How to establish and support X-teams in your organization. Your name required This field is required. Your email required A valid email is required. Recipient's email required A valid email is required. New other. Make an offer:.
Stock photo. Brand new: lowest price The lowest-priced brand-new, unused, unopened, undamaged item in its original packaging where packaging is applicable. Very often, argue Deborah Ancona and Henrik Bresman, it is because they are looking inward instead of outward. Current traditional, internally focused models of teams aren't working in an increasingly complex and ever-changing world.
See details. Buy It Now. Add to cart. About this product Product Information Challenging new perspective: The traditional model of teams focuses on internal team dynamics as the key to success-and that's not enough in an increasingly complex and changing business arena. Good teams fail because they look inward and not outward. This book introduces a whole new, externally focused team model. Strong research base: The authors draw on 25 years of research on many different kinds of teams such as consulting, product development, sales, and oil exploration.
Powerful argument: The authors make a powerful argument that traditional team models are falling short in an ever-more competitive world.
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Top charts. New arrivals. Why do good teams fail? Very often, argue Deborah Ancona and Henrik Bresman, it is because they are looking inward instead of outward. Reviews Review Policy. Published on. Flowing text, Original pages. Best For.
X-Teams by Deborah Ancona (ebook)
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More related to leadership. See more. Eric W. The very best firms today are poietic organizations; that is, they are exceptional at streamlining the processes of ideation, creation, and production. These poietic organizations do two things well: They design and develop high power teams, and they create an organizational culture and context that supports improvisation, design, experimentation, aesthetic awareness, and strengths development.
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Great teams exhibit the same characteristics—trust, commitment, and energy. Following these assessments, how to best represent and share this information to promote team development is illustrated, while examining three types of high performance teams—improvisational, design, and research teams.
The second half of this book focuses on the major models upon which organizations are built, the pros and cons of these choices, and strategy. Using current research, examples and cases, the author articulates ways to transform your organization into a high power and poietic organization.
Bradley L. Many organizations believe that high-functioning teams hold the key to breakthrough thinking, superior customer service, and high-quality products. But, all too often, leaders and managers fail to support teams so that they can deliver on their promises. For instance, many leaders ask for teamwork, but only reward and evaluate individual performance; focus on the group at the expense of individual members; or leave team members to sort out their differences, leading to the formation of unhealthy cliques. Marcia Daszko. When the status quo no longer works, the contrarian perspective reigns!
In this innovative business how-to, leadership expert Marcia Daszko draws on her expertise to guide leaders at any level through a three-step process to radically improve their businesses: first, recognize and stop outmoded ways of thinking that fail to move the business forward like focusing on the bottom line, conducting performance appraisals, and searching for best practices ; second, start taking steps to introduce new, innovative ways of thinking and contrarian practices such as developing leaders with the capacity to effect change, creating an interconnected team, and seeking knowledge through questions ; and finally, transform your company into a more resilient, adaptive, and united organization.
In Silicon Valley alone, this means that more than 5, of the current 6, startups will flounder and disappear.