About: admin
Recent Posts by admin
Daniel Pink – The Puzzle of Motivation
“Ted Talk” – How Great Leaders Inspire Action
ASSESSMENT OF YOUR CURRENT WORK “TEAM”
Teamwork has been emphasized as an important part of a successful organization. Some public and private organizations have experimented with and implemented self-managed work teams to improve work quality, productivity and customer service. As a first-line supervisor, you can use the survey below to assess how well and to what extent your work unit is functioning as a team. Each team member also should be given the opportunity to complete this survey anonymously with a third-party tallying the responses. Once this is done, you should have a clearer picture of where you are with regard to having an effective work team. This assessment allows you and your staff to rate 15 behaviors associated with an effective work team.
| RATING SCALE | Poor | Adequate | Good | ||||||
| TEAM CHARACTERISTIC | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 1. Goals - existence, clarity, relevance and use to provide direction for the unit | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 2. Unity of purpose - degree to which goals mutually shared and supported by staff | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 3. Leadership effectiveness - appropriate to unit performance | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 4. Communication flow - timeliness within the unit and among staff members | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 5. Communication effectiveness - openness and candor | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 6. Performance expectations - clarity and appropriateness for staff | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 7. Commitment - support of staff for tasks and work of the unit. | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 8. Qualifications of team members - adequacy of individual talents and experiences to the tasks the unit faces | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 9. Self examination and monitoring - effectiveness of processes to monitor successes and failures | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 10. Professional development - adequacy of opportunities to grow and develop skills needed to be effective team | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 11. Job satisfaction - degree to which staff turned on by their work | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 12. Trust levels - among staff and between staff and supervisor | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 13. Working relations - degree to which interpersonal interactions are effective | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 14. Performance of team - degree to which the unit has been successful in progressing toward its goals | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
| 15. Productivity of meetings - efficiency of time usage and quality of decisions made | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 |
After you tally the ratings of all members of your staff as well as your own, you will have a benchmark thermometer of sorts as to the current status of your work unit. Where average scores are in the 7 to 9 range for one of the 15 behaviors, you can take satisfaction with your progress in these areas. They may not need much attention currently. When you find average scores in the 1to 3 range, these areas require immediate attention. Average scores in the 4 to 6 range means these behaviors require further work if you want to maximize the effectiveness and success of your work team.
[/mp_span] [/mp_row]
THE “MOTIVATING" SUPERVISOR'S CALENDAR
A sample calendar has been developed that provides you with a motivational prompt for each working day in a typical month. Try it with your team and individual team members. It works! Create a blank calendar for the next month and write down something to do each day which is motivating for your team or a team member. Develop a reputation in your organization as a first-line supervisor who gives high priority attention to creating a motivating environment for her or his team.
For Any Month 2016
| MONDAY | TUESDAY | WEDNESDAY | THURSDAY | FRIDAY |
| 2
Repeat a compliment you have received about someone else |
3
SHARE IMPORTANT INFORMATION WITH SOMEONE |
4
Say: "YOU ARE RIGHT!" |
5
Find out what you can do to support your staff |
6
Recognize someone's good work |
| 9
UPDATE YOUR STAFF ON WHAT IS HAPPENING |
10
Schedule an evaluation of a staff member |
11
Give a tangible reward for a job well done |
12
Use an employee's name when talking |
13
Invite someone to join you for lunch (but be careful if superstitious) |
| 16
Accept someone else's opinion |
17
Give a staff member a challenging assignment |
18
Listen actively and with empathy |
19
Delegate responsibility to someone else |
20
Say: "I'M GLAD YOU ASKED ME THAT.” |
| 23
Schedule a training session -- which you lead personally |
24
Give the reasons for a decision you made |
25
ADMIT A MISTAKE |
26
SMILE, grin and look happy |
27
Write down someone else's opinions |
| 30
Tell someone why you like their work |
31
Take time to laugh or tell a story |
|||
- 1
- 2