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Success in today's work world is more about team than individual performance.

Psychology Today

High Performing TeamsShauna Hughes

High Performing Teams – Agenda

• What is a team?

• Examples of HPT’s.

• Business context.

• Building a HPT.

• Overcoming Dysfunction.

• Do you have a HPT?

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What is a Team?

• A small number of people

• With complimentary skills

• Who share a common purpose and goals

• Commitment with a common vision of progress

• And mutual responsibility

Katzenbach & Smith, 1993

Examples of HPT

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Business Context

What are the underlying factors that are increasing the need for high-performing teams in organisations?

Factors Driving Need for HPT’s

• Continuous change—need innovation; to make rapid decisions; reduce inefficiencies; improve work processes.

• New management perspective: employees more decision authority; managers coaches rather than commanders.

• Job Security - Less likely to provide lifelong careers; employees move between businesses.

• Reduced hierarchical structure— Leaner, more agile, cross unit teams, decentralised decision making.

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Building a HPT

• Tavistock Institute: Emery, Trist and Bamforth.

– “Working in a coal mine” (1949).

• Tuckman - ‘forming, storming etc.’ (1965).

• Patrick Lencioni : 5 Dysfunctions of a team (2002).

• Bottom up participation• Self Regulating• Work-group autonomy• Multi-Skilling• Discretionary behaviour

Socio-Technical System

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Stages of Teams

• Forming

• Storming

• Norming

• Performing

• Mourning

LencioniModel

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• Understand individual team member’s natural conflict styles.

• Establish common ground rules for engaging in conflict.

• Acknowledge conflict is required for productive meetings.

# 2: FEAR OF CONFLICT Strategy for Overcoming:

• Spend considerable time in face-to-face meetings and working sessions.

• Identify and discuss individual strengths and weaknesses.

# 1: ABSENCE OF TRUST Strategy for Overcoming:

Overcoming The Five Dysfunctions

Overcoming The Five Dysfunctions

# 3: LACK OF COMMITMENT Strategy for Overcoming:

• Review commitments at the end of each meeting to ensure all team members are aligned.

• Adopt a “disagree and commit” mentality—make sure all team members are committed regardless of initial disagreements.

# 4: AVOIDANCE OF ACCOUNTABILITY Strategy for Overcoming:

• Explicitly communicate goals and standards of behaviour.

• Regularly discuss performance versus goals & standards.

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# 5: INATTENTION TO RESULTS Strategy for Overcoming:

• Keep the team focused on tangible group goals.

• Reward individuals based on team goals and collective success.

Overcoming The Five Dysfunctions

Questions?

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Biography

• Shauna Hughes MA, BSc• Consulting Partner with Oxen Park• Founder – Eye Change Consultancy• Caterpillar Inc. – Head of OD EMEA; HRM• Engage for Success – Lead Regional Ambassador• Certified Master NLP Practioner, Hypnotherapist• Mindfulness Trainer• P/T lecturer QUB; UU

• Contact Details– 07917817428– Shauna.Hughes@eyechangeconsultancy.co.uk– www.oxenpark.eu– www.facebook.com/EyeChangeConsultancy

Our Offer

• Initial team assessment.

• Team purpose, values, strategy, goals and roles.

• Team behaviours and feedback.

• Team governance and effective meetings.

• Conflict resolution and decision-making.

• Growth, development and learning.

• Team scorecard.

• Communications and marketing.

• Virtual / remote working.

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Our Approach

• Focus on the whole team (and the boss).

• Work collaboratively.

– co-design and wherever appropriate co-facilitate.

• Balance quick-wins and the medium-term – building great teams is hard.

• Deploy best tools including your own.

– We are big fans of Lencioni.

• Assume just a few days over a few months.

• Maybe you can do it yourselves.