Team-Based Development

[av_heading tag=’h2′ padding=’10’ heading=’Team-Based Development’ color=” style=” custom_font=” size=” subheading_active=” subheading_size=’15’ custom_class=”][/av_heading] [av_hr class=’default’ height=’50’ shadow=’no-shadow’ position=’center’ custom_border=’av-border-thin’ custom_width=’50px’ custom_border_color=” custom_margin_top=’30px’ custom_margin_bottom=’30px’ icon_select=’yes’ custom_icon_color=” icon=’ue808′] [av_textblock size=” font_color=” color=”] Contents:

  1. The Three Phases of Team-Based Organizational Development
  2. Available Support, Education and Training
  3. Where Do We Start?

This Team-Based Development approach offers the right degree of added value support to match each client’s individual state of development. AMGI offers strategic assistance ranging from Steering Group coaching to full facilitation to create a process oriented and Team-Based Organization.
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1. The Three Phases of Team-Based Organizational Development

Build the Rationale for Changing the Organization

  • Hold Stakeholder consensus – Identify initiatives – set up Steering Group
  • Define the scope of New Work System & build the Design Team Charter
  • Set up and train the Design Team – using the “Discovery Workshop”
  • Design Communication and education processes and initiate activity
  • Train Steering Group, Executives and Design Team in “Managing Resistance to Change”

Analyze & Design the Organization

  • Conduct Process and Technical Analysis
  • Conduct Social and Individual Analysis
  • Conduct Environmental Analysis
  • Review STS Principles and Define New Work System (NWS) Structure and Roles
  • Define Information and Decision Making Systems for the NWS Environment

Approve Design and Implement

  • Conduct Small Group Workforce Review Sessions and Approve Design
  • Design Compensation Systems and Performance Measurement Systems
  • Analyze Individual Skill Sets and set out detailed Technical/Behavioral Training Plans
  • Educate and Train Supervisors in Coaching/Training Roles
  • Implement and Monitor New Work Systems
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2. Available Support, Education and Training

To support our clients to build their process oriented and Team-Based Organization, we offer various planning, coaching, facilitation, education and training services. The following is a list of some of the most frequently used services.

Planning, Coaching and Facilitation Services

  • Initial strategy development facilitation
  • Steering Group coaching
  • Coordinator or internal Project Manager coaching
  • Design Team coaching and facilitation
  • Process and Technical Analysis facilitation
  • Social, Individual and Environmental Analysis facilitation
  • Change Management planning and strategy facilitation
  • Information Systems and Technology development services
  • Team-Based Organizational Development Implementation coaching
  • Manager/Supervisor Implementation coaching (group and individual)
  • Executive Leadership development coaching

 

Education and Training Services

  • The Executive “Discovery Workshop” (2 to 3 days)
  • The “Discovery Workshop” for management and staff (2 to 3 days)
  • Steering Committee Planning & Implementation Training (1 to 2 days)
  • Analysis and Design Team Member Training (2 to 3 days)
  • Leadership Behavior Workshop (2 to 3 days -in separate sessions)
  • Advanced Facilitation Skills Workshop (2 to 3 days – in separate sessions)
  • Communication Skills Workshop (2 days)
  • Reward & Compensation Systems Development Training (2 days)
  • Role of the Union in a Participative Process (1 to 2 days)
  • Peer Appraisal Training (1 day)
  • Skills for team based hiring processes (1 day)
  • Managing Resistance During a Change Process (2 to 5 days)
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3. Where Do We Start?

Your organization may be in an advanced state of Quality Management or at the initial stage of setting strategy. You may be implementing an Integrated Manufacturing System or Integrated Product Development. Regardless of this state of development, the response to organizational change is going to be the same — apprehension and resistance. Only the degree of resistance will vary. Therefore, the place to start is to get sanction for change from the top down and then build commitment from the bottom up.

Sanctioning change will only result from senior management being able to gain an understanding of the significantly improved results that are achieved as a result of aligning the culture with other improvement efforts. Our approach often starts with measurement of the existing culture, leading to formal design of cultural transformation.

A call to an AMGI professional will help you to think through how this can be sponsored in the most effective way within your own organization. Whether early or late, this often neglected area of strategy is the only way to successfully address the organizational barriers to building a high performance work environment.
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