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Senior Team Alignment
It is the Senior
Executive Team that
provides direction and leadership for the entire
organization.
It is the Senior
Team that creates
the overall culture in the organization. the climate that
determines how people feel about working for your
organization. And how people feel about working for your
organization has a major impact on their level
of engagement, the degree
to which they trust management,
and ultimately on your customer
satisfaction, ability to retain talent, productivity and profitability.
It is vital then, that the Senior Team is absolutely
clear, and in full agreement with your organization's Purpose,
Values and Vision,
and what kind of culture you need to achieve that Vision.
In a nutshell, the primary responsibility of the Senior
Team is to create
the conditions for success.
to create a work environment where all employees can perform
at their best, and willingly be accountable
for their results.
Unfortunately, many Senior Teams do not understand that
culture is their responsibility. We know that because so
many organizations have a culture that results in disengaged
employees who lack trust in their management. employees who
avoid being personally responsible.
According to research by The Gallup Organization, over
70% of the American workforce is Not-Engaged or Actively
Disengaged. they
come to work switched off, or actively working against their
organization.
Integro's Senior
Team Alignment Process addresses
this critical need by providing senior teams with a process
for agreeing on and implementing a plan for creating an
organizational culture that will deliver the optimum
business results.
We use a measurement tool to identify the degree to which
the team is in alignment prior
to commencing the process... the Team
Alignment Questionnaire (TAQ).
This tool measures the degree to which team members are
clear on, and in agreement with the organization's Purpose,
Values and Vision.
The Team
Alignment Questionnaire gives
a benchmark of where the team is at, so we know what needs
to be worked on... what needs to be clearer, and where we
need to get agreement so the team can commit to creating a High
Performance Culture.
For more information on the Senior
Team Alignment Process click
on the link below or contact us.
Senior Team Alignment Process Outline
Senior Team Alignment Process Flowchart
Leadership Development
Millions of dollars are spent on leadership training
every year... to no avail.
We still have a significant lack of leadership in all areas
of society, and at all levels of business and government.
The missing ingredient is
trust...
leaders are failing to build
trust
with those who need their direction and guidance, and as a
result, they don't follow. A high level of
trust
is critical to leadership success, and yet so many leaders
fail to build
trust,
despite all the training they have been given.
The missing piece in the leadership education puzzle, is
the understanding that being
trustworthy
does not mean that you will be successful in
building trust.
Most leaders are
trustworthy,
in an honest, ethical, moral sense... and yet they continue
to diminish
the trust that
their employees and customers have for them and the company.
Leaders need to know how to build trust... the specific
behaviors that build trust, because intentions do not build
trust!
The
Integro Leadership Institute
has been teaching managers to build trust for over 30 years.
For more information about our
Leadership Development
Process click on
the following links, or contact us
for more information.
Leadership Development Process Outline
Leadership Development Process Flowchart
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Most business leaders understand that
there are significant performance gains to
be achieved through teamwork, and yet few
organizations have succeeded in getting the
results they hoped for.
Is one of the reasons for the failure to
achieve the potential that teams
offer in the training they receive?
Jon Katzenbach and Douglas Smith state in
their best-selling book The Wisdom of
Teams:
"Team
performance is a fact, not a fad.
Unfortunately, so is team frustration and
failure. Team training efforts continue to
miss the target by focusing on togetherness,
open communication and interpersonal
dynamics rather than simply getting the
basics right."
So if togetherness,
open communication and interpersonal
dynamics (which form the basis of
much of the team development training
offered) are not the basics, what are?
Being a Team
Member is a Part-Time Role
The first thing to understand is that
most teams are not full time teams. In fact,
it is very much a part time role. Team
members are selected for their knowledge and
expertise, and their
primary role is to fulfill their individual
responsibilities. And yet one
could get the impression from much of the
team training that is delivered, that you
have to be a team members all the time!
Some team members resist participating in
teams because they don't see the team member
role as distinct from their functional
role... often leading to conflict as they
argue from their own position rather than
looking at issues from the perspective of
the team as a whole.
Behavioral
Adaptability is an Essential Skill
Effective teamwork cannot be achieved
unless team members understand the need to
switch from one role to the other. To be
effective at switching roles, the team
member first needs to have the flexibility of
mind, to mentally switch roles. Secondly,
they must have the behavioral
adaptability to effectively
perform both roles.
Behavioral adaptability requires a high
degree of emotional
intelligence, which we know can
be learned. But it will take time. The
emotional competencies of Self-Awareness and Self-Management are
essential as we increase the awareness of
the need to excel in two roles requiring
different behavior and then go through the process of
learning to adapt to new habits.
The Motivation to
be a Team
The second basic fundamental is
that teams must have a significant reason
for being a team. If it is not really
important to the team members, why would
they go through the discomfort and effort to
adapt their behavior?
So one of the first things an effective
team training program will do is help the
team establish what their Team
Performance Challenge is. Once they
have agreed on an objective that is
meaningful and important to all members...
working as a team, when they need to will
make a lot of sense.
