Team Building and Leadership: Create-Learning » Images http://create-learning.com/blog Organizational Development - Team Building - Leadership Training - Executive Coaching - Facilitation Wed, 16 May 2012 15:56:33 +0000 en hourly 1 http://wordpress.org/?v=3.2.1 Making Teams and Leaders Better. Notes from High Performance TeamBuilding Classes http://create-learning.com/blog/buffalo-ny/making-teams-and-leaders-better-notes-from-high-performance-teambuilding-classes http://create-learning.com/blog/buffalo-ny/making-teams-and-leaders-better-notes-from-high-performance-teambuilding-classes#comments Wed, 16 May 2012 15:56:33 +0000 mike http://create-learning.com/blog/buffalo-ny/making-teams-and-leaders-better-notes-from-high-performance-teambuilding-classes Currently I’m Teaching a High Performance Team Building Professional Development Program for the University at Buffalo, NY.

Below are some of the flip chart notes, from the section on the Team Performance Model.

Overview of this section – 7 Steps to Team Performance

  • Explore the creation and sustainment of High Performance teams.
  • Co-Create Solution Focused questions and methods for advancement of each step.
  • Leave with a working model and application to your work and team lives.

Lessons Learned from this section – 7 Steps to Team Performance

  • Knowledge of how to put this model into existing teams to improve effectiveness of people on the team.
  • A series of question and tactics that can be used to move a stuck-team into motion and success.
  • Examples and ways to implement this system into your organization, teams and individual contributors.

 

To learn more about this program and others like it…Click Here

Click on any of the photos to enlargeHigh Performance TeamBuilding _ www.create-learning.com _ Michael Cardus (3)High Performance TeamBuilding _ www.create-learning.com _ Michael Cardus (4)High Performance TeamBuilding _ www.create-learning.com _ Michael Cardus (5)High Performance TeamBuilding _ www.create-learning.com _ Michael Cardus (6)High Performance TeamBuilding _ www.create-learning.com _ Michael Cardus (7)High Performance TeamBuilding _ www.create-learning.com _ Michael Cardus (8)High Performance TeamBuilding _ www.create-learning.com _ Michael Cardus (9)

Team Building Leadership Innovation expert Michael Cardus

michael cardus is create-learning

]]> http://create-learning.com/blog/buffalo-ny/making-teams-and-leaders-better-notes-from-high-performance-teambuilding-classes/feed 0 Team Building & Leadership in Wisconsin http://create-learning.com/blog/manager-training/team-building-leadership-in-wisconsin http://create-learning.com/blog/manager-training/team-building-leadership-in-wisconsin#comments Mon, 23 Apr 2012 14:06:22 +0000 mike http://create-learning.com/blog/manager-training/team-building-leadership-in-wisconsin Invited to La Crosse WI by ASQ Section 1216 La Crosse / Winona to present a 3 hour interactive education talk on ‘The Demystification of Quality Leadership’.

The ASQ Statistics Division, some sharing on the ASQ Team Excellence Awards from the Quality Education Division, and a closing talk by Richard Kyte and Thomas Thibodeau of Viterbro Universities Servant Leadership Masters Program, made the conference amazing.

Here are some photos from the Conference.

ASQ La Crosse Winona 2012 _ www.create-learning (1)ASQ La Crosse Winona 2012 _ www.create-learning (3)ASQ La Crosse Winona 2012 _ www.create-learning (7)ASQ La Crosse Winona 2012 _ www.create-learning (20)ASQ La Crosse Winona 2012 _ www.create-learning (21)ASQ La Crosse Winona 2012 _ www.create-learning (26)ASQ La Crosse Winona 2012 _ www.create-learning (37)ASQ La Crosse Winona 2012 _ www.create-learning (38)ASQ La Crosse Winona 2012 _ www.create-learning (44)ASQ La Crosse Winona 2012 _ www.create-learning (47)ASQ La Crosse Winona 2012 _ www.create-learning (56)ASQ La Crosse Winona 2012 _ www.create-learning (57) 

The Demystification of Quality Leadership

In this highly interactive workshop we will demystify what is takes to be a Quality-Leader. You will leave with a clear and distinct understanding of what Quality-Leadership within your work and life is, and how to maximize the talent you already have to continually improve the quality of your organization, team and people.

