Called To Be Leaders

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Called To Be Leaders

• Practical Tools for Navigating Your Organization
• Through the Storm
• Keith B. Holten, M.D.
• Free Clinic of Clinton County, Inc.

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Goals

• Learn techniques to conduct more effective
  meetings
• Understand the traits of dysfunctional teams
• Understand methods to build high performance
  organizations

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What are your goals for this seminar?
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Tell me about you and your clinic

• What is your role?
• What are your leadership challenges?
• What is your governance structure?
• How effective are your operations?
• How are meetings utilized in your organization
  and could they be more effective?
• How functional are your teams?

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High Performance Organizations

• Plan regularly
• Execute in a disciplined manner
• Change/ evolve
• Succeed over time
• Develop people
• People centered

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High Performance Organizationscontinued

• Vision
• Enlightened leadership
• High trust/ high transparency
• A sense of personal responsibility for the
  enterprise
• A culture of innovation

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Effective Meetings

• Have a team charter- how can you meet without
  knowing your purpose?
• Advance agenda- allow access to members
• Have meeting rules- determined by the group
• Clearly identified facilitator or chair
• Stick to your times- timekeeper?
• Priority order and purpose of items.

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Team Charter

• Team purpose in 3 or less sentences.
• Meeting ground rules
• Tasks
• Boundaries
• Success Measures
• Frequency, members, agenda, minutes

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Meeting Rules- Examples - Consider Posting in
the Meeting Room(s)

• Begin at 1210 at the latest (1200 PM meeting)-
  call if you will be later 1210
• We meet weekly, even when chair is away
• We will end at 100 PM.
• No new agenda items brought to the meeting- if
  important add to agenda in advance and prioritize
• No beepers, cell phones, or Blackberrys
• Everyone has opportunity to participate
• Minutes distributed by email to all members

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The Five Dysfunctionsof Teams

• Absence of trust
• Fear of conflict
• Lack of commitment
• Avoidance of accountability
• Inattention to results

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Absence of Trust

• Team members are not open with each other.

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Fear of Conflict

• Results from lack of trust.
• Cannot engage in debate over issues

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Lack of Commitment

• Results form lack of healthy conflict
• Members feign agreement, but dont commit

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Avoidance of Accountability

• Because of lack of commitment
• Team members hesitate to call peers on actions
  that may be counterproductive to the team

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Inattention to Results

• Team members put their individual needs above
  collective goals

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References

• Jon R. Katzenbach and Douglas K. Smith. The
  Wisdom of Teams Creating the High-Performance
  Organization.
• Patrick Lencioni. The Five Dysfunctions of Teams.