HIGH PERFORMANCE TEAMS Reviewed by Momizat on . High Performance Teams The current crisis is representing the companies are living a new situation, very different from what has been known for many years. Afte High Performance Teams The current crisis is representing the companies are living a new situation, very different from what has been known for many years. Afte Rating: 0
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High Performance Teams

The current crisis is representing the companies are living a new situation, very different from what has been known for many years. After a long prosperous situation, in which almost all companies were doing well, where there was room for all, both companies’ strong and well managed “as for” mediocre “suddenly, the environment changes drastically. In an environment of high growth companies were accustomed to boom and many had taken important investment decisions for new opportunities. Suddenly a global crisis jerk to society and therefore to business. Companies suddenly and unexpectedly large losses in sales suffering, need to reduce costs, under pressure from the price declines, are faced with the need to “thin structure”, have to seek new markets and create new products, and have to investigate new strategies …

Companies are faced with the need to improve, optimize their processes to be more flexible, to be more refined and adaptable, adjusting the structures to the new situation. It is not simply to make changes and adjustments, it is evolving, or maybe to change, or reinvention.

The transformation that companies are required means that they must define a new strategy after understanding the new situation, once you have found new opportunities and new risks, once they have understood the sacrifices to make .

The problem is that the changes to be made to change the old structures and to implement the new strategy will not be delayed because of delay the process can succumb and die. There is a need to implement strategy quickly and without error.

We can not make the mistake that the changes will be implemented simply by meeting people in the organization of the new situation, haranguing or threatening, encouraging or pressing. You have to overcome old fallacies of change assume that a statement of intentions or values ‚Äč‚Äčpeople are going to change, and consequently change all the processes, ways of organizing people, organizational routines that will improve and adapt to the new situation, which will develop new products, different strategies, better and different skills, etc..

What we actually do, after a clear idea of ‚Äč‚Äčwhere to lead the company (new strategic approach) is to organize the work of people in teams of high-performance, in a determined way to organize their individual work and work group, where changes occur in both people and the way they relate to each other.

The new organizational routines to be mounted must be resolutely implemented. These are times of war. You can not let everyone do their job as before, even better than before, but in conjunction of the work of others and the new objectives that arise. These are times of war in which errors can not occur because they cost too much. These are times of war where everyone has to work and think in a coordinated and pushing hard, where no effort will be left without being supported by other efforts.

The idea proposed is the creation of High Performance Teams (HPT). These HPT are teams that meet on a regular (for example, all Mondays at 10.00 am). Members of these HPT are responsible for various departments involved (eg, production, finance, marketing, sales, etc.)., A consultant, an expert, and someone from management or someone vested with executive power by management. These HPT proposes the objectives to be achieved and discusses how to achieve them. The discussion should involve interdepartmental coordination tasks but also from discussion of how each department can achieve the objectives. In the HPT to discuss the work of each department: not just to coordinate departments or functional areas, but the function and role of each department should be discussed within the HPT. Every meeting should conclude with a commitment of actions for the next meeting to be up in minutes and are reviewed at the next meeting. Commitments must be assumed but must always be met. The HPT should work with discipline and transparency, but also very supportive.

The top leadership must ensure that direct and advisors to the HPT at the individual and team level.

HPT will be implemented through the new strategy. But through the HPT will develop management skills of its members, there will be coaching the managers involved, and above all, they will prepare the people with responsibility for war.

by Jesus M. Ruiz de Arriaga


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