The Effective Supply Chain Frontier – Fact or Fiction?
The 21st Century Supply Chain - Perspectives on Innovative (blog)
... Demand Planning, or Marketing, or Sales, or Inventory Management, or Manufacturing, or Purchasing.
Get Started for FREE
Sign up with Facebook Sign up with Twitter
I don't have a Facebook or a Twitter account
Your new post is loading...
Your new post is loading...
|
Billy R Bennett's curator insight,
May 8, 2013 9:50 PM
Management Jerks - very difficult people in the workplace - should be classified as Mis-Leaders. There have been interesting studies quantifying the costs. Here is a report on one of them. Coaching can yield results, so can education for the mis-leader and his or her team. However, if change does not come, then do not hide behind the "but he's so technically talented" excuse. The costs of the toxic mis-leader are far greater than peviously thought - now we know he or she can be contagious. Scary thought isn't it.
Billy R Bennett's curator insight,
January 3, 2013 4:01 PM
This article by Anil Giri addresses a problem SCRUM practictioners have experienced: A "too large" and "too distributed" team. However, rather than allowing the team to fail by stopping the project he suggests ways to work around the challenges and considerations to make next time. I like Anil's approach for a few reasons - first he's right. I say that not from experience, but also from the best team research. Co-location is the term for putting people in the same physical space to work as a team. In a previous article I noted the necessity of team members needing to build skills in a co-located team before doing too much work in virtual - remote member - project teams. Here are some other lessons he offers that can be adapted for any team based challenge:
Do you have a team challenge that you would like to be a focus of an article or blog response? Leave a comment or email me at Billy@pyramidodi.com |
Here is my favorite from the article (other than the good image)
"Connecting the data without connecting the people still promotes a siloed decision making approach focused at functional expertise. Unfortunately, in many cases the people do not want to be connected"
How true!
In the past few years we added an interesting service to our Organization Development business - Crisis intervention teams. Businesses had "centralized", "cost reduced", and "process optimized" themselves into near total dysfunction. Usually, centralized functions lost the ability to make decisions across funtions. The result in two major cases was a complete collapse of the ability to deliver. Why is that an OD opportunity? Because, it is a total organization failure. Leadership and collaboration must be rebuilt. Collaboration in the system must be structured. Emotions and unhealthy behaviors must be healed. We've found that injecting a skilled team of professionals (who already know how to work as an intervention team ) fill the void and provides leadership "life support" until sustainable solutions can be developed.
When the dysfunction reaches crisis - just getting people around the table is not enough - People see it as unnecessary and dangerous to share information. You must have effective leadership and expertise who know how to get alignment and agreement. These same leaders must manage "outside the room" to make sure everyone keeps commitments and shares informaiton until longer term solutions can be rebuilt.
www.pyramidodi.com