High Performance Teams
QUICK PAYDebit Card/Credit Card
SEND AN INQUIRYTalk to our team!
Organisations that are determined to drive effective teamwork and ensure high performance need to understand that the single most important factor in driving this is the behaviour and style of the leader and the engagement of the team. With the continuous rapid developments in technology, communication, and various management tools along coupled economic pressures and target driven business cultures we now have to reconsider how to get the best performance from teams.
This online training will address how to manage and lead team performance, focusing on how to set objectives, as well as drawing on the knowledge from psychology, and organisational behaviour in order to provide a holistic view of the subject.
Remember, you are only as good as your team so the more effective they are, the more successful you become.
- Understand the importance of employee engagement and the key part it plays in business success
- Understand your role as a manager and a leader and how you can drive organisational development
- Know how to set SMARTER objectives and cascade them with clear measurements
- Formulate ways on how you can motivate, inspire and influence the performance of your team
- How to provide relevant, supportive and corrective feedback.
- Learn how to hold successful performance meetings from start to finish
- Apply coaching strategies to create a culture of innovation and excellence.
- Identify ‘pro-active’ action plans for employees.
- Analyse the importance of self-awareness and emotional intelligence in leadership
Below is an example of the course content. The content can be ‘tailored’ to meet the exact requirements of the client.
- Definition of ‘groups’ and ‘teams’
- Recognise the distinction between groups and teams
- Understand your own group/team loyalties
- The building blocks for high-performing teams
- Different roles in the team
- What they mean
- Strengths and allowable weaknesses of each
- Membership is clearly definable
- Performance goals are well defined, clear and agreed
- Interdependency and collaboration are key to success
- Identification changes the thinking from ‘I’ to ‘we’
- Shared values and principles unite the team
- Interaction and communication levels are high
- Stages of team development
- The sociology of the team
- Characteristics of high-performing teams
- Balancing different team roles and personality types
- Non-traditional team structures
- Delegation and empowerment
- How to effectively motivate individuals and the team
- Assumptions and expectations
- What do new employees versus experienced employees need?
- The importance of preventing de-motivation
- How to deal with de-motivated people
- How to increase engagement?
- What motivates and drives your own behaviour?
- Building high performance teams: a powerful engagement tool
- The value of openness and inclusion in problem-solving
- How to address challenges?
- Developing a mindset to view problems as challenges
- Different problem-solving techniques
- Do’s and don’ts in conflict management
- The role of bias in problem-solving
- Agreeing on the definition of performance
- Approaches to measuring team and individual performance
- Performance management: science or art?
- Conflict as a catalyst for team development
- Dealing with challenging interpersonal relations
- Understand organisational objectives
- Translating organisational objectives to teams to employees
- Setting individual SMART/ SMARTER objectives
- Communicating and cascading objectives
- Getting ‘buy-in’ from employees when setting objectives.
- Setting and communicating specific expectations
- What are high potentials?
- High potentials versus high performers
- Assessing individual potential
- Qualities of processes to spot, develop, and retain high potentials
- Understand the difference between supportive and corrective feedback and when to use them
- How to handle team members when they become defensive
- Know how to provide ‘off the record’ advice and guidance to the team members to bring them ‘back on track’
- Making sure you are available for ‘quick chats’ to discuss challenges with team members
- Plan of action after feedback is provided
- Feedback to inspire poor performers
- Recognise satisfactory performance with motivating positive feedback
The foundation of our training is anchored in activity-based experiential learning. This methodology takes into consideration different learning and communication styles, and more importantly language and cultural differences. It is through active participation that the adoption and application of theory is expedited.
Our training team pays careful attention to planning and designing effective instructional methods essential for the transfer of knowledge. It is the creative skill of our management trainers and consultants that reveal untapped skills of the delegates through:
- Group discussion
- Individual and syndicate activities
- Individual and group tasks
- Case studies
- Role plays
- Audio and video evaluation
- Action planning
- Experiential learning games