Team Management Notes 1

 Leaders define  , create that energy. 

Why we do what we do, if you cant communicate that you will loose energy. 

Manager 

- allow people to showcase that how they are making the impact 

Leaders are not about controling people, 

Managers are not about controlling people but controlling processes..

As a manager i Model people behaviour to our values 

- defining Standard of work 

- to coach to give feedback 

- to motivate both individual and team 

Process 

- 95% of problems are in process and not in nature of person 

- set of activities that lead to tranformation of set of inputs to output

-- process can be measure by output or ratio of input to output

How do you evaluate a team 

- Team Purpose 

-- Does team has well defined purpose 

-- team knows its customers 

-- team knows how to run its meetings and general execution behaviour 

-- Teams know about its desired performace and how it contributes to company goals

Team meetings 

- Does team have regular scheduled team meetings (Monthly) 

- Action plans in team meeting have been noted down and worked upon 

- Members display truste inside and outside the meeting 

Process Management 

- Team know the steps in process 

- Team has done improvement in process 

-- it means teams knows the process clearly 

-- can analyze how the process is working 

-- can improve the process 

- Team knows how to measure a process and can talk about variation in process

Customer focus 

- Team has defined its customers and identified improvement areads from customer feedback

-- This means team knows its internal and external customers 

-- know how to get feedback 

-- how to analyze that feedback 

- Team is able to improve customer satisfaction 

Problem solving and decision making 

- 

Team Purpose and Charter 1 Team Purpose

2 Customer Satisfaction

3 Team Norms

4 Performamnce

Team Meeting Management 1 Team Meetings

2 Facilitation

3 Decision Styles

4 Team Trust

Process Management 1 Process Mapping

2 Process Improvements

3 Balanced Scorecard

4 Waste Ellimination

5 Process Variances

Customer Focus 1 Customer Focus

2 Customer Satisfaction

3 Customer Feedback

Problem Solving and DM 1 Problem Solving Tools II

2 Problem Solving

3 Problem Solving Meetings

4 Problem Soling Tools I

Vision 

-- Where are we goin 

Values 

-- What is important 

-- what gets rewarded for , what is punished for 

-- what companies values are these have to be in line 

Values worth considering 

- Absolute honesty and integrity 

- Respect for people 

-- Engaging people in problem solving demostrates respect in people 

- Continous improvement of the processes they own 

-- Measurement of data using facts 

-- learn to look at data , understand the facts , 

-- unity of people and process 

-- Challenge 

Communication 

-- Horizon or vertical is building trust 

-- Communiation equals trust 

-- Listen more , Always ask for feedback on what has been communicated 

-- succesful communication is more about expectation, 

--- perception is relative to expectations 

Vertical communication 

-- You should have key performance measures. You should clarify this with your measure 

and team should be responsible for this 

-- Any changes in process that may impact output 

-- Always present problems with solutions -- partner for solutions 

-- Any improvement in process share with your manager 

In addition to above the below is responsible for team 

-- Company events 

-- Stratergy 

-- policy changes 

Delegation and Assigment of Tasks 

-- When delegation is difficult 

-- When delegation is easy 

-- when delegates are motivated 

-- When they are expert in their process 

-- time for completion do checkout 

Core Guiding principles 

-- Respect for Individuals 

-- Service for customers 

-- Striving for excellence 

Disciple and Justice 

-- Well disciple team, people know what to do , Behaviour according to desired expectations

Justin

-- justice is fair and equal treatment to all individuals 

-- people want others behaving in a manner similar 

Human performance analysis

-- provide reinforcement behaviour 

-- 4 positive for 1 negetive , recognition vs critisism 

Standard work 

-- you cannot have continous improvement unless you have standard work 

-- Is it bad execution or its Bad standard work 

What is standard work for leader , this should be well defined 

Teams 

-- create a high performing team, Dont lead CATS ( individual people)

-- Having multi skill teams , it becomes easier for team members

Defining structure of your team

-- 

Optimizing performance for your team

-- What information 

-- what skills 

-- what tools , Software , computers 

-- What motivations - Awards , Rewards , Praise 

Stages of Team Development 

-- Forming - Figuring team dynamics 

-- Storming -- people rebel about responsibilities 

-- Norming - People settle into roles 

-- performing -- things become fluid , people perform at high level 

Who decides and who controls 

-- depends on maturity of the team

-- as team has demostrated responsibility , you give the control to the team 

-- So first we need to show team what a good behaviour is 

Team charter 

-- What is the purpose , Who is on the team ( or may be what aare the jobs)

-- who is the sponsor of the team 

-- Define process -- what is input , what is output . Set the boundries of the team 

-- what are the performance responsibilities of team 

-- what is code of conduct -- example showing up on time, 

-- what is communication resposibility - who do we communicate and how