Are you a Candidate?.
This Blog is based on the ‘High-Performance Management and Teams’ management model designed to help Managers, Team Leaders and Teams. It is based on 40 years of IT management consulting, improving the performance and productivity of IT and Business across the Insurance, Banking, Finance, Health, Transport, Retail, Superannuation and Technology sectors.
High-Performance Teams are successful because they love their work.
Any team can achieve High-Performance.
Basically any team can move to High-Performance. I have transitioned many different types of teams at various levels of maturity and competence with excellent outcomes.
On-Line Course
Shortly, you or your team will be able to do a rapid 8 week On-Line course - How to become a High-Performance Team Leader and Builder.
Course Requirements
Essential
Workload: A high, business as usual workload.
Experiential: Manager/team leader, team members have an average of 2-5 years of experience.
Longevity: Team members have worked together for at least two years.
Maturity: Team member relationships are healthy.
Work Style: Process is used as the driver of work, and a work management process of some kind is in place.
Intranet: The team uses an Intranet as a document knowledge base.
Skillsets: Team members possess specific industry knowledge and a set of appropriate skills matching that knowledge.
Highly Desirable
Get things done: People who can be given a job, and despite how busy they are they will complete it in the agreed timeframe? These people require no follow-up.
Possess Gusto: Gusto, meaning they show great energy, enthusiasm, and enjoyment that is experienced by them taking part in an activity
Possess Alacrity: Alacrity, meaning, they perform all tasks with speed and eagerness.
Outlook: They are driven and career-oriented and exude positivity and care about others.
Orientation: Team members are supportive of each other, possess personal strengths that drive their work performance and think everyone is equal.
Nice to have
Extroverts: Extroverts are generally preferred because of their talkative, sociable, action-oriented, enthusiastic, friendly, and outgoing personalities. They are also faster decision-makers, more significant risk-takers and more innovative thinkers.
Introverts: Introverts, however, are necessary as well, they tend to be more focused, observant, lower risk-takers that carry out a more detailed analysis of available information than their extrovert partners, and they bring a conservatism and balance to decision making.
Extraordinary: They ignore their job descriptions, are eccentric, pull their sleeves up when the going gets tough, appraise others in public, are self-motivated and process driven.
Formal Qualifications
Qualifications: University/college level qualifications are irrelevant in terms of High-Performance outcomes.