Chapter 5 Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 1 5 High-Performance Teams – Key to Productivity Learning Outcomes 1.Identify and discuss characteristics of high- performance teams. 2.Describe the stages of developing work groups into effective teams. 3.Name three special types of teams.

Chapter 5 Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 2 5 Learning Outcomes 4.Explain how to build effective face-to-face and virtual teams. 5.Describe empowerment and explain how it differs from delegation. 6.Explain delegation and list steps to delegate effectively. High-Performance Teams – Key to Productivity

Chapter 5 Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 3 5  Characteristics of High-Performance Teams  Special Types of Teams  Developing Effective Teams  Empowering Your Team  Delegation High-Performance Teams – Key to Productivity

What is a team and why is teamwork emphasized so much? Note: difference between a work group and a high performance team Discuss It… Synergy: increased effectiveness that results from combined action or cooperation

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 5 Chapter 5  Approaches that build team performance: 1.Establish urgency and clear direction. 2.Choose members for skills and abilities. 3.Pay special attention to first meetings and actions. 4.Set clear behavioral rules. Characteristics of High-Performance Teams

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 6 Chapter 5 Characteristics of High-Performance Teams  Approaches that build team performance: 5.Focus on a few immediate performance- oriented tasks and goals. 6.Challenge the team regularly. 7.Spend a lot of time together. 8.Use positive feedback, recognition, and reward.

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 7 Chapter 5  Work Group: two or more employees working together to complete a task or achieve a common goal  Work group is the beginning stage of development  Work Groups do not meet standards or have the autonomy of high performance teams  High-Performance have synergy Work Group vs High-Performing Team

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 8 Chapter 5 Characteristics of High-Performance Teams Discuss It: What do you think are the most common characteristics of high performance teams? Talk to the person next to you and comprise a list

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 9 Chapter 5 Characteristics of High-Performance Teams: 10 Most Common Characteristics 1.Members have shared goals/objectives 2.Each member has knowledge /skills to contribute but all members do not have the same knowledge 3.Each member focuses on team goals and puts them ahead of his own goals 4.Each member is empowered: controls his own responsibilities and is held accountable

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 10 Chapter 5 Characteristics of High-Performance Teams: 10 Most Common Characteristics 5. Each member is committed to the work of the team, and the decided procedures and does his fair share 6. Each member is given opportunity to make decisions 7.Teams members are receptive to other members’ ideas, shares their own and communicates openly and effectively 8.Each member respects and trusts the others

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 11 Chapter 5 Characteristics of High-Performance Teams: 10 Most Common Characteristics 9.Each member supports team decisions once they are made 10.Evaluation and rewards are based on team performance, not individual performance

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 12 Chapter 5  Stage 1: Forming: manager helps members get to know each other and the task (not too much detail)  Stage 2: Storming: manager resolves conflicts and clarifies info  Stage 3: Norming: managers divide focus between members and the task  Stage 4: Performing: manager concentrates on task and monitors issues  Stage 5: Adjourning: manager helps members with dissolving of group and preparing for new tasks Stages of Team Development

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 13 Chapter 5 Misperceptions About Teamwork Figure 5.2

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 14 Chapter 5  Cross-Functional Teams: employees from different functional areas who are focused on specific objectives  What would be some advantages/disadvantages of working on a cross-functional team rather than a team from your work unit? Special Types of Teams

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 15 Chapter 5  Virtual Teams: employees who use electronic technology for primary interactions 1. What are some examples of technology this type of team might use? What problems do you see with a virtual team? D Discuss with class 2. Read “Straight Talk from the Field, p.87 and complete assignment  Project Teams: work on a specific project until it’s completed

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 16 Chapter 5  Set Up the Team Properly How would you do this? What are the important elements to consider?  Build Trust and Credibility  Value Diversity  Leverage Individual Strengths  Considerations for Virtual Teams Developing Effective Teams

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 17 Chapter 5 Build Trust and Credibility Example: delegating one of your assignments to a deserving team member or keep promises

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 18 Chapter 1  ch?v=XB4fREzCYZA ch?v=XB4fREzCYZA  on_sinek_why_good_leaders_ make_you_feel_safe?language =en on_sinek_why_good_leaders_ make_you_feel_safe?language =en

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 19 Chapter 5 Trust Within Teams

Administrative Management © 2015 Cengage Learning. All Rights Reserved.

Slide 21 Chapter 5  Set Up the Team Properly How would you do this? What are the important elements to consider?  Build Trust and Credibility  Value Diversity  Leverage Individual Strengths  Considerations for Virtual Teams Developing Effective Teams

Administrative Management © 2015 Cengage Learning. All Rights Reserved.  GRPI Model

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Chapter 5 Slide 23 Goals: The team has clear goals. All members understands and is committed. Roles and Responsibilities: Work is clearly structured. Individual strengths are identified. Everyone contributes and knows his responsibilities Processes: the team has determined effective ways to make decisions, resolve conflict, and share information (clear communicate) Interpersonal Relationship Skills: Team members positively relate to one another. There is trust and mutual support

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 24 Chapter 5  Empowered employees are:  Adequately trained  Provided with all relevant information and the best possible tools  Fully involved in key decisions  Fairly rewarded for results Empowerment: The process of making employees full partners in decision making and giving them the necessary tools and rewards What Is Empowerment?

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 25 Chapter 5 “The more power you give away, the more you have.” Frances Hesselbein, former head of Girl Scouts of America Class Discussion

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 26 Chapter 5  Positive results from team empowerment:  Consistently outperform competent employees  Employees can serve customers quickly.  Managers are freed from some responsibilities so they can focus on more important matters. Why Empower Team Members?

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 27 Chapter 5 Why Empower Team Members?

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 28 Chapter 5  Not everyone wants to be empowered.  There must be a common strategic direction.  Convey the strategic direction in a way that inspires people to see their role in its accomplishment. Steps Toward Empowering a Team

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 29 Chapter 5  Gain your subordinates’ trust  Build on shared values  Strive for complete business process/vision alignment  Use the right tools Steps Toward Empowering a Team

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 30 Chapter 5  Delegation  Assigning duties and responsibilities to another individual  Giving that person the necessary decision- making authority to be successful in the completion of assigned tasks Delegation

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 31 Chapter 5  Empowerment  Focuses on a philosophy, a culture, and an overall thread running through an organization  Delegation  Sharing direct authority and responsibility for specific work with your employee(s) Empowerment vs Delegation

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 32 Chapter 5  Discuss (consider benefits)  What are some reasons why managers would not delegate? Why delegate?

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 33 Chapter 5  Assess employees’ readiness  Choose what to delegate  Prepare training materials  Identify performance measures  Train employees Steps to Effective Delegation

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 34 Chapter 5  Let employees, customers, and vendors know  Give it meaning  Set your person up for success  Follow-up  Celebrate success and give credit Steps to Effective Delegation

Administrative Management © 2015 Cengage Learning. All Rights Reserved. Slide 35 Chapter 5 Key Terms  credibility  cross-functional team  delegation  empowerment  high-performance team  project team  synergy  team  trust  virtual team  work group