Workshop on Leadership for Effective Teams, December, 2000 * Based on The One Minute Manager Building High Performing Teams Leadership for Effective Teams A workshop for the International Centre for Policy Studies, Kyiv, Ukraine, 16 December, 2000 M. Paul Brown School of Public Administration Dalhousie University Halifax, Nova Scotia B3H 3S7

Workshop on Leadership for Effective Teams, December, 2000 * Based on The One Minute Manager Building High Performing Teams Leadership Skills for High Performing Teams Diagnosis Adaptability Empowerment Being an effective observer as well as participants Responding as needed to team needs with respect to task and maintenance functions Increasing team involvement in decision-making, through support and empowerment

Workshop on Leadership for Effective Teams, December, 2000 * Based on The One Minute Manager Building High Performing Teams Essential Functions for Effective Team Performance What the team is supposed to be doing setting agenda establishing goals giving direction initiating discussion setting time limits giving & seeking information; summarizing Developing & maintaining group harmony & cohesiveness by: providing recognition encouraging participation managing team conflicts developing interpersonal communication Task Function Maintenance Function Maintenance Function

Workshop on Leadership for Effective Teams, December, 2000 * Based on The One Minute Manager Building High Performing Teams Elements of Group Interaction Content Process What task is being accomplished? What is happening to and between team members? Who is participating? Who decides on a course of action? How are conflicts handled? Who influences whom, and helps clarify goals & roles? What are the expectations and assumptions? How does the group go about problem solving?

Workshop on Leadership for Effective Teams, December, 2000 * Based on The One Minute Manager Building High Performing Teams Orientation DissatisfactionResolution Production Stage 1Stage 2 Stage 3 Stage 4 Low High Productivity, Morale, and the Stages of Team Development Morale Productivity

Workshop on Leadership for Effective Teams, December, 2000 * Based on The One Minute Manager Building High Performing Teams Orientation Dissatisfaction Solution Production Eager with high expectations Some anxiety--Where do I fit in? Testing situation and team leaders Depends on authority and hierarchy Gap between hopes and reality perceived Reacts negatively to team leader & members Frustration/anger around goals, tasks, action plans Feeling incompetent and confused Competes for attention & power Decreasing dissatisfaction Gaps between hopes and reality close Harmony, trust, respect build Self esteem, confidence improves Responsibility and control shared Feedback given Excitement about group participation Collaborates readily Feels team strength High confidence and performance in doing tasks Shared leadership

Workshop on Leadership for Effective Teams, December, 2000 * Based on The One Minute Manager Building High Performing Teams Group Development and Leadership Needs Orientation Direction (task focus) clarify roles & responsibilities high need for skills & information high morale lessens need for support Dissatisfaction Coaching (task and maintenance) direction because still developing skills support because morale is dropping listening because needs to express opinions telling because still needs information

Workshop on Leadership for Effective Teams, December, 2000 * Based on The One Minute Manager Building High Performing Teams Group Development and Leadership Needs Resolution Support (Maintenance Focus) have skills but need to build confidence and morale Production Delegating (Less need for task or maintenance focus) team empowered; assumes responsibility for direction and support

Workshop on Leadership for Effective Teams, December, 2000 * Based on The One Minute Manager Building High Performing Teams Team PERFORM Rating Form (Rank 1=low; 5=high) P urpose 1. Members know and are committed to common purpose ( ) 2. Goals are clear, challenging and relevant to purpose ( ) 3. Strategies for achieving goals are clear ( ) 4. Individual roles are clear ( ) E mpowerment 1. Members feel personal and collective sense of power ( ) 2 Members have access to necessary skills & resources ( ) 3. Policies and practices support team objectives ( ) 4. Members respect & are willing to help each other ( ) R egarding communications R egarding communications 1. Members express themselves freely and openly ( ) 2 Understanding and acceptance is expressed ( ) 3. Members listen actively to each other ( ) 4. Differences of opinion and perspective are valued ( )

Workshop on Leadership for Effective Teams, December, 2000 * Based on The One Minute Manager Building High Performing Teams Team PERFORM Rating Form (Rank 1=low; 5=high) F lexibility 1. Members perform different roles & functions as required ( ) 2. Members share responsibility for leading &developing team ( ) 3. Members are adaptable to changing demands ( ) 4. Various ideas and approaches are explored ( ) O ptimal Production O ptimal Production 1. Output is high ( ) 2. Quality is excellent ( ) 3. Decision-making is effective ( ) 4. Clear problem-solving process is evident ( )

Workshop on Leadership for Effective Teams, December, 2000 * Based on The One Minute Manager Building High Performing Teams Team PERFORM Rating Form (Rank 1=low; 5=high) Morale 1. Individuals feel good about membership on the team ( ) 2. Individuals are confident and motivated ( ) 3. Members have a sense of pride in their work ( ) 4. There is a strong sense of cohesion & team spirit ( ) R ecognition & Appreciation R ecognition & Appreciation 1. Individual contributions are recognized & appreciated ( ) 2 Team accomplishments are recognized by members ( ) 3. Team members feel respected ( ) 4. Differences of opinion and perspective are valued ( )