Workshop Duration: 4 hours
In today’s fluid and fast-changing organizations, people don’t always know from
one day to the next if they’re doing the right work or if they could be doing
something else that’s more important to the organization. Yet without the focused
commitment of all employees, an organization cannot achieve its important goals. The job of the performance leader is (1) inspiring members of his or her group
to make a personal commitment to the organization’s success and (2) ensuring
they understand how they can help the organization move forward. The challenge
is to channel the efforts of others in the right direction and still give people
a sense of ownership in the outcome. In this workshop, participants learn a collaborative planning process that taps
into everyone’s expertise, creativity and enthusiasm so people can decide how to
adapt the work they do to support the goals, strategy or direction of the
organization. Learning Objectives:
- explain the leader’s role in communicating the organization’s goals, strategy or
direction to the members of a work group or team
- describe the organization’s big picture in terms that are meaningful to the
people they lead
- guide group or team members in linking their work to the organization’s goals,
strategy or direction
- use a variety of follow-up techniques to signal their own commitment and to help
keep the momentum of the group or team going
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Workshop Duration: 4 hours
Even in today’s collaborative workplace, there are times when an organization
must assign preset goals to people who have had little or no say in developing
them. This workshop offers leaders a process they can use to help people commit
to such goals. It examines:
- What to do ahead of time to build a compelling case
- How to encourage people to express their concerns
- How to learn from concerns in order to move the group toward commitment
- How to gain agreement on specific next steps to accomplish the goals
Learning Objectives:
- describe why preset goals are necessary
- explain why it is essential to involve the work group or team in planning how to
accomplish preset goals
- anticipate and plan for possible reactions to preset goals
- understand the need for ongoing support until goals are met
- successfully use the Key Actions to conduct a meeting to introduce and gain
commitment to preset goals
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Workshop Duration: 4 hours
This workshop examines the reasons organizations are moving to teams and
discusses the special challenges this shift poses for team leaders. Participants analyze the forces in their organization that are behind the move
toward teams and discover how their own approach to leadership must evolve as a
result. With this analysis, leaders develop a personal plan to reshape their own
roles for more effective results. Learning Objectives:
- discuss the specific organizational conditions creating the need for a new
leadership role
- describe how to overcome obstacles to effective leadership in a team environment
- describe the new role of the leader in a team-oriented environment
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Workshop Duration: 4 hours
All teams need special care at various times throughout their existence—whether
they are searching for a mission and a set of ground rules, bogged down and
demoralized midway through a project or completing a successful effort. This workshop introduces 14 tools and techniques leaders can use to get their
teams started and keep them on track. Examples include preparing a mission
statement, setting goals, evaluating progress, learning from mistakes,
celebrating success and disbanding a team. Learning Objectives:
- explain the “Four Phases of Team Development”
- identify which phase of team development a team is in
- select the appropriate launching and refueling tools and techniques to deal with
a variety of team problems and situations
- explain the importance of working with teams to establish ground rules, develop
a mission statement and shared vision, and set goals
- develop a plan to launch different kinds of teams effectively
- develop a plan to refuel different kinds of teams effectively
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Workshop Duration: 4 hours
With preparation, coaching and guidance, teams can take on many tasks and
responsibilities once reserved for supervisors and managers. In this workshop,
participants answer the following questions:
- How do we, as supervisors and managers, prepare teams to take on tasks and
responsibilities that we have been handling?
- How do we know when and if teams are ready to take on new tasks?
- What coaching and/or training do teams need?
- How do we set up tasks so that teams can take ownership?
- As teams work on tasks, when and how do we help them?
Participants complete an assessment of their teams’ abilities in six
skill/knowledge areas and analyze the teams’ ability to handle specific tasks.
Using this information, participants learn when and how to set task boundaries
and to train, coach and monitor their teams. Learning Objectives:
- assess a team’s readiness to take on new tasks
- plan how best to prepare teams to take on new tasks
- set effective task boundaries with teams
- obtain a team’s commitment to take on new tasks
- coach teams as they take on new tasks
- monitor a team’s progress and take action as needed
- provide teams with the interpersonal, administrative and technical skills
necessary to take on new tasks
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Workshop Duration: 4 hours
A team skilled in coming to consensus is often the best group to make decisions
requiring the coordination of tasks that affect many people. Whether the team is
a natural work group, a quality or process improvement team, or a special
project team, team leaders benefit from teaching team members a systematic way
to come to agreement. This workshop shows team leaders how to guide the consensus process. The
learning activities emphasize the importance of laying a solid basis for a
decision by dealing directly with individual assumptions and requirements. No
matter what kinds of teams participants lead, they learn how to help team
members reach agreements that all team members can live with.
Learning Objectives:
- define consensus
- explain why consensus is essential for many team decisions
- help others work through issues to reach a consensus
- help the team plan how it will implement the decision
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Workshop Duration: 4 hours
Interpersonal tension and differences of opinion often get in the way of team
progress. In this workshop, team leaders learn how to deal constructively with
these differences. Participants begin by analyzing the differences and similarities that exist on
their own teams. They then explore how those differences affect team
performance. Leaders learn and practice intervention techniques designed to help keep the
team on track when differences get in the way of progress. Learning Objectives:
- analyze the differences and similarities in teams and find ways to make the most
of those differences and similarities
- identify when team differences become disruptive and warrant intervention
- demonstrate how to use the Key Actions to help the team work through differences
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Workshop Duration: 4 hours
The ability to learn faster than the competition is an organizational survival
strategy. For this reason, an important aspect of leadership is knowing how to
enlist and work with others in the effort to create a viable, adaptable
organization. This workshop helps avoid two common pitfalls in managing organizational change:
reacting to change rather than anticipating it, and assuming that the
responsibility for keeping the entire organization moving forward rests with
just a few people. Participants explore what it means to be business analyzers and champions of
change. The Key Actions provide an overall framework for thinking about and
preparing for the future. Learning Objectives:
- understand how open systems thinking helps the organization adapt to changing
conditions
- discuss effective ways to deal with obstacles to organizational improvement and
to make a case for change
- assess the potential impact of eight key environmental influences on teams
- plan how to apply forward thinking when working with teams
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