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An Action Learning Success Story: Leading Effective Teams
An Action Learning Success Story: Leading Effective Teams
Ron Weisinger An Action Learning Success Story Leading Effective - - PowerPoint PPT Presentation
Ron Weisinger An Action Learning Success Story Leading Effective - - PowerPoint PPT Presentation
Ron Weisinger An Action Learning Success Story Leading Effective Teams Greater Boston ASTD Meeting March 15, 2011 An Action Learning Success Story: Leading Effective Teams Pre-training Assessment An Action Learning Success Story: Leading
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An Action Learning Success Story: Leading Effective Teams
Leading Effective Teams-Life Sciences Division Pilot
Objective
Increase Team Leader Capabilities in the Life Sciences Division.
Training Format
- 1. Spaced learning to optimize impact.
- 2. Facilitated as highly interactive workshops with ample opportunity for hands on
practice.
- 3. Sessions will foster networking among participants.
- 4. Participants will have “homework” assignments that require practical application of
the learning.
- 5. Managers of participants will be coached to play a coaching role before, during, and
after the training.
Schedule
Kick Off with Coaches 8/31 The Leader’s Role in…
Building Teams
9/9
Facilitating Meetings
9/27
Working with People
10/7
Decision Making
10/21
Influencing Others
10/29
Managing Conflict
11/11
Close with Coaches
11/22 Training Design, Content and Delivery by Karen Bennett Leadership, Team & Organization Development
karenmbennett@mindspring.com
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An Action Learning Success Story: Leading Effective Teams
Tools Provided to Team Leaders
Force Field Analysis Cause & Effect Diagram Affinity Diagram Decision Matrix Structured Brainstorming
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An Action Learning Success Story: Leading Effective Teams
Behaviors That Support Development
Actively soliciting and
embracing feedback
Introspection; a willingness to
look at oneself
Being receptive to changing
conditions or circumstances
Venturing outside one’s
comfort zone
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An Action Learning Success Story: Leading Effective Teams
Application of Classroom Learning
Answering these three questions should help you determine if you are effectively applying what you’ve learned in “Leading Effective Teams”
1.
How does the activity relate to the Team Leader dimension I’m working on?
2.
How do I make it actionable?
3.
How will I know if it’s having the desired impact?
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An Action Learning Success Story: Leading Effective Teams
Using Your Manager as a Coach
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An Action Learning Success Story: Leading Effective Teams
Just as the participants in Leading Effective Teams need a plan for how they will apply key learnings back
- n the job, you will need to think about your own
“plan” for providing effective and efficient coaching support (just in time/just enough) In deciding the “time, place and manner” of your coaching support ask yourself these questions:
1. Do I know what knowledge or skill my direct report is working
- n during the time between classes?
2. How can I help him/her identify specific behaviors, techniques,
- r actions to practice?
3. How can I monitor his/her efforts? 4. How can I solicit third-party feedback? 5. How can I help him/her reflect on the “application of learning”
The Five Questions of Highly Effective Team Leader Coaching Support
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An Action Learning Success Story: Leading Effective Teams
1.
Within two days of each class, meet with your direct report
Ask what s/he’s going to work on, how s/he intends to do it, and if there’s any help you can provide (such as preparing for a difficult team meeting)
Ask how s/he’s going to solicit feedback
Ask how s/he’s going to reflect on his/her own progress
2.
Attend a team (or other) meeting to observe for yourself how your direct report does with his/her planned application
3.
Have a brief “skip-level” discussion with people on the team for their feedback
4.
Have a discussion 1-2 days before the next class to review and recap what’s been practiced during the last two weeks
Ask for his/her self assessment first
Ask for insights gained, difficulties encountered, barriers overcome, etc.
5.
If you have more than one direct report in the training, you could meet with them as a group to accomplish suggestions 1 and 4
The Five Suggestions For Highly Effective Team Leader Coaching Support
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An Action Learning Success Story: Leading Effective Teams
Reminders for Effective Coaching
Test for receptivity before offering
“advice”
Don’t be judgmental; preserve
self-esteem and acknowledge that taking risks with new behaviors is hard work
Use of open-ended probes is a very
effective way to help your direct report “self critique”
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An Action Learning Success Story: Leading Effective Teams
Application of Learning Ideas Generated by Team Leaders at Final Session
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An Action Learning Success Story: Leading Effective Teams
What Participants Are Saying Now
I recall the course fondly. It is amazing how relevant this course is a few years after taking it.
Planning is everything. I looked up my summary presentation where I
put together a detailed agenda for a 5 minute talk to show how you can get things done if you plan. Knowing where you want to go before the meeting, and preparing to drive the Team there together is the Holy Grail.
Awareness of what is going on in yourself and others is paramount to
getting decisions made versus protracted discussions.
You have to live it (i.e., the Team Leadership Experience) to know it.
And the way the course was done, we lived it, practiced it, so we could incorporate it into the way we do things. Peter R.
R&D Manager
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An Action Learning Success Story: Leading Effective Teams
What Participants Are Saying Now
The training not only focused on developing essential team leadership skills, but it also formed and strengthened a strong sense of team and empowerment throughout the organization. More impressive, however, is that years later many of the trainees still reference the course materials and practice what they learned. The organizational impact is indeed lasting.
Mike C.
R&D Manager
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An Action Learning Success Story: Leading Effective Teams
What Participants Are Saying Now
The two things that stand out in my mind from that training were meeting management and decision tools. For the former, I still use the practice of sending out a firm agenda prior to the meeting, trying to stay on schedule to the agenda, and making sure action items are clearly assigned and committed to by the assignees. The decisions tools are memorable because of the comparative approach used to weigh
- ptions that factor in criteria like cost and customer need.
Matt D.
Group Product Manager
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An Action Learning Success Story: Leading Effective Teams
What Participants Are Saying Now
I come back often to the training. I would say the two biggest things are:
ask why we have a team in the first place; i.e., make sure there is
a clear business purpose that the whole team is aligned on with the sponsor(s)
every now and then, step back from the "content" focus of the
team and assess the process of the team to see how we are relating to each other and to see whether our roles are clear with shared processes John L.
Director, R&D
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An Action Learning Success Story: Leading Effective Teams
The Participants
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An Action Learning Success Story: Leading Effective Teams