Introduction to Prompt Engineering (Focusing on ChatGPT)
High performance teams
1. HOW TO LEAD A TEAM OF VOLUNTEERS
TOWARDS HIGH PERFORMANCE
2. Structure
• What is a HP team ?
• What behaviors would you see in such a team ?
• What drives people to give the best they have and do it for
free ?
• What can leaders do to nourish those drives ?
• What does it means for AEISEC leaders ?
21/04/2014 INTC 2
3. What is a high performing team ?
21/04/2014 INTC 3
Best possible results for the competencies/talents available.
6. The Primera División
21/04/2014 INTC 6
Country Global Club Brand
value 2012
Rating EV* BVEV
1 56 CD
Guadalajara
38 AA+ 203 19%
2 68 Club
America
25 AA 157 16%
3 91 Crur Azul 19 AAA 118 16%
4 99 Tigres
UNAL
17 AAA 112 15%
5 106 CF Pachuca 14 A+ 125 12%
In US$ millions
*Indicative Enterprise Valuation
Football-Mexican competition
7. 21/04/2014 INTC 7
2012 Relegation (for 3 years) 2013/2014
Tigre UNAL Cruz Azul Cruz Azul
Club America Tigres UNAL Toluca
Atlas Santos Laguna Pumas
Monarca Morelia Monarca Morelia Santos Laguna
Cruz Azul Club America Club America
Football-Mexican competition
8. What are the behaviors you would see in HP team ?
21/04/2014 INTC 8
9. What is visible ?
21/04/2014 INTC 9
• More energy.
• More speaking out, less pretense.
• More feedback to each other (the way of doing that might be
different, depending on the culture).
• People have more respect and consideration for each other,
even if they are not best friends!
• People share more easely fears and needs.
• The non-verbal is more aligned with the verbal.
10. High Performing teams?
« First, I thought that it meant having a good manager.
Then, I thought it was about clear objectives.
Then, I thought a performing team had not too many
conflicts.
I thought that it implied for the team members not to
be too much different from each other.
Finally, I reach the conclusion that for a team to
perform, its members should dare to share on their
fears and needs, and they should give up the idea of
being right. »
21/04/2014 INTC 10
11. As a conclusion
21/04/2014 INTC 11
It is about bringing out the best of what you have for the
objective that you want to reach.
12. What makes that you want to give the
best of yourself ?
21/04/2014 INTC 12
15. Communication law
15
1. All people have purposes and concerns.
2. When they think that you threaten or are unaware of their
purposes and concerns, they resist. This is wasteful.
3. When they think that you are aware of and sensitive to their
purposes and concerns, they communicate and collaborate.
This adds value.
15
21/04/2014 INTC
16. What does that mean in terms of leadership ?
21/04/2014 INTC 16
You have to be able to capture what your team members drive in
general, and each specifically (= understanding the mental map
of the others).
17. Influencing behavior through impactful conversations
situation
behavior
result
MENTAL MAP
People do not react to situations; they react
to what situations mean to them.
Behavior derives from peole’s feeling and
thinking (mental map), and the benefits for
them in the result (consequences).
Impactful conversations, are conversations
using the lever of the mental map to create a
motivated change.
Together with consequence management,
impactful conversations will drive sustainable
behavioral change
21/04/2014 INTC 17
18. The conversation meter
18
From Connolly and Rianoshek, The Communication Catalyst
100
50
25
75
0
From Connolly and Rianoshek, The Communication Catalyst
21/04/2014 INTC 18
19. Most of the time I am likely to be....
19
An energetic person who is quick to see opportunities and
advantages
A feeling person who is quick to respond to other people’s
needs
A practical person who is careful not to rush into decisions
before I have had a chance to think things through
19
21/04/2014 INTC
20. It is most like me to:
20
Be patient, practical and sure of what I am doing
Do the best I can and trust others to recognize my contribution
Take the lead in developing opportunities and influencing
decisions
20
21/04/2014 INTC
21. Give time to the team so it can develop
21/04/2014 INTC 21
Let the team structure its energy
22. Prestage I Stage I
Forming
Stage II
Storming
Stage III
Norming
Stage IV
Performing
Stage V
Adjourning
Bruce Tuckman
Stage of team development
2221/04/2014 INTC
23. What “good leaders” do
23
Challenging the process
The search for opportunities
Experiments and risk-taking
Inspiring a shared vision
Envision the future
Enlist others
Enabling others to act
Fostering collaboration
Strengthening others
Modelling the way
Set the example
Plan small wins
Encouraging The Heart
Recognize individual
contributions
Celebrate accomplishments
Leaders lead people and manage task, they do not lead task and manage people
21/04/2014 INTC
24. AS A CONCLUSION:
21/04/2014 INTC 24
« The task of leadership is not to put
greatness into people, but to elicit it, for
the greatness is there already. »