SYNERGY
101 to create an outstanding and successful top management
by Martin Chu
COPYRIGHTED
Original created
August 1 2009
Last Update ay May 5 2012
General
information about how
to build a most productive and synergic project team
Proper
focus and with a clear vision:
The team leader should provide a clear and unambigous direction for all
team members. He needs to consistently lead and drive toward those
goals with that vision.
Clear Communication:
A good team leader should always have clear communication among
its team
members. For a team to function properly, the tasks have to be
explained clearly. The environment should be open and should be free
enough for problems to be resolved. Good communication between team
members would only facilitate the work process and bring about better
results for the company.
Are team members clear about the priority of their tasks? Is there an
established method for the teams to give feedback and receive honest
performance feedback? Does the organization provide important business
information regularly? Do the teams understand the complete context for
their existence? Do team members communicate clearly and honestly with
each other? Do team members bring diverse opinions to the table? Are
necessary conflicts raised and addressed?
Setup clear expectation:
Has executive leadership clearly communicated its expectations for the
team’s performance and expected outcomes? Do team members
understand
why the team was created? Is the organization demonstrating constancy
of purpose in supporting the team with resources of people, time and
money? Does the work of the team receive sufficient emphasis as a
priority in terms of the time, discussion, attention and interest
directed its way by executive leaders?
Read more about Clear Performance Expectations.
Monitor and Control Direction:
Does the team have enough freedom and empowerment to feel the ownership
necessary to accomplish its charter? At the same time, do team members
clearly understand their boundaries? How far may members go in pursuit
of solutions? Are limitations (i.e. monetary and time resources)
defined at the beginning of the project before the team experiences
barriers and rework?
Is the team’s reporting relationship and accountability
understood by
all members of the organization? Has the organization defined the
team’s authority? To make recommendations? To implement its plan?
Is
there a defined review process so both the team and the organization
are consistently aligned in direction and purpose? Do team members hold
each other accountable for project timelines, commitments and results?
Does the organization have a plan to increase opportunities for
self-management among organization members?
Encourage creative Innovation:
Is the organization really interested in change? Does it value creative
thinking, unique solutions, and new ideas? Does it reward people who
take reasonable risks to make improvements? Or does it reward the
people who fit in and maintain the status quo? Does it provide the
training, education, access to books and films, and field trips
necessary to stimulate new thinking?
Context and Commitment:
Do team members want to participate on the team? Do team members feel
the team mission is important? Are members committed to accomplishing
the team mission and expected outcomes? Do team members perceive their
service as valuable to the organization and to their own careers? Do
team members anticipate recognition for their contributions? Do team
members expect their skills to grow and develop on the team? Are team
members excited and challenged by the team opportunity?
Do team members understand why they are participating on the team? Do
they understand how the strategy of using teams will help the
organization attain its communicated business goals? Can team members
define their team’s importance to the accomplishment of corporate
goals? Does the team understand where its work fits in the total
context of the organization’s goals, principles, vision and
values?
Read more about Team Culture and Context.
High levels of integrity:
A team cannot be complete without the team member displaying high
levels of integrity for the company. Any company would always prefer to
invest their time and money for people who are honest and dependable in
the long run. An excellent team is only possible when all the members
of the team can be relied upon for the particular tasks. These team
members would always be aware of their responsibilities and would
approach the concerned person immediately in case of any problem faced
by any individual.
Proper distribution of tasks:
A good team knows about all the distribution of tasks to achieve a
streamlined process for the same. A good environment is possible when
all the team members are aware of their responsibilities and do the
needful in the stipulated time. A well-managed team knows the targets
or what is expected from them. They are always a step ahead in their
achievements of the same.
Passion for work:
Teams that have members passionate about their work help the company to
progress with ease. A passion for excellence only helps to enhance the
performance. A motivated team would only get positive results. An
optimistic approach would keep the whole team happy!
Select key members whose skills are complimenting each
other:
When a person reflects about the characteristics that are needed for a
good team, the team member’s skill sets should also be taken
into consideration. Team members in this case should have specific
skill sets that help to compliment with each other’s skills.
A good team manager can therefore work on these skill sets and help to
balance out the team. A balanced team would then produce better
results.
Competence:
Does the team feel that it has the appropriate people participating?
(As an example, in a process improvement, is each step of the process
represented on the team?) Does the team feel that its members have the
knowledge, skill and capability to address the issues for which the
team was formed? If not, does the team have access to the help it
needs? Does the team feel it has the resources, strategies and support
needed to accomplish its mission?
Collaboration:
Does the team understand team and group process? Do members understand
the stages of group development? Are team members working together
effectively interpersonally? Do all team members understand the roles
and responsibilities of team members? team leaders? team recorders? Can
the team approach problem solving, process improvement, goal setting
and measurement jointly? Do team members cooperate to accomplish the
team charter? Has the team established group norms or rules of conduct
in areas such as conflict resolution, consensus decision making and
meeting management? Is the team using an appropriate strategy to
accomplish its action plan?
Jack
Welch's Seven points for Management by Leadership
Develop a vision for the business
Change the culture to achieve the vision
Flatten the organization
Eliminate bureaucracy
Empower individual
Raise quality and efficiency
Eliminate Boundaries
Another good material from jack Welch 25
Lessons from Jack Welch
LEAD MORE, MANAGE LESS
Lead
Manage less
Articulate your vision
Simpifly
Get less formal
Energize others
Face reality
See change as an opportunity
Get good idea from everywhere
Follow up
BUILD A WINNING
ORGANIZATION
Get rid of Bureaucracy
Eliminate Boundaries
Put values first
Cultivate Leaders
Create leanring culture
HARNESS YOUR PEOPLE
Involve everyone
Make everybody a team player
Stretch
install confidence
Make business fun
BUILD THE
MARKET-LEADING COMPANY
Be bunber 1 or number 2
Live Quality
Constantly focus on Innovation
Live speed
Behave like a small company