M4 L5 Supporting Team Performance
Summary
TLDRLeading a team involves both operational and people aspects. Start with a meta-analysis to understand team dynamics using Richard Hackman's team diagnostic survey, assessing six conditions of team effectiveness. Use the GROW framework for coaching and structure one-on-one meetings for performance reviews. Recognize achievements and plan team-building activities to enhance cohesion and collaboration. Employ awards and recognition systems to motivate team members. Foster development and a positive work environment through thoughtful leadership practices.
Takeaways
- 😀 Leading a team involves both operational support and ensuring team motivation and value.
- 🔍 Conduct a meta-analysis to understand the team's dynamics, communication patterns, decision-making processes, and alignment with organizational values.
- 📊 Use the Team Diagnostic Survey by Richard Hackman to assess team effectiveness across six conditions: real teams, compelling direction, right people, sound structure, support context, and available coaching.
- 🛠 The survey helps identify areas of strength and improvement, guiding coaching efforts and aligning the team with organizational goals.
- 🌟 Coaching and mentoring are crucial for team support; use the GROW framework (Goal, Reality, Opportunity, Will) for structured coaching sessions.
- 📝 Create a coaching contract to establish a safe space for personal development discussions, ensuring trust and emotional safety.
- 🔑 Set specific, actionable goals for team members that align with broader objectives, and encourage commitment to personal and team growth.
- 🗓️ Structure one-on-one performance reviews to include well-being checks, performance review, and action planning for continuous improvement.
- 🏆 Implement awards and recognition to acknowledge hard work, dedication, and create a positive work environment.
- 🤝 Organize team building activities to foster cohesion and collaboration, using the five C's of team building (Communication, Collaboration, Commitment, Culture, Celebration).
- 💡 Reflect on past leaders you appreciated and ensure your team has ample opportunities for development and progress.
Q & A
What are the two main aspects of leading a team as mentioned in the script?
-The two main aspects of leading a team are the operational aspect, which involves supporting the team to perform at its best, and the people aspect, which focuses on ensuring team members feel motivated, valued, and willing to go the extra mile for the team.
What is a meta-analysis of a team and how does it help a leader?
-A meta-analysis of a team is a process that helps understand the deeper dynamics within the team, such as communication patterns, decision-making processes, and alignment with organizational values. It allows a leader to enhance team cohesion, improve decision making, and pinpoint areas for growth and opportunities.
What is the Team Diagnostic Survey and how does it assess team effectiveness?
-The Team Diagnostic Survey is a tool developed by Richard Hackman that assesses teams across six conditions to determine their effectiveness: real teams, compelling direction, right people, sound structure, support context, and available coaching. It helps leaders identify areas of strength and improvement within the team.
What is the GROW framework for coaching and how is it used in team development?
-The GROW framework stands for Goal, Reality, Opportunity, and Will or willingness to grow. It is used in coaching to help individuals set specific, actionable goals for development, discuss their current reality, identify opportunities for skill enhancement, and encourage commitment to personal and team growth.
Why is it important to create a safe space during coaching sessions?
-Creating a safe space during coaching sessions is important because it helps individuals feel at ease when sharing their thoughts and concerns. It fosters trust and leads to deeper engagement with the coaching process, which is essential for effective outcomes.
What is the significance of setting a coaching contract with team members?
-Setting a coaching contract with team members is significant because it outlines the terms of personal development, assures confidentiality, and establishes a foundation for a trusting and supportive coaching relationship.
How should one-to-one performance reviews be structured according to the script?
-One-to-one performance reviews should be structured with an introduction and well-being check, a discussion of personal or professional updates, a performance review with constructive feedback, and action planning with realistic, measurable goals and specific steps.
What is the purpose of awards and recognition in a team setting?
-Awards and recognition serve to acknowledge hard work and dedication, create a positive and engaging work environment, and motivate team members to continue performing at a high level.
Why are team building activities important for team performance?
-Team building activities are important for creating a cohesive and collaborative work environment, enhancing communication, and fostering a shared sense of culture and celebration, which ultimately contributes to team performance.
What are the five C's of team building mentioned in the script?
-The five C's of team building are Communication, Collaboration, Commitment, Culture, and Celebration. These elements are used to design structured activities that promote teamwork and enhance team dynamics.
How can leaders reflect on their approach to supporting their team?
-Leaders can reflect on their approach by thinking back to leaders they have appreciated in the past, considering what made those leaders effective, and applying those insights to ensure they are producing results while also ensuring team members are happy and willing to work within the team.
Outlines
😀 Leading and Understanding Your Team
This paragraph discusses the dual nature of leading a team, focusing on operational support and team motivation. It introduces the concept of a meta-analysis to understand the team's dynamics, including communication patterns and alignment with organizational values. The paragraph recommends using the Team Diagnostic Survey by Richard Hackman to assess team effectiveness across six conditions. It emphasizes the importance of coaching and mentoring using the Grow framework, setting a coaching contract to create a safe space for team members, and tailoring support to help them reach their full potential.
