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1、NLAP SaurabhNLAP Leader TransitionRelationship ManagementBoundary ManagementLeadership Action Change leaders and organizational dynamics change Change alters relationships, attitudes, feelings and behaviors Change is alteration, transformation or substitution that makes something different Change is
2、 power redistributionLearning Organization “At its essence, every organization is a product of how its members think and interact.”You are asked to participate today in Dialogue the basis for team learning. “Dialogue is the capacity of members of a team to suspend assumptions and enter into a genuin
3、e thinking together.”Seenge The Fifth DisciplineNLAP Categories Relationship Management Work Climate People Team Boundary Management Vision Mission Stakeholders Challenges & Opportunities Leadership Action Strategy Action PlanTeamwork Pulling TogetherInstead of Pulling Apart A team is a group of peo
4、ple who need each other to accomplish a result “The only relevant learning in a company is the learning done by those people who have the power to take action.”Arise de Gus, Royal Dutch/ ShellLeadership Team Performance Typical Actions Alignment of Skill Sets Vigorous Discussion Skillful Debate Prob
5、lem Solving Consensus Building Dialogue “Collective Mindfulness”Teamwork Behaviors Individually, Team Members Demonstrate Trust Candor Participation Shared Values Collectively, Team Members Demonstrate Accurate Listening Shared Reasoning Conflict Resolution Stakeholder Input into Decision-makingBarr
6、 & BarrExpected Outcomes Smoother Transition Open Dialogue Effective Relationships & Work Flow Clarify of Vision & Mission Significant Actions Leadership Edge Innovation, Improvement and Business InitiativesRelationship Management ProcessWork Climate People - TeamPurpose : Set the foundation for a h
7、igh performance management team by clarifying roles, relationships of the team and the work climateWork Climate Map“What is it like to work here?”The work climate is composed of the way people think, feel, behave and interact while doing their jobs. Discuss what it is like to work here Prepare a pic
8、torial map by drawing pictures, symbols or objects to capture your answers Do not use words on your climate mapQuestionnaire Results Work Climate4.83Work Satisfaction 4.67Stress Level 5.17Morale 5.33Work Climate 5.67Asking for Help 5.50Poor Performance Accountability 5.83Past Manager (Authoritarian
9、Participative) 5.00Past Manager (Controlling Trusting) 5.83Top Managers (Bored Committed) Qn 4 : Please complete the following sentence : “ I like coming to work when”The supports are there. I enjoy or happy on what Im doing. without sudden surprise of errors especially the teams have understand the
10、 process flow of it. The environment are clean; Full attendance; CPO are independent know where to get info from e-sok I believe that everyone out there make a difference and we work and support one another as a team 1) Good working environment2) Supportive team members and colleagues3) Understandin
11、g & charismatic Manager4) Good remuneration & benefit packages5) Consistent appreciation and recognition Qn 5 : If you could change two things in this organization, what would they be? 1) Computers to flat screen to have that executive style; 2) Benefits 1) Staff recognition and appreciation; 2) Com
12、munication across the organization 1) Salary; 2) Benefits 1) Mindset; 2) Way of working 1) Understanding from others to get job done. Perception & Judgment Fact : a real event, past or present, that has been personally observed or has been correctly documented verified as true Opinion : a personal j
13、udgment that you made or that someone else madeIs forthright, candid communication where people responsibly express genuine thoughts, feelings and intentionsPeople have strong innate drives To Belong To be Respected & Appreciated To Contribute To be Heard To Avoid PainPeople : Who are we? Who are yo
14、u? What is your passion? What do you dislike? What is something you are proud of doing? Questionnaire Results Communication and Teamwork5.50Trust5.33Candor5.00Participation5.00Shared Values5.08Listening5.17Shared Reasoning5.42Conflict Resolution5.42Stakeholder4.83Cooperation5.33Shared Risk5.50Teamwo
15、rk5.17Information5.17EffectivenessQn 3 : What are the biggest challenges to teamwork across work groups? Communication breakdown. Communication channels with all staffs Communication must be up todate overall the levels To have the same goals and to work together to achieve The biggest challenge to
16、teamwork across work group will be to get people from various level to work together to achieve the common goals Involvement in process flow- Reading e-mails- Taking up an ownershipBoundary Management ProcessUnderstand the priorities & challenges by exploringVision Mission Stakeholders Challenges /
