• 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.

michael cardus is create-learning

Inspired by Toyota Kata

• 12/27/11 – Photos of Teams
• 12/28/11 – Images used in presentations & Articles
• 12/29/11 – Team Building & Leadership activity (simulation)
• 12/30/11 – Blog article
• 12/31/11 – NEW YEARS!

Favorite Images Used in Workshops & Speeches 2011

• In no particular order.

This proved to be more challenging than I thought it would have been! These are all from 2011 speeches, workshop and presentation I gave, while not comprehensive, they are my favorites.

Below each image is a link to the content.

“When Ideas Have Sex, what do the babies look like”

“When Ideas Have Sex, what do the babies look like”

Creativity To Innovation: Implementing Inventive Solutions

L.E.A.R.N…Team Building & Leadership Model of Transferring Lessons into Organizational Reality

Relevance Enneagram-A Tool for Finding Value in Work.

Relevance Enneagram-A Tool for Finding Value in Work.

DiSC Team Building & Leadership. Discover Temperament

3 Steps to Improve Results of Employees & Management

High Performance Team Development & Leadership Workshop with Executive MBA’s

10 Team Dynamics That All Great Teams Share

Innovation and 21st Century Learning

Innovation and 21st Century Learning

Working & Managing Across Generations

Working & Managing Across Generations

Quality Tools for Quality Teams

Complexity and Achieving Goals at Work

7 Steps to High Performance teams.

Developing::Leading::Be a part of High Performance Six Sigma Teams

High Performance Team Development

10 Team Dynamics That All Great Teams Share

Archimedes Principle of Marketing Management

In Planning Why Does the By-When Matter?

What an amazing year 2011 was! Looking forward to meeting and working with your team and leaders in 2012.

michael cardus is create-learning

Archimedes Principle of Marketing Management:

Any individual who is responsible for the marketing campaign MUST have sufficient time-span management to handle the complexity of the campaign.

- The success (rise in fluid) will only move as high as the ability to handle complexity (weight) of the individual managing the campaign.

Archimedes Principle of Marketing Management:

• Any Marketing strategy will move to a level which coincides with the level of applied capability of the of the person running the campaign.

Within all project goals for organizations whether it is marketing, client acquisition, increased profits the person who is in charge and accountable for the success / failure of the project MUST have the intelligence and capacity to achieve the goal.

You will leave this workshop with;

• A tool to release the best work out of people.
• The ability to increase effectiveness of the people leading your Digital (Social) and Traditional Marketing processes.
• A metric that objectively measures employee and your own capacity to complete great work.
• Direct applications of the content to your Marketing Management.

Above is content and slides from a talk I gave at a Conference in Syracuse, NY. Whether the person is leading your digital marketing, traditional marketing or managing ANYTHING they must have the necessary ability to handle complexity and pull together the disparate parts to achieve the goal. Contact Mike to have this talk or workshop given to your team. 

michael cardus is create-learning

High Performance Team Building: Quality Tools for Quality Teams

Great Team Work happens on purpose. With a set of tools that people can be trained & coached to use. These tools allow all team members to do their best work in conjunction with the team.

Getting work done. 

Outcomes:

• Enhanced effectiveness of teams and people on teams.
• Increased productivity of teams.
• Decisions made faster and with greater buy-in from team members & leadership.
• Problems solved at the team level, increasing the amount of work getting done.
• Understood and repeatable metrics to show progress & setbacks.
• Skills in continuing and repeating progress made.
• Skills in learning from setbacks and finding solutions.

How Is It done?

• The consulting, coaching and training takes place in real-time. The implementation of this process happens during real-team-work. This is not Pretend.
• Working with the people and team where they are, during actual Team Projects and work.
• During team meetings content is covered the team implements the Quality Tool.
• Observing team meetings questions and exploration of ‘what was done, how to continue the success, how to understand the failure’. Are applied to the measurements of performance.
• One on One coaching for the Team Leader and any Team Member is offered to enhance the process and Get the Work Done.

Does it work?

• Yes, and Mike will be with you every step of the way to support and guide success.

Contact Mike to discuss making your team better using Quality Tools for Quality Teams.

Team dynamics defined as the motivating and driving forces that propel a team toward its goal and mission.

This video is a overview of a Team Building & Leadership Workshop and talk on the “10 Team Dynamics That Get Results”.  Each of these 10 areas are interdependent and need to be continually evaluated and improved.

Plus here are two research articles I mentioned in number 8;

• Bad Apple
• Bad is Stronger than Good

10 Team Dynamics that Get Results;

• 1. Identify a leader.
• 2. Establish roles & responsibilities. Plus discuss what everyone brings to the table.
• 3. Establish a set of Goals & Objectives.
• 4. Establish an agenda for managing time to complete the Goal / Task / Meeting / Decision.
• 5. Establish a method to determine how they will reach agreement.
• 6. Establish ground rules for their meetings.
• 7. Proper & timely use of quality tools.
• 8. Maladaptive behaviors are properly dealt with immediately & have consequences.
• 9. Ability to get started on task / project / meeting quickly.
• 10. Ability to state what is working and how to improve.

What?

• Thinking about the list of 10 Team Dynamics That get Results, which two does your team do really well?
• Which two could be better?

So What?

• With the two that your team does really well – Describe what it is that they do so well about those two Team Dynamics. In detail what is it that makes those two successful? What else? What else? What else? What else? What else?
• With the two that could be better, what is currently happening that is making them as good as they are? What is keeping the two where they are as opposed to worse? What is working so far? What else? What else? What else? What else? What else?

Now What?

• With the two that your team does really well – what would be happening (how would work get done, communication, meetings etc…) if they were just a little better?
• How would you know that this “better” is happening?
• Is any of this “better” happening even a little bit already?
• With the two that could be better – How did you get the two Team Dynamics that the team does really well to be so good?
• Can you do the same thing with the two that could be better? How?
• Using what you know about yourself and your team, what steps are needed to improve the team dynamics? Once this is happening – what will the team be doing instead?

Now Your Turn.

What would you add? What would you take away? Do you have examples of how any of these 10 team dynamics were effective in your team work?

Mike has in depth workshops that covers any /  all of the 10 Team Dynamics and has work with large and small organizations and teams to improve Team Performance, Team Productivity, and Profit. Contact Mike to discuss making your team and leadership better.

michael cardus is create-learning

In this 4 minute video I explore Team Building & Leadership Development. Illustrating a continuum of Recreation to Organizational Development and where Create-Learning fits.

Now Your Turn;

When you hear the word “team building” what do you think of?