Team Development is a Process
Turning a potential
team into a high performing team takes
time... it cannot be achieved as a result of
a single event. For that reason Integro has
developed a three stage Team Development
Process that is designed to be implemented
over a 12 to 15 month timeframe. This
includes reinforcement sessions and
application back in the workplace. For more
information, follow the links below.
Team Development Process Outline
Team
Development Process Flowchart |
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Personal Responsibility
How Organizations Get People to Be Accountable
How do you get your employees to help you increase
productivity and profitability?
The answer is through
personal
responsibility! Responsible
employees know they are accountable for producing results.
they take ownership of their job, and do it to the best of
their ability. They continually look for ways in which they
can improve their performance.
You already know that, because your best employees are
the responsible ones.
The challenge for most Senior Executives is how to get
the rest of their employees to be personally responsible,
when so many of them seem to want to avoid responsibility,
especially for results! And when they don't achieve the
results, they make excuses, or look for someone to blame.
Part of the problem is that many managers believe they
can get people to be responsible by
holding them
accountable. The
assumption being that if I
hold you
accountable you will
accept responsibility and be accountable.
It doesn't work that way. Personal
responsibility is
something people have to choose... and when they do, they
will be
accountable.
The key is to create a work environment where people
want to work,
and choose to
be accountable. The
fear many managers have is that if they let people choose
what they will be accountable for, they will choose to do
less than the organization needs from them.
In fact that the opposite is true... given a great place
to work,
employees will choose to produce far more than you could
ever achieve by holding them accountable.
Integro Leadership Institute is
in the business of helping organizations make the transition
to a
Responsibility-Based Work Environment
... a
place where employees want to
be accountable and
perform at their best.
Contact us for more
information on how you can create this environment.
Online Questionnaires
Measurement of
organizational, team and individual performance can
give you valuable information to help in planning
your culture change initiatives, performance
improvement, as well as measuring the success
of programs that are implemented.
Integro has developed a number of online
assessments, and our online service is fully
customizable to address any needs you have for
surveys or 360-degree assessments. Our existing
offerings are listed below. for more
information, select the hotlink. |
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Organization Level
The Strategic Alignment Survey
Employee alignment is critical. When
employees are not aligned with the organization’s
goals and strategies, the right work does not get
done... or it does not get done right. What many
managers fail to realize is that if employees are
not aligned with the organization’s
Purpose, Values and Vision, they are very
unlikely to be aligned with your goals, strategies
and processes.
When employees feel connected to the purpose and
vision of the organization, they have a clear
understanding of how important the products and
services you provide are to your customers and the
community. They also see a clear connection between
what they do and the success of your organization in
fulfilling its purpose.
As a result, aligned employees see their
work as meaningful. They look forward to coming to
work, and have a sense of pride in what they do and
the organization they work for.
When there is a high level of trust throughout
the organization:
·
Expectations are clear, disagreements are
discussed and resolved and individual
performance is discussed and agreed on
without having to rely on a formal process.
·
Information is exchanged freely as needed,
feelings and opinions are openly discussed
and people do not have hidden agendas.
·
Differences are valued, employees feel
respected for their contribution, and have
input into how the organization can be more
successful.
·
People keep their commitments, strive for
excellence in everything they do, and can
count on each other for support.
This is a place where people want to work... a
workplace based on trust and personal
responsibility.
The
Strategic
Alignment Survey ™ measures
four key areas that have an impact on employee
alignment and engagement, and provides feedback by
division, business unit, location, and work teams
across the organization. The four sections of this
report are:
Section One – Kinds of People
·
Whether employee behavior is
Self-Directed, Rebellious or
Compliant
Section Two – Group Trust Level Report
· The
degree to which group members practice
trust building behaviors
Section Three – Values That Build Trust
· The
values that must be present for trust
to develop
Section Four – Group Alignment Report
· The
degree to which group members are aligned with
the organization’s Purpose, Values,
Vision, Goals, Procedures and Roles
If you would like to see a sample report
please send an email to:
vicki@vickisimmons.com
Team Level
The Team
Alignment Questionnaire has
been used by Integro for 20 years to identify the
key areas that determine team effectiveness. It also
forms a benchmark for our Team
Development Process so
that we can measure increased team effectiveness as
the process evolves. The two dimensions measured by
the report are:
·
Team Alignment which
measures the level of clarity and agreement
there is in the team on their purpose,
values, vision, goals, procedures and roles.
·
Team Trust Level which
measures each team members perception of the
level of
trust
there is in the team.
To learn more about the Team Alignment
Questionnaire select from the following links:
More Information
Individual Level
The Leadership
Development Assessment (LDA)
is a 360-degree assessment that measures fifty
competencies that managers need, to create an
environment where people will perform at the top of
their game. The competencies measured are those that
managers will develop as they go through the six
modules of the Leadership
Development Process.
