High Performing Teams Shauna Hughes
Transcript of High Performing Teams Shauna Hughes
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Success in today's work world is more about team than individual performance.
Psychology Today
High Performing TeamsShauna Hughes
High Performing Teams – Agenda
• What is a team?
• Examples of HPT’s.
• Business context.
• Building a HPT.
• Overcoming Dysfunction.
• Do you have a HPT?
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What is a Team?
• A small number of people
• With complimentary skills
• Who share a common purpose and goals
• Commitment with a common vision of progress
• And mutual responsibility
Katzenbach & Smith, 1993
Examples of HPT
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Business Context
What are the underlying factors that are increasing the need for high-performing teams in organisations?
Factors Driving Need for HPT’s
• Continuous change—need innovation; to make rapid decisions; reduce inefficiencies; improve work processes.
• New management perspective: employees more decision authority; managers coaches rather than commanders.
• Job Security - Less likely to provide lifelong careers; employees move between businesses.
• Reduced hierarchical structure— Leaner, more agile, cross unit teams, decentralised decision making.
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Building a HPT
• Tavistock Institute: Emery, Trist and Bamforth.
– “Working in a coal mine” (1949).
• Tuckman - ‘forming, storming etc.’ (1965).
• Patrick Lencioni : 5 Dysfunctions of a team (2002).
• Bottom up participation• Self Regulating• Work-group autonomy• Multi-Skilling• Discretionary behaviour
Socio-Technical System
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• Understand individual team member’s natural conflict styles.
• Establish common ground rules for engaging in conflict.
• Acknowledge conflict is required for productive meetings.
# 2: FEAR OF CONFLICT Strategy for Overcoming:
• Spend considerable time in face-to-face meetings and working sessions.
• Identify and discuss individual strengths and weaknesses.
# 1: ABSENCE OF TRUST Strategy for Overcoming:
Overcoming The Five Dysfunctions
Overcoming The Five Dysfunctions
# 3: LACK OF COMMITMENT Strategy for Overcoming:
• Review commitments at the end of each meeting to ensure all team members are aligned.
• Adopt a “disagree and commit” mentality—make sure all team members are committed regardless of initial disagreements.
# 4: AVOIDANCE OF ACCOUNTABILITY Strategy for Overcoming:
• Explicitly communicate goals and standards of behaviour.
• Regularly discuss performance versus goals & standards.
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# 5: INATTENTION TO RESULTS Strategy for Overcoming:
• Keep the team focused on tangible group goals.
• Reward individuals based on team goals and collective success.
Overcoming The Five Dysfunctions
Questions?
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Biography
• Shauna Hughes MA, BSc• Consulting Partner with Oxen Park• Founder – Eye Change Consultancy• Caterpillar Inc. – Head of OD EMEA; HRM• Engage for Success – Lead Regional Ambassador• Certified Master NLP Practioner, Hypnotherapist• Mindfulness Trainer• P/T lecturer QUB; UU
• Contact Details– 07917817428– [email protected]– www.oxenpark.eu– www.facebook.com/EyeChangeConsultancy
Our Offer
• Initial team assessment.
• Team purpose, values, strategy, goals and roles.
• Team behaviours and feedback.
• Team governance and effective meetings.
• Conflict resolution and decision-making.
• Growth, development and learning.
• Team scorecard.
• Communications and marketing.
• Virtual / remote working.
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Our Approach
• Focus on the whole team (and the boss).
• Work collaboratively.
– co-design and wherever appropriate co-facilitate.
• Balance quick-wins and the medium-term – building great teams is hard.
• Deploy best tools including your own.
– We are big fans of Lencioni.
• Assume just a few days over a few months.
• Maybe you can do it yourselves.