😌 Coaching and Structuring Performance Reviews
The second paragraph delves into the specifics of coaching and structuring one-on-one performance reviews. It suggests a 45-minute session divided into three parts: an introduction and well-being check, a performance review with constructive feedback, and action planning with SMART goals. The paragraph also touches on the importance of awards and recognition to motivate the team, ensuring that recognition systems are inclusive and inspire all members. Additionally, it highlights the value of team-building activities for creating a cohesive work environment and suggests organizing at least two major events annually.
🥇 Enhancing Team Cohesion Through Structured Activities
The final paragraph focuses on the importance of team building for enhancing communication, collaboration, commitment, and a shared sense of culture and celebration. It recommends planning activities using the five C's of team building: communication, collaboration, commitment, culture, and celebration. The paragraph provides an example of a retreat that includes problem-solving activities, goal-setting sessions, and celebrations of achievements. It concludes by encouraging leaders to reflect on past leaders they have appreciated and loved, emphasizing the need to ensure team happiness and opportunities for development.
Mindmap
Keywords
💡Operational Aspect
💡People Aspect
💡Meta-Analysis
💡Team Diagnostic Survey
💡Compelling Direction
💡Sound Structure
💡Support Context
💡Coaching Contract
💡GROW Framework
💡One-to-One Performance Review
💡Awards and Recognition
💡Team Building Activities
💡Five C of Team Building
Highlights
Leading a team involves balancing operational support and people management to ensure team motivation and performance.
Meta-analysis of a team helps in understanding deeper dynamics such as communication patterns and decision-making processes.
The Team Diagnostic Survey, developed by Richard Hackman, assesses team effectiveness across six conditions.
The six conditions for team effectiveness include real teams, compelling direction, right people, sound structure, support context, and available coaching.
Coaching and mentoring are crucial for team support, using frameworks like the Grow framework for structured guidance.
The Grow framework stands for Goal, Reality, Opportunity, and Will or Willingness to grow, aiding in personal development.
Setting a coaching contract establishes trust and a safe space for team members to discuss personal development.
Creating actionable goals aligned with team objectives is key for team member development.
One-on-one performance reviews should be structured, focusing on introduction, well-being, performance review, and action planning.
Awards and recognitions are important for acknowledging hard work and creating a positive work environment.
Team building activities foster cohesion and collaboration, recommended to be organized at least twice a year.
The five C's of team building (Communication, Collaboration, Commitment, Culture, and Celebration) provide a structured approach to planning activities.
Reflecting on past leaders who were appreciated can offer insights into how to support and develop a team effectively.
Providing opportunities for team members' development and progress is essential for a happy and productive team.
Emotional safety leads to deeper trust and more effective coaching outcomes, highlighting the importance of setting the scene in coaching sessions.
Maxwell's levels of leadership emphasize the responsibility of developing team skills and capabilities at higher leadership levels.
Structured one-to-ones ensure productivity and meaningfulness, with clear expectations and shared commitment to goals.
Recognition systems should be inclusive, ensuring that all team members feel motivated and acknowledged.
Incorporating informal activities throughout the year can enhance team cohesion and a shared sense of culture and celebration.
Transcripts
leading a team has two aspects to it one
is the operational aspect where you have
to support your team in performing to
the best of its ability and then you
have the people aspect where you have to
ensure that your team feels motivated
valued and willing to go the extra mile
for the team we will start with a meta
analysis of your team meta analysis
helps us understand the deeper Dynamics
at play Within the team such as
communication patterns decision making
processes and alignment with
organizational
values it involves understanding how the
team feels about how it is doing about
its goals and values and what areas the
team wants to grow
in understanding these elements allow
you as a leader to enhance team cohesion
improve your decision making ensure you
can calibrate the team to the
organizational values and pinpoint
operations and opportunities for areas
of growth to do this I recommend you use
the team diagnostic survey a tool
developed by Richard Hackman this survey
assesses teams across six conditions to
determine their
effectiveness first is real teams it
confirms if the group is indeed
functioning as a cohesive
unit second is compelling Direction it
evaluates whether the team has clear
challenging and consequential goals
third is the right people to assist if
the team has the right mix of skills and
character
traits fourth is a sound structure this
is about looking at how tasks are
organized and whether roles are clearly
defined fifth is a support context it
checks if the team has the
organizational support information and
resources needed to
succeed the sixth and the final one is
available coaching to measure the
accessibility of coaching or mentorship
to guide the
team through this survey you as a leader
can pinpoint areas of strength and
Improvement and use the insides when you
coach your
team I have provided you with a sample
of the questions you can use for
conducting the survey in your
workbook you can adapt it to fit your
organizational
needs a very important element of
supporting your team is to coach and to
Mentor
them remember in module zero I
introduced The Grow framework for
coaching then you use the framework to
reflect on your own development now it
is time for you to start using the same
framework to support and guide your team
for your coaching sessions you have to
ensure that you are on top of all the
data you can get be it from the balance
score card for the team and individuals
or the insights from the team diagnostic
survey refresh your memory the grow
framework stands for goal reality
opportunity and will or willingness to
grow you will find the template that you
can use for the coachings below this
video
when you start coaching a new team
member for the first time it is
important to set the scene and create a
safe space you can achieve this by
agreeing on a coaching contract that
outlines the terms of personal
development assure your coachy that
anything shared during this session will
