MANAGING in the

NEW WORLD

Managing Teams

A lot of business leaders profess transparency at the work, yet unknowingly are sharing all the wrong information. They are sharing their vision, hopes and disappointments but not the facts which come directly to them. If authentic data is shared with the right employees, then they can glean out business intelligence to take informed decisions at their level. It increased work productivity and reduces financial waste. For some companies, transparency is a process that is built in to the company structure from inception onwards. But for those that lack this, it is time to imbibe the process. Moz for example is a company that does not believe in providing excuses but is instead extremely proactive in transparency. All kinds of data is shared and not only the feel-good ones as several companies tend to choose. Results can also then be authenticated against the real time data available. This also creates a healthy relationship with various stakeholders concerned.

Source:https://www.forbes.com/sites/forbescoachescouncil/2017/05/08/how-to-use-data-as-a-team-engagement-tool/#1766cff462f0

Uploaded Date: 17th May 2017

In any team, its leader’s resilience under pressure is extremely important, but not the only parameter as team members may behave in different or unpredicted patterns. This is because of a Heat Curve that often develops in between work. Cohesion increases when breakthroughs take place, but conversely go south during breakdowns. Thus three approaches have been deduced to increase the overall team resilience and thus greater cohesion. First of all, the team members must try to know about each other before the work actually begins. There must be complete transparency within the group so that trust can be forged. There must be minimum lag in terms of time between developing the corporate strategy and actually getting down to implementing the same.

Source:https://www.fastcompany.com/40418418/why-your-own-resilience-matters-less-than-your-teams?

Uploaded Date: 16th May 2017

Most professionals tend to get stressed out by meetings. Instead of productive things being discussed, meetings become an end by themselves. Companies must instead try to curate meetings that people would really want to attend. Three approaches have been crafted which generally leading to better team responses during meetings. One such method is the Breakfast Club where as the name suggests employees discuss important matters over breakfast before formal work begins. The Editorial Scrum is a method used by The Economist where ranks are put aside, but the editorial team freely discusses stories for the next edition, cover picture and other important matters. Another clever talent management ploy adopted by the Boston Logan International Airport is to have Focus sessions right at the beginning of the day to single out important events likely to occur during the day. While these systems may be different, some common traits exist between them. Only the right people concerned must be invited. A holistic, systematic viewpoint needs to be discussed at such meet-ups. The paraphernalia surrounding the event must be adequate such as seating facility, venue or design. Finally, the meeting head must have a clear picture on the returns such meetings will enable. Proper accountability will ensure wasteful meetings are not held.

Source:https://www.strategy-business.com/blog/How-to-Craft-Meetings-People-Love-Really?

Uploaded Date: 16th May 2017

Time management is a problem that several organizations and teams are facing these days. To solve this, it is pertinent that it is considered an organization wide problem of a lack of focus. This is a particular modern day problem due to the culture of multi-tasking and the connected twenty four hour workplace during the digital age. There exist four major reasons why time management issues persist in organizations. First of all, it is they who often create this environment due to a culture of urgency that undermines focus. Creativity, ideation and communication all suffer as a result. Instead customer or client facing tasks must be accorded fully to specialized service personnel. The corporate communication is ambiguous at such places leading to confusion among the people. The top management can help by offering clear guidelines on usage of channels. The same persons are often nominated to both receive and then solve customer related problems. A bifurcation instead will be better. For this specialized management training especially in soft skills needs to be provided to the staff members who are to deal with the final customers. Monitoring internal work must not be seen as an exercise only to be addressed during any crisis but must be a year round activity.

Source:https://hbr.org/2017/02/your-teams-time-management-problem-might-be-a-focus-problem?referral=00563&cm_mmc=email-_-newsletter-_-daily_alert-_-alert_date&utm_source=newsletter_daily_alert&utm_medium=email&utm_campaign=alert_date&spMailingID=16659437&spUserID=OTY0OTMwNTk5NwS2&spJobID=962226242&spReportId=OTYyMjI2MjQyS0

 

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