Creating High Performance Teams Final

Creating High Performance Teams Creating High Performance Teams

By Greg SieversBy Greg Sievers

February 2010February 2010

Learning ObjectivesLearning Objectives

Participants will be able to know & understand:

• Why creating High Performance Team’s (HPT) are important?

• What are HPT’s?• How to create a HPT?

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Two fundamental questions?Two fundamental questions?

Where are we going?

How will we get there?

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NBA Boston Celtic’s 1966NBA Boston Celtic’s 1966

A record 8 in a row from 1958-1966!!

• Shared leadership• Ego less playing• Basic fundamentals

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Where the Performance GoesWhere the Performance Goes

August 2005 Harvard Business Review article titled “Turning Strategy into Great Performance”

63% Averaged Realized Performance

37% Averaged Unrealized Performance5.2% Poorly communicated strategy

4.5% Actions required to execute not clearly defined

4.1% Unclear accountabilities for execution

3.7% Organizational silos and culture blocking execution

3.0% Inadequate performance monitoring

3.0% Inadequate consequences or rewards for failure or success

2.6% Poor senior leadership

1.9% Uncommitted leadership

0.7% Unapproved strategy

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High Performance Team ModelHigh Performance Team Model

Team Effectiveness

PerformanceServices & products meet or exceed performance standards

ProcessGroup maintains or enhances its ability to work

Personal Members needs are met

Team Structure

Clear goals

Clearly-defined roles

Sufficient time

Effective group culture

Group norms

Accountability

Corp Culture

Clear mission and shared vision

Corp values

Employee recognition

Physical Environment

Employee Empowerment

Team Process

Problem solving

Decision making

Conflict management

Communication

Boundary management

6

Outcomes

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Adapted from Roger Schwarz’s The Skilled Facilitator

Corp Culture


Corp values





Team Effectiveness




7

Outcomes

Team Structure

Clear goals


Sufficient time


Group norms

Accountability

Team Process

Problem solving

Decision making

Conflict management

Communication

Boundary management

Corp Culture

• Clear mission and shared vision

• Corp values

• Employee recognition

• Physical Environment

• Employee Empowerment

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Team Effectiveness




8

Outcomes

Team Process

Problem solving

Decision making

Conflict management

Communication

Boundary management

Corp Culture


Corp values




Team Structure

Clear goals


Sufficient time


Group norms

Accountability

Team Structure

• Clear goals

• Clearly-defined roles

• Sufficient time

• Effective group culture

• Group norms

• Accountability

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Team Effectiveness




Team Structure

Clear goals


Sufficient time


Group norms

Accountability

Corp Culture


Corp values




9

Outcomes

Team Process

• Problem solving

• Decision making

• Conflict management

• Communication

• Boundary management

GS Consulting LLC 9



Team Effectiveness




Team Structure

Clear goals


Sufficient time


Group norms

Accountability

Corp Culture


Corp values




Team Process

Problem solving

Decision making

Conflict management

Communication

Boundary management

10

Outcomes

Team Effectiveness




GS Consulting LLC 10


High Performance Team Assessment High Performance Team Assessment (HPTA)(HPTA)

Review the handout…..• GOALS & VISION• PLANNING & EXECUTION• TEAM COMPETENCIES• OUTWARD PERSPECTIVE• TEAM DYNAMICS


Client’s Culture/ToolsClient’s Culture/Tools• Team Interview • New Hire Orientation

– Understand team concept & employee empowerment

• Buddy System/Checklist• Team Checklist (expectations, roles)

– Clarifies what’s expected of team members– Facilitated by internal facilitator

• Team Improvement Review – Lessons Learned (Team & Individual)– High Performance Team Assessment (HPTA)– Facilitated by internal facilitator


Client’s Culture/ToolsClient’s Culture/Tools (cont.) (cont.)

• Post Implementation Review (PIR)• Critical Incident Analysis (CIA)• Department Meetings

– Employee and Team Recognition & State of the Union

• Town Halls (need to deal with change or issues)

• THANK YOU Cards - Employee Recognition• Quarterly Values Events & Values Winners

– Teams vs. Individuals


Communication/Feedback ChallengesCommunication/Feedback Challenges

• We don’t want to hurt each other’s feelings

• We avoid direct and honest feedback

• Do not have good models (positive role models…and modeling)

• THEREFORE, we need to learn how to do it effectively!


RecommendationsRecommendations

• Review the High Performance Team (HPT) Model and the HPTA

• Define each of the key aspects

• Ensure that support comes from the top!

• Model the expected behavior (especially managers!)

• Teach people how to give and receive constructive feedback


RecommendationsRecommendations(cont.)(cont.)

• Encourage people to truly listen to feedback and act on it

• Need to practice respecting other’s viewpoints

• Ensure that there are no penalties for speaking out

• Lot’s of training – practice, practice, practice!practice, practice, practice!


SummarySummary

• Why creating HPT’s are important?• What are HPT’s?• How to create HPT? ---------------------------------------------------------

Any Questions?


Some ResourcesSome Resources

http://www.odnoregon.org/

http://www.margaretwheatley.com/articles/emergence.html

http://introtochangewithoutmigraines.ning.com/

http://www.managementhelp.org/grp_skll/theory/theory.htm

Greg Sievers GS Consulting LLC g.C 503-833-2016 [email protected]


http://extraordinarygroups.com/

http://www.schwarzassociates.com/

http://www.tnellen.com/ted/tc/schein.html

mailto:[email protected]

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Creating High Performance Teams Final