17、OpportunitiesPurpose : Identify critical priorities of the businessThe image, picture, or description of a desired future state the verbal dot on the wall of the future that keeps the organization moving toward that reality. Mission Business Unit The primary Business Unit represented by the New Mang
18、er and Direct Reports Business Unit Mission The primary purpose served by this Business Unit, rather than the primary purpose of the corporate organization Primary Work Functions Identification of the fundamental or core functions that this Business Unit must do well in order to meet its missionMent
19、al MapMental map refer to the images people use to make sense of their world. It is a visual image, schema, framework, or paradigm for seeing, assessing and interpreting situations the way the mind frames up a situationStakeholder Stakeholder Someone or some group who has a personal stake in the out
20、come of what the Business Unit does Primary Stakeholder someone who has a powerful personal stake in what you do could be a constituency who can significantly help or hurt Business Unit successPrimary Stakeholder Expectation : Past Challenges : Future Opportunities : New Leader Stakeholder Contacts
21、Who? Why? When? Where are the landmines? What could blow up? Problems that might be embedded or act like an explosive issue that can detonate and blow up to cause major concern, damage or wasted resources if not confronted. Issue that can explode and cause major resource to be used in damage control
22、 or reparationLandminesBrainstorming is a group dynamic activity involving spontaneous contribution of ideas without discussion or refutation. Please use these guidelines: No critical judgment is permitted Free wheeling is welcomes Quality, not quantity is desired1.Hitchhiking on each others ideas i
23、s helpful (combine and improve ideas offered)Qn 1 : Processes are critical to doing our jobs well. What suggestions for process improvement would you offer? Clearer learning path for supervisors. (Application Usage) Empowerment and authorities given to us. 1) To review current processes which could
24、be eliminated or centralized; 2) To get staff involved with process improvement 1) Training; 2) Review the current process to be more practical 1) Involvement of the right people for the right task; 2) Involvement of people on the procedures set; 3) Communication flow Processes should be reviewed an
25、nually if not every 6 months Qn 2 : What are the greatest challenges / opportunities facing this group in the next 12 months? Ensuring Delegation are done timely 1) Attrition; 2) Benefit 1) Attrition; 2) Increments 1) Getting things done by following the process flow; 2) Many didnt follow the proces
26、s flow in getting things done. 1) Staff capacity due to high manpower turnover; 2) Remuneration & benefit packages; 3) Staff motivation level Reduce defects, maintain tsf 90% and aboveIndividuals verbalize their reason for decisions or opinions so others can consider interpret, question and discuss
27、their thought processes. Individuals openly and candidly share reasoning, compare agreement and/or disagreement points and give additional information that affects the discussion. LEADERSHIP ACTIONDevelop the teams follow-up actionsPeople Structure Support - TechnologyPurpose : Ensure that the top M
28、anagement Team has the capability to accomplish the prioritiesQuestionnaire Results Roles & Expectations5.17Regular Performance Feedback5.17Clear about our roles and what is expected of usQuestionnaire Results Process & Structure5.50Traditional or Innovative and Stable 5.33Innovative 5.58Structured
29、for Best Fit for Work & Customer Needs 5.17People Are Aligned with Right People with Right Skills doing the Right Jobs 5.33Excellent Strategic Planning 5.17Excellent Tactical Planning 5.50Right Technology to Perform Our Work Recommended Actions for the New Leader .Recommended Actions for Direct Repo
30、rts .Learning Organization & Learning Individual Ask yourself these questions & prepare to share your answerWhat have I learned? What am I going to do differently? 1.What did I learn about this team? BALANCED INTELLIGENCE EQ Emotional Quotient is interpersonal competence people skills IQ Intelligenc
31、e Quotient is mental cognitive competence analytical skills Leadership requires EQ as well as IQIQEQThe Ratio of Competence 67% of the abilities deemed essential for effective performance were emotional competencies. Compared to IQ and expertise, emotional competencies mattered twice as much. Performance ExcellenceOutstanding Performers show great strengths in a range of emotional competencies: InfluenceTeam LeadershipPolitical AwarenessSelf-confidence1)Achievement DriveDaniel Goleman Working with Emotional Intelligence