Transcript of Effective Team Management: Norming Zac Burac, Joel Janke and Josh Steinegger Principles of...
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- Effective Team Management: Norming Zac Burac, Joel Janke and
Josh Steinegger Principles of Management 6 May 2014
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- Thesis Statement The number one issue and opportunity facing
managers today in the area of effective team management is the
establishment of proper group dynamics specifically group
norms.
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- Key Question What are two types of norms?
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- What are norms? Group members naturally develop particular ways
of acting and performing. Every acceptable action within a group is
seen as a norm Set standards for future actions Developed early Can
change Difficult to alter
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- Why set up norms? Every action influences potential for success
These actions are shaped by norms Self developing norms are usually
detrimental to team success Establishing group norms eliminates
risk Increases potential for success.
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- Procedural/Formal Norms Usually officially documented Easy to
identify Easier to judge right & wrong Easier to correct Easier
to follow Examples Meeting length and time, project deadlines,
hierarchy structure, etc.
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- Informal Norms Not officially documented Difficult at times to
identify Difficult to judge Difficult to correct Examples
Day-to-day behavior, interpersonal communication, culture,
etc.
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- How to set norms 1) Form/Gather group 2) Discuss mission
statement or group purpose 3) Brainstorm guidelines for effective
team 4) Evaluate and reach consensus 5) Officially document 6)
Evaluate group effectiveness 7) Reevaluate norms if necessary
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- Key Question What are warning signs of bad norms inside a
company?
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- Lymbersky, C. (2014, February 10). Why do Companies Fail? 2014
Survey Results - Turnaround Management Society. Turnaround
Management Society.
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- Microsoft Prevalent since 1975 (founding) HQ: Redmon,
Washington Founders: Bill Gates, Paul Allen (ABQ, NM) Trades on
NASDAQ, Dow Jones, S&P 500, etc. Windows, Office, Xbox, Bing,
Skype, Outlook, MSN, etc. Annual Revenue: $77.85 (2013) Summer 2013
CEO Steve Ballmer announces One Microsoft
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- Microsoft One Microsoft Realignment of the company to increase
innovation. New Organizational Structure Four new Engineering
groups created Focus on High-value activities
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- Ballmer, S. (2013, September 13). Microsoft Investor Relations
- Events - FAM 2013. Microsoft Investor Relations.
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- Microsoft Organizational Changes Steve Ballmer resigns as CEO
Satya Nadella promoted to CEO to take charge of One Microsoft. Two
department heads resign Bill Gates steps down as Chairman for a
day-to-day role.
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- Microsoft Organizational Changes 12 new, reorganized groups
Operating Systems Engineering Group, Devices and Studios
Engineering Group, Applications and Services Engineering Group,
Cloud and Enterprise Engineering Group, Dynamics, Advanced Strategy
and Research Group, Marketing Group, COO, Business Development and
Evangelism Group, Finance Group, Legal Group, and HR Group.
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- Microsoft Unrest Critics: More problems than what One Microsoft
addresses. Employees unsettled and working for competing companies.
Bad norms: Lack of vision, Too much change, too fast
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- J.C. Penney Founded in 1902 by James Cash Penney Discount
department store Late 2000s rising competition (i.e. Target)
Brought Ron Johnson to aid rebranding process as CEO. Bold plans to
reinvent retail experience. Seventeen months pass Johnson is no
longer the CEO.
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- J.C. Penney Completely rid of the words Discount and Clearance.
No Sales, no coupons Very big-picture, not willing to take small
steps. Changed the culture of J.C. Penney all at once
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- J.C. Penney Bad Norms: Employee Alignment w/ Mission Changed
culture
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- Key Question Identify two aspects that assist in producing
positive norms?
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- Ford Motor Company One Ford Program One Plan Aggressively
restructure to operate profitably at the current demand and
changing model mix. Work together effectively as one team. (One
Ford Mission and Vision, 2014)
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- Ford Motor Company (Corporate.Ford.com, 2014)
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- Corporate Norms Aggressive Restructure March 2008 Selling
Luxury Brands Increased Revenue New Business Focus Initiated by
Allan Mulally, CEO (Carty: ABC News, 2008) (Timmons: The New York
Times, 2008)
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- Employee Norms Maintain interest levels Communication methods
Embrace the UAW Company Events Go Further Employee Events Employee
Resource Groups Volunteer Programs (Employee Engagement, 2014) (Our
Company, 2014)
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- Google Fortune 100 Best Company Mission Statement Googles
mission is to organize the worlds information and make it
universally accessible and useful. (About Google, 2014)
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- Corporate Norms Ten things we know are true What is important
You can be serious without a suit Challenging yet fun Great just
isnt good enough (What We Believe, 2014)
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- Employee Norms Unique Environment Innovation Collaboration Easy
to talk Setting options Organized freedom (Stewart, 2013)
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- Employee Norms Ive watched people interact at Google and you
see a cross-fertilization of ideas. Ive found that people do their
most creative work when theyre motivated by the work itself.
Physical space is the biggest lever to encourage collaboration. If
youre surrounded by friends, youre happier, youre more loyal, youre
more productive. (Stewart, 2013)
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- Key Questions What are two types of norms? Formal and Informal
What are warning signs of bad norms inside a company? Over
diversification, Misdirection of rebranding, and Lack of
vision/culture Identify two aspects that assist in producing
positive norms? Mission Statement and Vision Program Provide a
welcoming environment