Thank You for Being Here What can you expect from today? Some - PowerPoint PPT Presentation

Thank You for Being Here

What can you expect from today?

Some Industry Insights Six characteristics of the The organization is A Learning Organisation ‘For big companies to New Learning treated as a living is a group of people change, we need to Organisation: system that works working together stop thinking like Clarity and Purpose, together to adapt to collectively to enhance mechanics and to start a complete People emerging technology their capabilities to acting like gardeners’ Experience, and the changing create results the really Thriving Environment, workforce to deliver care about Agile Learning Space, success Ongoing Connection and Collaboration, Intelligent Decision Making & Prioritization’ Peter Senge, the Fifth Discipline CIPD

Introductions to our Coaches View coach profiles on www.smurfitteamcoaches.ie

Please Breakout into four Groups Munster Connaught Eileen and Colm Aileen & Barry Ulster Leinster Sean and Susan David & Isolde

Mid-Point Check-In Munster Connaught Eileen and Colm Aileen & Barry Ulster Leinster Sean and Susan David & Isolde

End of Activity Check-In Munster Connaught Eileen and Colm Aileen & Barry Ulster Leinster Sean and Susan David & Isolde

Welcome Back!

So, what happened there? Munster Connaught Eileen and Colm Aileen & Barry Ulster Leinster Sean and Susan David & Isolde Insights from our Interns

The typical dynamics of the organisation system Often reported as... Often experiencing... React by... Best when.. Senior Out of touch, Burdened; loneliness, Take control; micro-manage, Creating responsibility throughout the Management inaccessible, lack of control create silos, shoulder more organisation 'Tops' mode unrealistic responsibility - Communicate direction & purpose Develop, support & encourage − Hold others accountable − Integration & share with peers − Middle Well intentioned but Torn; responsibility Get busier; rush around; fix Maintaining independence of thought & Management ineffective; busy without authority; things; take sides with tops or action 'Middles' fools, indecisive frantic; self-doubt bottoms; take care of be Top, when possible − mode everyone except self Push back, when appropriate − Integrate with peers − Coach others − Drive the system; not have it drive you − Workers / Awkward employee; 'Done to' by 'them’; Blame 'Them’; Play victim; Take responsibility for own situation & for Professionals rebellious, stroppy; boredom; no clarity; unionise; mess around; check organisation 'Bottoms' unsupported; avoid blaming demanding out − mode unrecognised Keep asking for what you need (even − when it's not forthcoming)

What is a High Performing Team? A group that meets all the conditions of real teams and are also committed to one another’s personal growth and success. 1. Exceptional performance 2. High level of enthusiasm and energy 3. Personal commitment to go extra mile 4. Great stories of ‘galvanizing events’ 5. More fun and humour than ordinary team

What is Team Effectiveness? Effectiveness? 1.The task output meets or exceeds the needs of the team’s client(s) 2.The team becomes an increasingly capable performing unit over time 2.Members' personal learning and growth are fostered by their experiences in the team

Conditions for Team Effectiveness Real Team THE ESSENTIALS Right Compelling People Purpose TEAM LEADERSHIP Supportive Sound Context Structure THE ENABLERS Team Coaching

The Essentials Real Team Typical characteristics - Bounded, it is clear who is in and not in the team - Interdependent, the work requires a level of interaction and resource sharing between members - Stable, members stay together long enough to understand how to work together. Compelling Purpose Make sure the ends specified are: - Clear, meaning the members know what achieving the purpose would look like - Challenging, means that it can be achieved but will require a stretch - Consequential, it has meaningful impact on the lives and work of others THE ENABLERS Right People All members have both task and teamwork skills, and adequate diversity -- a good mix of perspectives and capabilities needed for the work

The Enablers Sound Structure This has three elements: - Task Design, the team performs work that makes sense to be done by a team and allows members to use their judgement and experience to complete it. - Team Size, big enough to have sufficient resources and small enough to coordinate effectively - Team Norms, clear ground rules for how members are expected to work together Supportive Context Means the organization’s structure and systems promote teamwork, this includes: - Rewards and Recognition, means the organization pays for and celebrates team performance - Information and data is made available for the team to perform their function - Education and Consultation is available to support the team when they encounter novel problems THE ENABLERS - Material Resources are made readily available so the team has access to meeting spaces, IT, time etc. Team Coaching The team have access to a coach (either from within the team or external consultant) who can be made available to the team as needed and knows when and how to intervene.

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