill
Work Ethic: An Obligation
Aspirations: Home Ownership
Communication: Written, Formal
Type of Feedback: No News is Good
News, Take Pride in Job Well
Done
Influencers: Television, Moon
Landing, Watergate,
Vietnam War
Work Ethic: Questions Authority, Self-centered
Aspiration: Job Security
Communication: One-On-One,
Telephone
Type of Feedback: Not Keen on Feedback
Influencers: MTV, Nintendo, PC’s
Work Ethic: A Difficult Challenge
Aspiration: Work/Life Balance,
Independence
Communication: Direct, Email, Text
Type of Feedback: Direct
Influencers: Natural Disasters,
Diversity, Mobile
Technology
Work Ethic: A Means to an End
Aspiration: Freedom and Flexibility
Communication: Text, Social Media
Type of Feedback: Require Lots, Instantaneous
Influencers: Economic Downturn,
Global Warming
Work Ethic: Personal Freedom
Aspiration: Structure and Stability
Communication: Digital Natives, Hand-
Held devices
Type of Feedback: Bite-Sized, Immediate, Real-Time
Adapted From: www.progressiveae.com
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GENERATIONS IN THE WORKPLACE
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HR ROLES
• Serve as policing arm of leadership
• Perform administrative functions
• Benefits, hiring, discipline, firing
Traditional HR Role
• Strategic Partner
• Employee Advocate
• Change Champion
Transformational HR Role
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HR PROFESSIONAL’S ROLE
Company
Organizational
Importance
Operational
Urgency
80% 20%
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IF YOU WANT A GREAT TEAM, YOU HAVE TO BRING
OUT THE BEST IN EACH PLAYER!
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ASSOCIATE DEVELOPMENT PROCESS
Team Member ‘Life’ Cycle
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SEPARATION / PROMOTION
ASSOCIATE DEVELOPMENT PROCESS
HIRING
ORIENTATION
TRAINING
DEVELOPMENT / JOB FULFILLMENT
PERFORMANCE EVALUAITON & COACHING
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COACHING PROCESS - WAD
COACHING PROCESS
INFORMAL FORMAL
Reactive Proactive
Unscheduled Scheduled
Suggestive Facilitative-led by Leader/Manager
Undocumented Documented
WELFARE DEVELOPMENT ACCOUNTABILITY
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VALUES DRIVEN SOLUTION MODEL
Values Driven Model Creates
Organizational Framework
At The Individual, Team, and Company Level
DECISION MAKING & BEHAVIORAL BOUDARIES
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CHANGE MANAGEMENT STRATEGIES
Creating High Performing Teams:
• Values, Vision & Mission
• Road Maps
• Individual, Team & Company
Disciplines
• Execution & Feedback Mechanisms
• Realign & Recalibrate
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DYNAMICS OF A SUCCESSFUL TEAM
• A Common Team Goal/Transparency
• Productive Participation and
Accountability
• Communication
• Trust
• Diversity and A Sense of
Belonging/Meaning of work/Creativity
and Risk Taking
• Evaluation
• Change Compatibility
• Participatory Leadership
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WHAT IS…
LEADERSHIP Leadership is the art of
motivating a group of people
to act towards achieving a
common goal.
MANAGEMENT
Management is the
organization and coordination of the activities
and tasks of a business in
order to achieve defined
objectives.
Source: www.businessdictionary.com
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CORE LEADERSHIP FUNCTIONS/MANAGEMENT OPERATIONS
Dual role
Keys
Core
Leadership
Functions
Management
Operations
Clarity
Communication
Consistency
Caring
4 C’s of
Leadership
People
Productivity
Process
Profit
4 P’s of
Management
Dual Role
Challenge
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4 C’S OF LEADERSHIP
Caring
• Trust and caring is
the foundation of
all relationships
• Caring is intuitive &
compassionate
• Caring is coaching
by default
Clarity
• Clarity leads
organizational
health
• Clarity is made up
of:
• Goals
• Priorities
• Expectations
• Short feed-
back loop
Communication
• Communication is
a core leadership
function
• Communicate
authentically-be
honest and
sincere-be real
• Good
communicators
are good listeners
Consistency
• Consistency
creates or breaks
culture
• Project consistent
leadership, values,
vision, mission
• Trust is rooted in
consistency
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4 P’S OF MANAGEMENT
People
• People are the
epicenter-you are
only as good as
your weakest link
• The mindset that
people are fixed
assets, tools, and
resources is one of
the biggest barriers
to growth
Process
• The leader
manager is
responsible for
implementing
process
• Align your
processes with the
value/
• vision/mission
Productivity
• Productivity is the
measurement of
efficiency
Profit
• Research shows
that leaders, good
and bad, directly
affect the bottom
line of the
organization
• Few investments
pay off as
handsomely as the
choice to develop
a great leader
within your
organization
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“Strength lies in differences, not similarities.” -Stephen R. Covey
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Thank You For
Your
Participation!
MARTINE JACKSON LEXARI GROUP, LLC WWW.LEXARIGROUP.COM
Invest Empower Transform
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• Values, Vision, Mission Creating & Refinement
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Assessment
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Change Management Implementation
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Planning Creation & Facilitation • Hiring & Interviewing Facilitation &
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• Executives, Entrepreneurs • Leaders, Managers • Emerging Leaders
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