Teams can also perform at high levels. Learn how to think of the team's performance as an integrated pool of skills and how to link higher performance to the long-term needs of the organization.
- So just like individuals, teams need to have conditions…where they're continually encourages to stretch…and to grow.…To achieve more than they otherwise thought possible.…Now traditional performance management depends on…command and control processes, where a manager…is the core of the team's performance activities.…So in a traditional managements environment, the team…wants to achieve more either because the manager told them,…or because the team wants to please the manager.…But that won't cut it in a rapidly changing world.…
If the manager is the core of the team's activities,…the team will be continually dependent on the manager…to tell them what to do.…And there's no way that a team can move quickly enough…if it needs a single person to determine what…they're doing on a daily basis.…The key to adaptive high performance for teams is trust.…Here we can learn a lot for manager-less organizations…such as Vall Software and Gore Industries,…which encourage workers to self-organize around solving…the problems that are most important to the organization.…
LinkedIn Learning (Lynda.com) is a PMI Registered Education Provider. This course qualifies for professional development units (PDUs). To view the activity and PDU details for this course, click here.
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- The history of performance management
- Self-driven performance management
- Setting adaptive performance goals
- Writing an adaptive performance agreement
- Team performance design
- Designing for high performance