LDA Sample Report email request
The
Team
Member Rating (TMR),
also a 360-degree assessment, is used within a team
to identify team members' perceptions of each
other's contribution to the team in three areas:
·
Contribution to the Climate...
the trust level in the team
·
Contribution to the Process...
the way the team communicates and works
together
·
Contribution to the Task...
the commitment to the results the team
achieves
TMR Sample Report email
request
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Imagine a work environment where
all employees are fully engaged in
what they do, and go to extreme
lengths to fulfill their
responsibilities each day.
They feel connected to the
purpose and vision of the
organization because they have a
clear understanding of how vital the
service is that you are providing to
your customers and the community.
They also see a clear connection
between what they do and the success
of your organization in fulfilling
its purpose.
As a result, employees see their
work as meaningful, they look
forward to coming to work, and have
a sense of pride in what they do,
and the organization they work for.
There is a high level of
trust throughout the organization:
-
Information is exchanged
freely as needed, feelings and
opinions are openly discussed
and people do not have hidden
agendas.
- Expectations are clear,
disagreements are discussed and
resolved and individual
performance is discussed and
agreed on without having to rely
on a formal process.
- Differences are valued,
employees feel respected for
their contribution, and have
input into how the organization
can be more successful.
- People keep their
commitments, strive for
excellence in everything they
do, and can count on each other
for support.
This is a place where people want
to work... a workplace based on
trust and
personal responsibility.
The outcome is obvious.
Customer satisfaction
improves,
staff turnover
reduces and
productivity
and
profitability
increase.
You too can have a
workplace like this.
Contact us to find out more |
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The Integro Leadership Institute
The
Integro
Leadership Institute is
a group of forty professional
consultants, coaches and
facilitators who help organizations
create a culture that will deliver
measurable business results.
 Keith
Ayers
Keith Ayers, is the President of
Integro Learning Company LLC an
Australian based consulting company
that helps organizations create
cultures that will achieve business
results. Now based in West Chester
PA, Keith has been a consultant for
26 years. He has been the
International Distributor for
Inscape Publishing products
in Australia and New Zealand since
1985, and has been one of their most
successful distributors for that
entire period.
Keith's first career was as a
Navigator in the Royal Australian
Air Force which included a tour of
active duty in Vietnam. He joined
Integro as a training consultant in
1977 and took over the ownership of
the company in 1982. Since moving to
the US in August 2001, Keith has
founded the Integro
Leadership Institute.
He specializes in working with
CEO's and senior executive teams to
help them develop a culture which
will support their other business
initiatives. He has worked with
executive teams in Australia, New
Zealand, Hong Kong, China and
the US, and has also been a speaker
at conferences in Germany,
the UK and throughout the US.
A long held view that "training
events" do not produce business
results, led Keith to author the Leadership
Development Process and Senior
Team Alignment Process,
ongoing integrated "processes" with
before and after measurement and
application projects that help
executive teams and managers
transform their culture, and their
business results. The Transforming
Organizational Culture (TOC)
seminar was launched in
the United States in October 1999.
Since then over 800 HR
Professionals, Senior Executives and
Consultants have experienced this
program in twenty different cities
across the US and Canada. The demand
for this program was the catalyst
for Keith relocating
from Australia to the United
States in August 2001.In addition to
his heavy travel and seminar
schedule Keith continues to work
with executive teams in
the US and Hong Kong. |
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WEBINAR: Increasing Employee Engagement
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Free |
Dates |
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6/13/2006 |
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Register |
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2pm - eastern time (1 hour only) |
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7/27/2006 |
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Register |
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2pm - eastern time (1 hour only) |
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You are invited to participate in a
complimentary one hour webinar focused on
the keys to getting employees to help you
increase productivity and profitability. The
most important key is personal
responsibility!
Responsible employees are more engaged
and productive. They willingly accept
responsibility for producing results... and
continually look for ways in which they can
improve their performance. You already know
that, because your best employees are the
responsible ones.
The challenge for most Senior Executives
is how to get the rest of the employees to
be engaged and responsible, when so many of
them appear to want to avoid responsibility,
especially for results! And when they don't
achieve what is expected of them, they make
excuses and look for someone or something to
blame.
During this webinar we will answer the
question: How do we create a culture
where all employees are engaged, and deliver
the results we expect of them?
We will also explore the idea that
being trustworthy does not automatically
mean that you will be trusted. Most
business leaders are trustworthy... and yet
many go to work every day and diminish trust
with their people, unintentionally. Building
trust, especially with people who are
different from you is a skill that needs to
be learned. We will share with you the four
Elements of Trust... specific
behaviors that must be present for trust to
develop. And nothing decreases engagement
as much as a lack of trust in your manager!
Please join us for this webinar to learn
how a Responsibility-Based Culture
can help you achieve what your business is
really capable of. If what you hear during
this webinar makes sense, you will have the
opportunity to take advantage of a
complimentary two-hour consultation to
discuss how these concepts could be of
benefit to your business. |
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