High-Performance Teams. - Why bother?
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.
Steve Jobs understood the power of High-Performance Teams, how do you think we got the iPhone? So do organizations like Kraft Foods, General Electric, Hewlett Packard, Newcrest Mining, Exelon, and the US and British governments who are increasingly turning their attention to them.
Shortly you or your team will be able to do a 8 week On-Line High-Performance Team course
What's in it for you?
More expansive career opportunities, comradery and being the best in your chosen field.
Professional development and acquisition of new management skills.
Over time becoming increasingly better at whatever is being done, and the ability to overachieve in comparison to others.
Working with loyal, supportive and trustworthy people.
A lifelong experience.
Increase in your personal value and skillset.
Expanded opportunities for promotion and increased remuneration.
Ability to work smarter not harder.
Have a better work/life balance.
Move from a having a job to having a career.
Be more confident about managing your team.
Be more successful and stand out from your peers.
Typical team outcomes
High levels of collaboration and innovation.
Increased productivity and better stress management.
Overachievement compared to other teams.
Ability to execute more quickly.
Make better decisions and solve more complex problems.
Highly developed time management skills.
Team members actively work to ensure everyone’s success.
Robust methods of resolving conflict.
Shared norms and values.
A strong sense of accountability for achieving goals.
High levels of mutual trust.
Complementary talents and skills that are continuously redefined.
Alignment with and commitment to a common goal.
“I couldn’t wait to get to work each day; we did fantastic things, couldn’t believe I got paid to do it.” A high-performance team member.
Other teams
The use of teams has become commonplace driven by the need to be more competitive and driven by changes in business technology. Current team organizational structures have limitations. They are silo-based, facilitate only existing skillsets, are almost exclusively project-driven, do not employ mature management practices, behaviours or techniques and reinvent as against innovate.
High-Performance Teams are different
High-Performance Teams can execute more quickly, make better decisions, solve more complex problems, substantially increase productivity and staff morale and do more to enhance creativity and the building of skillsets than any other type of team. They thrive on change; excel at everything they do and are true innovators. The capability and productivity gap between ordinary teams and high-performance teams are enormous.
High-Performance IT Team examples
Executive Management teams.
Business teams.
Administration teams.
Project teams.
Managed Services teams.
IT Technical Support and Service Delivery teams.
IT/Business integration.
You can either keep managing the way you are or look for a new approach that helps alleviate these and often other hidden issues. In a market in which change is speeding up, the incentive for business to review its approach to management has never been greater. High-Performance Management and Teams (Futcher Principle™) is a proven solution to today’s management challenges.