not be used against them but will be
used to help them grow further this
approach helps individuals feel at ease
when sharing their thoughts and concerns
if you don't set the scene this way at
start each of your coaching sessions
will focus more on extracting
information from the person rather than
working truly towards their development
goals this connects to the trust element
of intimacy where emotional safety leads
to deeper trust and more effective
coaching
outcomes as you engage with the team and
each team
member help them set specific actionable
goals for development that are aligned
with the team's broader
objectives discuss their current reality
and encourage their contributions and
plan on how to mitigate
challenges guide them in identifying
opportunities to enhance their skills
and focus on their
growth finally encourage commitment to
their personal and team growth promoting
a POS positive attitude towards
development make sure the coachi
formulates the next best actions in a
smart way and express his commitment
here it is good to ask if you can
support or do anything to help using
grow you can tailor support for each
team member as well as the team as a
whole and facilitate their Journey
towards their full
potential remember Maxwell's levels when
you are at level three or the production
level and have produced effective
results then it is your responsibility
to develop the team's skills and
capabilities through coaching and
mentoring this will not only help your
team to develop but will also help you
to get to the fourth level people
development and then finally the fifth
level or the Pinnacle where you will be
able to create a legacy through your own
success but also by the development of
other leaders
like using the grow framework for a
structured coaching session your
one-on-one performance review will also
need a structure I recommend that your
one to ones are approximately 45 minutes
and are broken down as follows the first
15 minutes are for the introduction and
well-being check use the first 5 minutes
to connect with the individual and
understand their present
mindset then you can transition into the
discussion
use the next 10 minutes to discuss any
personal or professional updates since
the last meeting focusing on their
perspective this builds report and shows
that you value their
contributions the next 15 minutes should
be focused on performance review shift
the conversation to review their recent
work performance providing constructive
feedback encourage them to self-reflect
on their work and the support they are
receiving this part of the meeting is
crucial for Mutual understanding and
setting the stage for continuous
Improvement the final 15 minutes should
be for Action planning conclude the
meeting with a forward-looking focus
establish realistic measurable goals for
the upcoming weeks and break it down
into specific steps that will help them
meet these smart
goals this ensures that both you and the
employee have clear expectations and a
share commitment to achieving their set
goals a structured approach like this
will ensure that each of your one to
ones are productive and
meaningful besides the survey coaching
and structured oneto ones there are two
more things you can do to support their
performance the first one is to make
sure you have Awards and recognitions
and the second one is providing the team
members with opportunities to get to
know each other better and enjoy some
quality time away from
work recognizing and celebrating
achievements leads to a motivated and
high performing team Awards and
recognition not only acknowledge hard
work and dedication but also create a
positive and engaging work environment
when I talk about Awards and recognition
it doesn't need to be a big event with
medals and trophies a simple
acknowledgement during a team meeting or
a pack of chocolates for the best
performance in a month can go a long
way if you have for instance a sales
team you can have a whiteboard where you
write down everyone's numbers and track
the winners weekly or monthly as an
empathetic leader one thing that I want
you to be aware of is to make sure that
your reward and recognition systems are
designed to address any outliners and
the full population if there are any one
or two members who are performing highly
and are likely to win every month you
should ensure you increase the pool that
can be recognized this way others also
feel inspired and don't give up hope and
stop
trying now let's go to planning regular
team building activities these
activities are essential for creating a
cohesive and collaborative work
environment to effectively build and
maintain strong Team Dynamics it is
recommended to organize at least two
major team building events annually
ideally scheduled after the midyear and
endof year evaluations these events
should celebrate team achievements and
facilitate both reflective and
forward-looking
discussions additionally incorporating
smaller informal activities throughout
the year can significantly enhance team
cohesion this can include casual get
togethers or brief team exercises that
promote communication collaboration
commitment and a shared sense of culture
and celebration to design structured
activities I recommend you plan them
using the five C of team building let's
take an
example to focus on communication during
a retreat team members participate in
activities like problem solving that
require open communication to succeed
illustrating how clear dialogue is
crucial for
teamwork for collaboration teams are
tasked with building a structure using
limited resources emphasizing the need
for Cooperative strategies and joint
effort to encourage commitment The
Retreat can include go setting sessions
where team members commit to Collective
and personal objectives for the upcoming
quarter reinforcing their dedication to
the team's
success to promote culture activities
that celebrate the organization's values
and histories can help strengthen the
cultural Bond among team members
enhancing a shared identity and value
system finally to celebrate the retreat
concludes with a celebration of the
team's achievements recognizing
individual and group contributions which
boost morale and encourage continued
effort a great way to think about why
and how you can support your team is to
think back to leaders that you have
appreciated and loved in the past I am
sure you have some that you directly
worked with or maybe observed one
indirectly whom you
appreciated as as a leader you will not
only have to ensure that you are
producing results but also ensure that
your people are happy and willing to
work in your team one way to ensure this
is to ensure they have enough
opportunities for development and
progress I will go into it in further
detail in the next lesson about
increasing team's performance
[Music]
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