Plus these Leadership skills;

  • Create an Organization and Team that attracts trust and talent.
  • Use the ‘Cascade-of-Leadership’ to increase the quality and throughput of your organizations work.
  • Steps to develop high performance quality teams.
  • Steps to lead high performance quality teams.
  • A formula that can be used to match the right person to the right work. Ensuring the task is completed on time and within quality standards.
  • Knowing your Quality-Leadership Strengths.
  • How to determine strengths and constraints in other leaders and what to do about it.
  • Improve the problem solving and decision making of yourself and others

If you are interested in learning more and offering this workshop to your team and leadership CONTACT MIKE

michael cardus is create-learning

]]> http://create-learning.com/blog/manager-training/team-building-leadership-in-wisconsin/feed 0 How can we avoid poor team performance? Don’t Promote People who Can’t do The Work. Two images that support this claim. http://create-learning.com/blog/team-building/how-can-we-avoid-poor-team-performance-dont-promote-people-who-cant-do-the-work-two-images-that-support-this-claim http://create-learning.com/blog/team-building/how-can-we-avoid-poor-team-performance-dont-promote-people-who-cant-do-the-work-two-images-that-support-this-claim#comments Wed, 18 Apr 2012 16:13:08 +0000 mike http://create-learning.com/blog/team-building/how-can-we-avoid-poor-team-performance-dont-promote-people-who-cant-do-the-work-two-images-that-support-this-claim

Two favorite images illustrating the need for Managerial-Leadership and Team Development systems to be used within companies. Great teams and managerial-leaders happen on purpose.

  • Click on either image for it to be enlarged.

How Can We Avoid This?

team building and leadership expert michael cardus

 

Don’t Promote People Who Believe This

team building and leadership expert michael cardus

Both of the above images are slides used in The Demystification of Leadership Workshop.

 

What do you think?

About the images, the points being made, the need for team leadership and team building systems?

Team Building Leadership Innovation expert Michael Cardus

michael cardus is create-learning

images by accent on eclectic and Aaron Escobar ♦ (the spaniard)™

]]> http://create-learning.com/blog/team-building/how-can-we-avoid-poor-team-performance-dont-promote-people-who-cant-do-the-work-two-images-that-support-this-claim/feed 0 Establishing Team Goals 4×4 Matrix. Work gets completed when people know what to do. http://create-learning.com/blog/team-building/establishing-team-goals-4x4-matrix-work-gets-completed-when-people-know-what-to-do http://create-learning.com/blog/team-building/establishing-team-goals-4x4-matrix-work-gets-completed-when-people-know-what-to-do#comments Wed, 22 Feb 2012 14:37:51 +0000 mike http://create-learning.com/blog/team-building/establishing-team-goals-4x4-matrix-work-gets-completed-when-people-know-what-to-do Team Building and leadership expert michael cardus

Consulting & Coaching a Management team, we created this 4 x 4 Goal (what-by-when) matrix. We found that when you look at the system that the work is being completed in, the goals that are established and how they are set affects how the work gets done or even if it gets done.

Try it yourself and with your team. Look at the 4 boxes of the 2 essential components of a Goal what-by-when.

  • Choose one goal you are currently working on and see which box you fall into.
  • Determine what is needed right-now for your team / you to complete the task within quality and time specifications.
  • What is already somewhat successful about your progress on this goal so far?
  • If you were operating in the upper-right What-by-When is clear and distinct, how would your work be different? What would you be doing? How would your team work?
  • What is one step you can take to improve what you are already doing?
  • What would be happening, how would you know that your team / you were operating in the upper-right quadrant?

 

What do you think?

Is the above chart helpful to you? How?

Team Building Leadership Innovation expert Michael Cardus

michael cardus is create-learning

]]> http://create-learning.com/blog/team-building/establishing-team-goals-4x4-matrix-work-gets-completed-when-people-know-what-to-do/feed 0 What’s the Companies goal & how do you fit in? Team Building Activity http://create-learning.com/blog/team-building/whats-the-companies-goal-how-do-you-fit-in-team-building-activity http://create-learning.com/blog/team-building/whats-the-companies-goal-how-do-you-fit-in-team-building-activity#comments Wed, 01 Feb 2012 16:50:31 +0000 mike http://create-learning.com/blog/team-building/whats-the-companies-goal-how-do-you-fit-in-team-building-activity The majority of problems within teams and organizations comes from unclear goals. Once the Goals are agreed upon and known my preference is within a QQT/R format then developing the Roles and Procedures can happen.

BUT without the Goal you will have failure, or if the work does get done it’s late, over budget, below quality standards, and people are angry and demotivated.

I recently led this Team Development activity with a company of Environmental Consultants and it created a great discussion about the knowledge and lack of knowledge about the goals of the Organization and the people who work there.

TeamWork and Communication. Create-Learning team building & Leadership www.create-learning

What’s The Goal?

Objective

  • Complete quality work on time, within standards
  • Create a discussion about the companies overall goal
  • Clarity of why the company is in business
  • Enable employees to make decisions that are aligned with the Organizational goals
  • Employees to discover how their work, is aligned with the goals of the company

Materials

  • Flip chart paper
  • Markers

Group Size

  • Works best with teams of 6 or less

Preparation

  • Take some time and research the company see if you can determine what their goal is. Generally you can find some version of this on their website and materials.
  • Make sure you have flip chart paper and plenty of markers
  • If you want to get fancy, you can have the questions written before hand or on a power point slide

InstructionsTeamWork and Communication. Create-Learning team building & Leadership expert michael cardus

Break people into teams of 6 or less there are a variety of ways to do this.

