Personal and team development models

download Personal and team development models

of 31

Embed Size (px)

description

A collection of personal and team development models to help you put things into perspective and develop yourself and team.

Transcript of Personal and team development models

  • Personal and Team Development Models Quentin Christensen
  • Impact of Instructional Coaching Coaching: Approaches and Perspectives, Corwin Press 2009 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Workshop Workshop and Modeling Workshop, Modeling, and Practice Workshop, Modeling, Practice, and Feedback Workshop, Modeling, Practice, Feedback, and Coaching Rates of Transfer from Classroom Into Practice
  • Existing level of knowledge, skills, and attitudes Potential unlocked by training Unexploited potential which can only be released by coaching
  • Success What People Think it Looks Like What it Actually Looks Like
  • The Pit of Success Capable Excitement Bored Good learners go into the pit. New and difficult challenges. Confused Stressed Overwhelmed Frustrated New ideas and strategies learned Improving Happy New higher level of ability Going into the pit means you are beyond your experience, maybe performing worse. Confident Comfortable Comfort Zone http://blogs.technet.com/b/quentin/archive/2014/07/10/the-pit-of-success.aspx
  • http://www.teamsandleaders.com I attended the 2 day Leading With Emotional Intelligence training and highly recommend it.
  • Challenge Ability Too Much Stress Not Growing The Groove of Optimum Performance
  • Hi Low Low Hi Skill Will The skilled person who is in need of attention. A nervous beginner, or someone who has failed before. The skilled worker who is looking for more opportunities to develop. The enthusiastic beginner. Coaching Skill vs. Will http://rapidbi.com/coaching-model-skill-vs-will-supervise-coach-support-delegate/
  • The Five Es of Coaching Excellence Establish Excite EncourageEnergize Evaluate http://www.excellenceinpeople.co.uk/
  • Assessment Awareness Growth Ongoing Coaching & Feedback
  • Skill Talent 1-2 3-4 5-6 7-9 Adaptability Adaptability Actively seeks information and tests assumptions. Shifts his or her approach in response to the demands of a changing situation. Demonstrates resilience, and maintains a constructive attitude in times of change. Actively seeks information and tests assumptions. Shifts his or her approach in response to the demands of a changing situation. Demonstrates resilience, and maintains a constructive attitude in times of change. Collaboration Command Inclusiveness Relator Woo Communicates with individuals from other teams or organizations, and listens carefully to how they perceive mutual issues or opportunities. Identifies areas to partner on cross-group initiatives to achieve joint or complimentary goals. Builds trust and respect with people outside of his or her immediate team. Communicates with individuals from other teams or organizations, and listens carefully to how they perceive mutual issues or opportunities. Identifies areas to partner on cross-group initiatives to achieve joint or complimentary goals. Builds trust and respect with people outside of his or her immediate team. Customer Focus Analytical Empathy Woo Evaluates products, services, and issues from the customer's perspective. Considers customer needs and reactions when evaluating effort and trade-off decisions. Focuses on providing a positive experience to customers. Gathers customer impressions of products and services and integrates this feedback into decision making. Seeks information about the underlying needs of customers. Allocates and aligns resources to optimize the customer experience. Drive for Results Achiever Activator Develops and communicates realistic performance goals and standards. Builds plans that consider potential obstacles and immediate and long-term consequences. Solicits and acts on feedback about his or her own performance. Develops and communicates realistic performance goals and standards. Builds plans that consider potential obstacles and immediate and long-term consequences. Solicits and acts on feedback about his or her own performance. Influencing for Impact Command Relator Listens for the priorities and concerns of others, and acknowledges differing perspectives. Anticipates others reactions. Approaches communications with others in a respectful manner. Adapts a presentation or discussion to appeal to the interest of others. Listens for the priorities and concerns of others, and acknowledges differing perspectives. Anticipates others reactions. Approaches communications with others in a respectful manner. Adapts a presentation or discussion to appeal to the interest of others. Judgment Scopes problems by identifying key issues, inputs, and outcomes. Builds a job-relevant base of knowledge to solve problems. Makes business decisions with support from others. Scopes problems by identifying key issues, inputs, stakeholders, and outcomes. Builds a job-relevant base of knowledge to solve problems. Makes important business decisions with confidence. Innovation Ideation Strategic Demonstrates how deliverables meet customer needs. Effectively uses research, and seeks opportunities to interact with customers. Generates new ideas for meeting customer needs. Articulates how an idea fits into wider scenarios. Identifies risks within scope. Resolves issues via an established process or with coaching. Advocates for product integrity, and suggests improvements to quality control methods linked to his or her own project or feature. Consistently uses a system or tool to generate a pipeline of viable ideas. Develops multiple options for fulfilling customer needs. Views features as part of an integrated customer experience. Proactively manages risk and suggests improvements to existing risk-management processes Planning and Organizing Demonstrates time-management and organizes resources to complete projects on time, to specification, and at expected quality. Demonstrates preparedness, institutes measurement strategies, and responds to project-related problems. Communicates regularly with project stakeholders to gain alignment and present business value. Manages available resources to complete projects efficiently and on time. Develops and communicates sound plans by determining the time, complexity and processes required to successfully achieve the final outcome. Develops methods to track and report metrics. Gains agreement on quality and relates it to business value. Shifts priorities as required, mitigates risks, and takes corrective action to prevent undesirable outcomes. Technical Excellence Applies engineering principles to solve complex problems through sound and creative engineering. Quickly learns new engineering methods and incorporates them into his or her work processes. Seeks feedback and applies internal or industry best practices to improve his or her technical solutions. Proactively seeks new, difficult challenges to test and apply technical acumen and results. Applies new engineering methods and incorporates them into his or her work processes in innovative and creative ways. Proactively explores opportunities amid ambiguity. Skill Level Model
  • Skill Level Model9 8 7 6 5 4 3 2 1 Adaptability Collaboration CustomerFocus DriveforResults Influencing Judgment Innovation Planning& Organizing Execution Technical Excellence Domain Knowledge UXDesign Analytical Responsibility Relator Achiever Significance Talents: vary per person
  • What got you here? Drive Success Scalability 1 2 3 4 Technical Expertise Learn New Skills Faster Greater Responsibility Intelligence Gets You In The Game Will what got you here get you there? Now you must be intentional about your development.
  • Wall & Traps Arrogance
  • Bridge to New Skills Old Skills New Skills Deliberate Development Practice New Challenges No Arrogance Take On Ambiguity FeedbackGreater Improvement Development Achieve Goals Dont Rely On the Past
  • Inattention to Results Avoidance of Accountability Lack of Commitment Fear of Conflict Absence of Trust Five Dysfunctions of a Team The Five Dysfunctions of a Team
  • Self Awareness Emotional self-awareness Accurate self-assessment Social Awareness Empathy Organizational awareness Service orientation Self Management Emotional self control Transparency Adaptability Achievement orientation Initiative Optimism Relationship Management Developing others Inspirational leadership Change catalyst Influence Conflict management Teamwork & collaboration Emotional Intelligence
  • Relationships: Building Trust Goals What do you need to achieve? Reality What is happening now? Options What could you do? Will What will you do? Tactics How and when will you do it? Habits How will you sustain success? Results: Celebrating the results
  • http://insights.com/ Sunshine Yellow Earth Green Fiery Red Cool Blue Cautious Precise Deliberate Questioning Formal Competitive Demanding Determined Strong