tpp task meeting presentation 16apr14

TPP Task MeetingApril 15, 2014OTS Arlington

THOUGHTS ONSUCCESSFUL TEAMS

IN A CLIENT-CUSTOMER

ENVIRONMENT

People tend to want to work well together; really, they do

Happier workers = better workers = happier workers = you get the pattern

It improves the focus, alignment and performance of an organization*

IT’S KIND OF A BIG DEAL

*Thank you very much, I’ll be here all night, tip your waiters and waitresses.

“We need some blue-sky thinking”– I have no clue“We need to step up to the plate” – One of us is going to do this and it’s not going to be me“Let’s circle back/put it in the parking lot/take it

offline”– Everyone shut up and go back to what I was talking about“It’s basic blocking and tackling”– I played high-school football and those were the best days of my life“It’s just like ‘Good to Great’/’Tipping Point’/’Seven

Habits”– I’ve never read any of these, but neither have you“Let’s identify next steps”– Who is taking the notes during this meeting?

CLEAR ADVICE, CLEARLY STATED

SOME INSPIRATION IS NEEDED

Do you need someone else to empower you?

PONDER THIS A SPELL

Do people want to be missed after they leave?

PONDER THIS A SPELL

Are you asking questions to make sure you know or to

make sure they know?

PONDER THIS A SPELL

Do people want change or are they comfortable with the current level of performance?

PONDER THIS A SPELL

Do people really want to just do what they are told?

PONDER THIS A SPELL

How do you respond when people want to change the

way things have always been done?

PONDER THIS A SPELL

To what degree is trust present in our organization?

PONDER THIS A SPELL

What is the cost of being open about issues in our

organization, and what are the benefits?

PONDER THIS A SPELL

Do we prepare for meetings by “checking in” or “starting

over”?

PONDER THIS A SPELL

Are any of us “on the brink” because we’re overworked or

underappreciated?

PONDER THIS A SPELL

Do our guiding principles serve as decision-making

criteria?

PONDER THIS A SPELL

Do we mentor others within our organization, and do we

do this to instruct or to learn?

PONDER THIS A SPELL

Does our internal culture embrace a questioning

attitude?

PONDER THIS A SPELL

What would we like to accomplish as a team?

THE 3-2 PITCH

SOME OFFICES LOOK LIKE THIS

OTHERS LIKE THIS

THIS IS ACTUALLY SOMEONE’S OFFICE

WHILE OTHERS WORK HERE

THIS IS ACTUALLY OUR OFFICE*

*Not pictured: Mine

I particularly value the following behaviors and skills

in my colleagues…

THE VIEW OF ONE CONSULTANT

You make wise (people, technical, business, creative) decisions despite ambiguity

You identify root causes and get beyond treating symptoms

You think strategically, and can articulate what you are -- and are not -- trying to do with equal skill

You separate what must be done well now from what can be improved later

JUDGMENT

You listen well – instead of reacting quickly – so you can better understand

You are concise and articulate in speech and writing

You treat people with respect independent of their status or disagreement with you

You maintain a sense of calm and poise in stressful situations

COMMUNICATION

You accomplish amazing amounts of important work

You demonstrate consistently strong performance so colleagues can rely on you

You focus on results rather than process

You tend to act rather than wait, and avoid “analysis paralysis”

IMPACT

You learn rapidly and eagerly

You seek to understand the specific needs of the client and their market, customers and stakeholders

You are broadly knowledgeable about business, government, and current affairs

You can contribute effectively outside your direct area of expertise

CURIOSITY

You rework issues to discover practical solutions to difficult problems

You challenge prevailing assumptions when warranted, and suggest better approaches

You create new ideas that prove useful

You minimize complexity, and find time to simplify things

INNOVATION

You say what you think – even if it is controversial

You make tough decisions without agonizing

You take smart risks

You question actions inconsistent with your values

COURAGE

You inspire others with your thirst for excellence

You care intensely about our success

You celebrate wins

You are tenacious

PASSION

You are known for candor and directness

You are non-confrontational when you disagree with others

You only say things about fellow employees that you will say to their face

You are quick to admit mistakes

HONESTY

You seek what is best for the client or the team, rather than what is best for yourself

You are ego-less when searching for the best ideas

You make time to help colleagues

You share information openly and proactively

SELFLESSNESS

Act your way to new thinkingThink out loudLearn everywhere, all the timeSpecify goals, not methodsBuild trustBegin with the end in mind

SOME OVERALL PRECEPTS

Don’t do this

Take controlHave meetingsMentor-menteeThink short termBe questioningMake inefficient

processes efficientProtect information

Do thisGive controlHave conversationsMentor-mentorThink long termBe curiousEliminate entire

steps that don’t add value

Pass information

PUTTING IDEAS INTO ACTION

Think about these questions and ideas in depth on your own

Add some of yours to the mix

Select and address interesting topics to continue these conversations at subsequent meetings

Assess how these conversations can help us to create value for the client

WHERE DO WE GO FROM HERE?

TPP Task MeetingApril 15, 2014OTS Arlington

NOT THE ENDOF THE

CONVERSATION,BUT THE BEGINNING