I suggest you try to mix people who don’t normally work together, that will create a richer discussion.

This is a 2 part activity, in their groups they are going to answer the following two questions. Then create a shared visual / metric / representation of all your responses as a team. The shared information must be visual with no words or letters.

The questions.

What is the Goal of the company?

  • The larger organizational goal, why we are in business.

How does your role within the company contribute to this goal?

  • Create a shared visual / metric / representation of all your responses as a team.

 

Allow for ~15 – 20 minutes of discussion and drawing. Walk around answer any questions and listen to the discussions going on.

After the 20 minutes ask the teams to take turns sharing their responses to the 2 questions. Facilitate any question and answer time – then tape the flip charts to the wall so everyone can see the responses.

Connections and Concepts

TeamWork and Communication. Create-Learning team building & Leadership www.create-learning (36)Goals drive everything a a company. Many manages and C-level executives believe that people ‘should just know’ what the goal is, and they themselves may not be too sure of the goal! Having a discussion and hearing from the employees what they see as the goal and how they think their work contributes to this goal will strengthen the work that everyone does.

Keeping it visual will also keep it simple. The goals should not be too complicated the visual representation will keep people engaged in the discussions.

The power of this activity is in the discussions that happen, keep them talking and gather the information for people to use later.

Processing and Reflection

Now that everyone has shared and you have the images hanging on the wall, it’s time to see what we can do with this information. Here are some discussion questions.

  • In your small teams how did you reach agreement on the goal of the company?
  • In your small teams how did you reach agreement on how your work contributes to the company goal?
  • Looking at these representations, what commonalties did we discover?
  • If we all knew, with certainty what the Company Goal is – how would these images be different?
  • How would your contribution to the goal be different?
  • What about this activity was useful to you?
  • What about this activity was useful to the company?
  • What is one step that the management can take to make the goals clearer?
  • What is one step that you can take to understand the goals better?
  • How will we know that this has happened?
  • When can we go-and-see?
  • Once those steps are accomplished, what will be better about your work?
  • Once those steps are accomplished, what will be better about the company?
  • What is already happening that shows up progress is being made?

Variations

Instead of company ask about the Department you work in, the project you are working on, the people you work with, etc…

 

Hire Mike

Need experiential and hands-on ways to create lasting memories and content in your programs / workshops / and lessons.

Mike is your answer. He will create and develop customized activities and simulations for what you need. Contact Mike (mike@create-learning.com)

Mike will come to you to facilitate the action learning and processing, or can just send you a document with videos and photos of how to do everything you need.

Mike will make you a success and your next meeting and training program better than ever.

Create-Learning Contact

]]> http://create-learning.com/blog/team-building/whats-the-companies-goal-how-do-you-fit-in-team-building-activity/feed 1 The Difference is the Point of Interaction http://create-learning.com/blog/manager-training/the-difference-is-the-point-of-interaction http://create-learning.com/blog/manager-training/the-difference-is-the-point-of-interaction#comments Thu, 19 Jan 2012 15:39:33 +0000 mike http://create-learning.com/blog/manager-training/the-difference-is-the-point-of-interaction Every employee is entitled to have a competent manager with the capability to bring value to their problem solving and decision making. Contact Mike make your team and leaders better.

Team Building and Leadership Expert Michael Cardus

  • Click on the image to enlarge.

This image above explores the differences between an Organizational Structure that has NO managerial-leadership coaching and an Organizational Structure WITH managerial-leadership coaching.

The image on the right reflects the ‘Cascade-of-Planning’ model or in Lean Manufacturing the Hoshin Kanri used in the Toyota Production System. The difference is where the manager and subordinate interact.

WITH OUT Coaching

  • Interaction happens in limited time-frames and generally only when something goes wrong.
  • Accountability is forced down the hierarchy and the idea of failure, development and growth is often frowned upon.
  • Management is quick to blame employees and see the ‘people as broken’.

With Coaching

  • Interaction is regular and expected, once the manager is accountable for the output of the subordinate, then give-and-take must happen in task delegation and work being accomplished.
  • Accountability is on the Manager to ensure that subordinates are working to their effectiveness. Improvement in decision making and problem solving leads to improved innovation and work of the team.
  • Management is able to examine the process-system that the work is being done in and determine what is stopping this person from doing their best.

 

What do you think?

Is this point of interaction amongst management and employee important? Have you ever had a manager who was great at coaching you to add value to your work?

 

Interested in enhancing and developing a Managerial Coaching Process within your organization and team? Looking to improve your existing managers coaching skills? Click the Box Below.Team Building Leadership Innovation expert Michael Cardus

michael cardus is create-learning

Inspired by Toyota Kata

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