(精品)NLAP-Saurabh

Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,*,Facilitated by :,Edmund Tan & Annie,Phua,17 & 18 Jun 2009,Citiphone,Conference Room,New Leader Assimilation Program,Saurabh,NLAP Leader Transition,Relationship Management,Boundary Management,Leadership Action,Change,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 power redistribution,Change,Learning 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 genuine ,thinking together,.”,Seenge,The Fifth Discipline,NLAP Categories,Relationship Management,Work Climate,People,Team,Boundary Management,Vision,Mission,Stakeholders,Challenges & Opportunities,Leadership Action,Strategy,Action Plan,Teamwork Pulling Together,Instead of Pulling Apart,A team is a group of people 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/ Shell,Leadership Team Performance,Typical Actions,Alignment of Skill Sets,Vigorous Discussion,Skillful,Debate,Problem 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-making,Barr & Barr,Expected Outcomes,Smoother Transition,Open Dialogue,Effective Relationships & Work Flow,Clarify of Vision & Mission,Significant Actions,Leadership Edge Innovation, Improvement and Business Initiatives,Relationship Management Process,Work Climate People - Team,Purpose,: Set the foundation for a high performance management team by clarifying roles, relationships of the team and the work climate,Work 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 pictorial map by drawing pictures, symbols or objects to capture your answers,Do not use words on your climate map,Questionnaire Results Work Climate,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 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 environment,2) Supportive team members and colleagues,3),Understanding & charismatic Manager,4) Good remuneration & benefit packages,5) 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) Communication 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 judgment that you made or that someone else made,Is forthright, candid communication where people responsibly express genuine thoughts, feelings and intentions,Open Communication,People have strong innate drives,To Belong,To be Respected & Appreciated,To Contribute,To be Heard,To Avoid Pain,Human Nature - Operating Principles,People : Who are we?,Who are you?,What is your passion?,What do you dislike?,What is something you are proud of doing?,Questionnaire Results Communication and Teamwork,Qn,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 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 ownership,Boundary Management Process,Understand the priorities & challenges by exploring,Vision Mission Stakeholders Challenges / Opportunities,Purpose : Identify critical priorities of the business,The 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.,VISION,Mission,Business Unit, The primary Business Unit represented by the New Manger 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 mission,Mental Map,Mental 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 situation,Stakeholder,Stakeholder, Someone or some group who has a personal stake in the outcome 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 success,Primary Stakeholder,Expectation :,Past Challenges :,Future Opportunities :,New Leader Stakeholder Contacts,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 or reparation,Landmines,Brainstorming 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 desired,Hitchhiking on each others ideas is helpful (combine and improve ideas offered),Brainstorm,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 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 annually 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 process flow in getting things done.,1)Staff capacity due to high manpower turnover; 2)Remuneration 3) Staff motivation level,Reduce defects, maintain,tsf,90% and above,Individuals verbalize their reason for decisions or opinions so others can consider interpret, question and discuss their thought processes.,Individuals openly and candidly share reasoning, compare agreement and/or disagreement points and give additional information that affects the discussion.,Shared Reasoning Skill,LEADERSHIP ACTION,Develop the teams follow-up actions,People Structure Support - Technology,Purpose,: Ensure that the top Management Team has the capability to accomplish the priorities,Questionnaire Results Roles & Expectations,5.17Regular Performance Feedback,5.17Clear about our roles and what is expected of us,Questionnaire Results Process & Structure,Recommended Actions for the New Leader .,New Leader Actions,Recommended Actions for Direct Reports .,Direct Reports Actions,Learning Organization & Learning Individual,Ask yourself these questions & prepare to share your answer,What have I learned?,What am I going to do differently?,What did I learn about this team?,BALANCED INTELLIGENCE,EQ Emotional Quotient is interpersonal competence ,people skills,IQ Intelligence Quotient is mental cognitive competence ,analytical skills,Leadership requires,EQ,as well as,IQ,IQ,EQ,The 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 Excellence,Outstanding Performers show great strengths in a range of emotional competencies:,Influence,Team Leadership,Political Awareness,Self-confidence,Achievement Drive,Daniel Goleman Working with Emotional Intelligence,