work team mobilization methodology no. m3 august, 2000
TRANSCRIPT
Work TeamMobilization
Methodology No. M3
August, 2000
Work Team Mobilization
Objective:
• To train, inform, organize, inspire and motivate the Integration Work Teams members to support the Functional Integration Charters. To introduce the guidelines to train and motivate individuals to perform as a team where the cooperative force of the group is greater than the sum of the individual contributions.
• To enable the Integration Work Teams to accomplish commonly held objectives and generate performance improvements that span cultural, operational, organizational, functional and work processes.
The Power of Teamwork
When individuals perform as a team, the cooperative force of the group is greater than the sum of the individual contributions.
Natural Work Teams
A select group of people who work together to accomplish commonly held objectives.
• Right sized: 6 - 12 people
• Temporary: Disband when job is done
• High performing: Plan • Do • Check • Act (The Demming “mantra”)
• Flexible: Think Out-of-the-box & Innovative
A Natural Work Team Is a Natural Fit
• Involvement
• Commitment
• Achievement
• Recognition & Reinforcement
• Motivation
• Enduring success
• Interdependence
A select group of people with a natural and common purpose to challenge and work together to accomplish results:
Involvement
Commitment
AchievementCommunicationsand Understanding
Recognition& Reinforcement
Motivation
Teams
Team Philosophy: “The Ride To The Airport”
• Desire
• Direction
• Dedication
• Drive & Determination
• Don’t Doubt yourself
• “...Hey, it’s a Zen thing, you know, like Yoko and the Beatles”
Boston taxi driver 1996
“I don’t mean to get spiritual, but my philosophy about how teams are supposed to work together is “the four... or five D’s’...
7
Time
Ap
titu
des
Innovate new ideas
Learn new ways to work
Gain Experience
Build Knowledge
DevelopNew Skills
Achieve Wisdomand Practice Good
Judgment
Attitudes
Performance
A facilitator knows the road ahead, has experienced it
before, and has the wisdom to avoid perils and see wins.
The Team’s developmental cycle of change is tough at first:
Stages of Team Development
Natural Work Team: Purpose Statement
• Reduce costs
• Improve efficiencies
• Grow revenues
• Rationalize assets
• Change behaviors and business culture
• Satisfy customers
To implement change that generates performance improvements that span cultural, operational, organizational, functional and work processes.
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Discover the cause and effect of key issues and problems
Effect
Natural Work Team: Objective
Cause
Team Lead • Manages team effectiveness • Assigns responsibilities • Integrates with other Natural Work Team’s
Team • Provides ideas and suggestions, works problems Member and issues and completes assignments
Facilitator • Leads the team in problem-solving sequence • Facilitates teamwork
• Offers process and content expertise
Resources • Contributes knowledge, experience and wisdom in finding a solution and building a plan of action
Natural Work Team Membership
Participant Responsibility
Natural Work Teams Solve Problems and Work Critical Issues
• Challenging the status quo
• Listening for fresh perspectives
• Seeking solutions rather the assigning fault
• Challenging assumptions
• Validating data and information
• Innovating new approaches
more...
Relentlessly seek opportunities to improve performance:
Natural Work Team's Solve Problems and Resolve Critical Issues
Relentlessly seek opportunities to improve performance
• Defining the Who - What - When - Where - When - How
• Organizing findings with retraceable logic
• Encouraging and empowering innovation
• Defending open-mindedness
The Natural Work Team Problem Solving Tool
1. State the problem
2. Illuminate why it’s a problem
3. Generate ideas
4. Down-select to key ideas
5. Identify benefits, barriers and concerns
6. Work critical concerns
7. Develop action plan, assign next steps
Teams Mobilize Organizations to Drive Change
• Create a shared need
• Lead by example... with passion
• Clarify the vision, mission, strategy, objectives and goals
• Over-communicate top-down / bottom-up successes
• Role-model continuous change
• Create learning organization by transfering knowledge and socialize lessons learned
• Visibly recognize and reward high performance
• Measure and communicate progress often
Why Teams Fail
Unclear goals
Changing objectives
Lack of accountability
Lack of managementsupport
Unclear roles
Ineffective leadership
Low priority of team
No alignment of rewards with team achievements
55%
55%
51%
49%
47%
45%
40%
30%The Hay Group
Teams Have Proven To Be The Answer...Teams Make Change Happen...
Content:
If you want people motivated to do a good job, give them a good job to do.F. Herzberg
Choice:
Nothing can justify excluding the individual from active and responsible participation in decisions affecting his career. D. McGregor
Collaboration:
All of us are smarter than any one of us.D&R Johnson
Self-motivated Team
SkillsCreativity
Knowledge Experience
Wisdom
Leadership and
Facilitation
Talent
Teams Own the Solution
“You can not do for others what they must do for themselves. People will support that
which they create.”Abraham Lincoln
“The thinking, decisions and making of change must include the people who will
have to live with it.”
Paul Bowler: Welder, Local 5, Boston, Ma
Teams Have Proven To Be The Answer...
Team self-motivation: The right people with the right perspectives to working together