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OVERHEAD REDUCTION TASK FORCE. Part II. Meeting with Dixon. Both pushed upwards to get: A good team design (composition/small size/good skills mix) Commitment of resources Top management support in the form of Dixon launching the task force

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meeting with dixon
Meeting with Dixon
  • Both pushed upwards to get:
    • A good team design (composition/small size/good skills mix)
    • Commitment of resources
    • Top management support in the form of Dixon launching the task force
  • Both did so successfully in their own way using their own styles
team launch
Team Launch
  • Both were uncompromising and authoritative about the ends states to be achieved
  • Both were equally insistent that the group determine the means
  • Both established clear boundaries (e.g.., closing the door, using names, referring to the team as an entity)
  • Both set basic norms of conduct and parameters
    • Although emphasized that the team was responsible to manage itself, there were some definite do’s and don'ts (confidentiality, can’t terminate the newest employees)
  • Both accomplished these objectives in their own way using very different styles
  • So what should Larry/Lara try to accomplish in the first meeting?
stages of team development
STAGES OF TEAM DEVELOPMENT
  • Forming
    • Let concerns be aired
    • Provide reassurance
    • Nudge the group toward the task
    • Ask for commitment
  • Storming
stages of team development1
STAGES OF TEAM DEVELOPMENT
  • Forming
    • Let concerns be aired
    • Provide reassurance
    • Nudge the group toward the task
    • Ask for commitment
  • Storming
  • Norming
  • Performing
stages of team development2
STAGES OF TEAM DEVELOPMENT
  • Forming
    • Let concerns be aired
    • Provide reassurance
    • Nudge the group toward the task
    • Ask for commitment
  • Storming
  • Norming
  • Performing
  • Adjourning
ortf lessons learned
ORTF: LESSONS LEARNED
  • Team leader’s job
    • Ensure favorable conditions
      • Upward and lateral influence for effective design
    • Coaching members to take full advantage of the situation
      • Consider timing
      • Coach the group through the stages of group development
      • Maximize process gains and minimize process losses