excellence of execution and empowerment
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Execution and EmpowermentTRANSCRIPT
Excellence of Execution & Empowerment
Lear Corporation1
What are some of the challenges you face in leading your team?
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Excellence of Execution & Empowerment• Knowing what to empower• Understand the people who needs to execute• Implement a way of monitoring that will achieve yo
ur goals• Building Cross Department Synergy
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Excellence of Execution & Empowerment• Knowing what to empower
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How to Empower
What is to be empowered?
To an individual or a team?
Task orResponsibility?
5©The Belbin Team Role model is the copyright of Belbin UKSlides provided by LearnMart Management Advisory Co., Ltd.
Empowering the Right People with the Right Kind of Work
BLUE denoteswork that has tobe undertakenin a prescribed
way
YELLOW isused to define
individualresponsibility
for achieving anobjective
GREEN is usedto denote workthat involvesresponding tothe needs of
others
ORANGE is thecolour used toindicate teamresponsibility
for achieving anobjective
Tasks Responsibilities
Individual
Interactive
Task or responsibility?
Re-occurringtasks whereprocedures
exist
Someone willprovide
guidance anddirection
No relevantprocedures orinstructions
exist
Task
Responsibility
Quiz
In most of your cross-department/ cross-regional collaboration, do
you deal more with Tasks or Responsibilities?
Excellence of Execution & Empowerment• Knowing what to empower• Understand the people who needs to execute
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Suitability vs. Eligibility
• Eligibility– Qualifications– Relevant expe
rience– Skills– Track record
• Suitability– Attitude– Aptitude– Versatility– Role fit – Culture fit
Source: Belbin14
Suitability vs. Eligibility
Surprise FitTotal Misfit
Ideal FitPoor FitIn
elig
ible
UnsuitableSource: Belbin
Elig
ible
Suitable15
Suitability vs. Eligibility
Source: Belbin
Surprise fits perform surprisingly well:In the job by accident, contended and staying put
No Problem:Total misfits leave of own accord
Disappointing:Ideal candidates move to greener pastures
The Real Problems:The poor fits are reluctant to move and become difficult
Inel
igib
le
Unsuitable
Elig
ible
Suitable
Case 1
• You are falling behind your production schedules
• You have asked your line leaders to find out what are the causes, and implement rectifications
• What kind of work role are you empowering to the line leader?
• Is she the right person to execute this work?
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Case 2
• You are in the process to develop a new product
• The feedback and results from previous new product launches have not been good, and you need a good result this time
• You are assembling a cross-functional team to make sure you succeed this time
• What kind of work role are you empowering to the your team?
• What kind of people do you need on this team?
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Excellence of Execution & Empowerment• Knowing what to empower• Understand the people who needs to execute• Implement a way of monitoring that will achieve yo
ur goals
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CLEAR Goals
• Challenging/ Challenges • Limited by Time •End Objective •Agreed Upon/ Animated Steps• Required
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Goal Setting Exercise
• Think of a Goal that you would like to achieve with your team– What is the End Objective?– Why is it Required?– How to make it Challenging– When must you achieve it?– How can you get buy in to Agree-Upo
n– What are the Animated Steps to achie
ve it?2121
Sample Animated Steps for Reaching a Project Goal
1.Identify goals and purpose
2.Brainstorm ideas
3.Planning
4.Resourcing
5.Follow through
6.Quality control
7.Recalibration
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Group Work: Matching Your Team to Your Team Goals
• Use a goal or an assignment that you are working on as an example
• What will be the steps required to achieve your goal?
• What kind of people will be suitable for each step?
• How would you measure success in each step?
• 20 mins
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Excellence of Execution & Empowerment• Knowing what to empower• Understand the people who needs to execute• Implement a way of monitoring that will achieve yo
ur goals• Building Cross Department Synergy
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Case 3:
• You have an urgent assignment that you need to share resources with other departments to complete. As the other department also has a tight deadline, they are unwilling to share resources with you. What would you do?
Using the Seven Dimensional Thinking in Building Cross Department Synergy
1.Establish a common objective or goal2.Present the facts3.Look for the positives4.Address mutual concerns5.Seek innovative, win-win solutions6.Empathise each other’s feelings7.Mapping the next steps
Establish a common objective or goal
• Defines common purpose and objectives
• Seek for common ground
• Sets the agenda
Present the facts
• Information we know
• Information we would like to know or missing
Look for the benefits
• Give recoginition when it's due
• Show gratitude
• Look to the future
Address mutual concerns
• Raise and address negative consequences, potential risks and downsides
• Seek to resolve problems, rather than to just state the problems
Seek innovative, win-win solutions
• Seeks alternatives and possibilities
• Can be creative• Be bold
Empathise each other’s feelings
• Permission to express feelings• Represents feelings right now• Keep it short• A key ingredient to moving forwar
d
Mapping the next steps
• Summarizes and concludes • Deciding the next steps• Ensures that the commitments ar
e observed
7 Essential Behaviors for Effective Empowerment and Execution
1. Know your people and your business
2. Insist on realism 3. Set clear goals and priorities4. Follow through5. Reward the doers 6. Expand people‘ s capabilities throu
gh coaching7. Know yourself
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Q&A
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