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www.all-in-all-leadership.blogspot.in Naveen K Dandge
Building High Performance Teams
Points of Discussion
Team Development
High Performance Teams
High Performance Culture
Questions?? & Answers!!
Point of Discussion
Team Development
Team Development Stages
Team Development Stages
Forming Storming Norming Performing Adjourning
Team acquaints
and establishes
ground rules.
Formal...
Team Development Leader’s Role
Forming Storming Norming Performing Adjourning
Team Development Leader’s Role
Forming Storming Norming Performing Adjourning
Communicate
clear
objectives,
both for the
t...
Point of Discussion
High Performance Teams
High Performance Teams Characteristics
High Performance Teams Advantages
Shared
Responsi-
bility
Job
Satisfacti-
on
Business
Results
Adaptive
to Change
Mutual
Re...
High Performance Teams How to build ?
High Performance Teams How to build ?
Respect each Team Member’s Opinion
Effective Team Meetings, Conflict Resolutions
Eff...
High Performance Teams Do nots
High Performance Teams Do nots
Micro-Manage – At least it should not look like.
Over ride Tough Decisions always
Take out ...
Point of Discussion
High Performance Culture
High Performance Culture
• Enable the capability by appropriate
Trainings.
• Measure the effectiveness of the Trainings.
E...
High Performance Leader
High Performance Teams Q & A
More Topics
 360 degree Leadership
 Time Management &
Multitasking
 Mind Mapping
Techniques
 Negotiation Skills
 Sell...
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Building High Performance Teams

  1. 1. www.all-in-all-leadership.blogspot.in Naveen K Dandge Building High Performance Teams
  2. 2. Points of Discussion Team Development High Performance Teams High Performance Culture Questions?? & Answers!!
  3. 3. Point of Discussion Team Development
  4. 4. Team Development Stages
  5. 5. Team Development Stages Forming Storming Norming Performing Adjourning Team acquaints and establishes ground rules. Formalities are preserved and members are treated as strangers. Members start to communicate their feelings but still view themselves as individuals rather than part of the team. They resist control by group leaders and show hostility. People feel part of the team and realize that they can achieve work if they accept other view points. The team works in an open and trusting atmosphere where flexibility is the key and hierarchy is of little importance. The team conducts an assessment of the year and implements a plan for transitioning roles and recognizing members' contributions.
  6. 6. Team Development Leader’s Role Forming Storming Norming Performing Adjourning
  7. 7. Team Development Leader’s Role Forming Storming Norming Performing Adjourning Communicate clear objectives, both for the team as a whole and for individual team members. Model effective behavior. Establish clear processes. Build trust between team members. Resolve conflicts swiftly. Remain positive in the face of challenges. Step back & trust team members to take responsibility for progress towards the goal. Reiterate your vision often. This is a good time to arrange a team-building event. Delegate tasks and projects as far as you can. Focus on results not methods. Celebrate successes. Identify the next level leaders and groom them. And the process repeats and the new leaders will take over the smaller teams, team dynamics will change a bit. Now, the time to spend each stage will be minimal.
  8. 8. Point of Discussion High Performance Teams
  9. 9. High Performance Teams Characteristics
  10. 10. High Performance Teams Advantages Shared Responsi- bility Job Satisfacti- on Business Results Adaptive to Change Mutual Respect Sense of team identity Customer Satisfact- ion High Commit- ment Effective Decisions Account- ability Increase d Trust Opportun ity Growth
  11. 11. High Performance Teams How to build ?
  12. 12. High Performance Teams How to build ? Respect each Team Member’s Opinion Effective Team Meetings, Conflict Resolutions Effective/Group Decision Making Set up Processes, Check points and Metrics Measure the progress against the Metrics/Feedback Protect your Team from all Evil Build Capability and Career Path of the each individual
  13. 13. High Performance Teams Do nots
  14. 14. High Performance Teams Do nots Micro-Manage – At least it should not look like. Over ride Tough Decisions always Take out support in Difficult situations Avoid to Deal with Conflicts and Risks Encourage Blame Game Discount other’s Emotions and Perspectives Be Over Theoretical
  15. 15. Point of Discussion High Performance Culture
  16. 16. High Performance Culture • Enable the capability by appropriate Trainings. • Measure the effectiveness of the Trainings. Enable • Encourage with Rewards/Appreciations. • Recognize High Performance Individuals/ Teams periodically. Encourage • By Open Communication. • To be adaptable to change.Empower • In Team Building Activities. • In Fun and Positive Environment.Engage
  17. 17. High Performance Leader
  18. 18. High Performance Teams Q & A
  19. 19. More Topics  360 degree Leadership  Time Management & Multitasking  Mind Mapping Techniques  Negotiation Skills  Selling Your Ideas  Ownership  Conflict Management  Risk Management  Decision Making Models  Skill Gap/SWOT Analysis  Root Cause Analysis  Effective Team Meetings  Demo/Presentation Skills  Emotional Intelligence  How Leaders Build Trust  Upward Management  Managing Across  Design Effective Team Meetings  Team Member Types  Building High Performance Teams
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