Creating Smart Teams at Work for Organization

Wor

1. Creating Smart Teams for
Smart Organizations
Collaboration, innovation and professional fitness
Jesus Rafael B. Jarata
Office of Internationalization, Linkages and ETEEAP

2. Agenda
Key topics discussed
in this presentation
Organizational Culture
Teams and groups
Psychological safety in organization
Communicating decisively at work: the power of
languages
Milennials leading the way
Industry 4.0

3. Two truths
One lie

4. That every manager
realizes the importance
of Organizational
Culture...
That neither Individuals don’t
adapt to Organizational
Culture nor Organizational
Culture gets influenced by
individuals
Those Leaders must
define & live the Culture
as a Role Model...
truth truth

5. Organizational
Culture” as #1 or most
important factor as a
value driver

6. Leader as the Role
Model - Walk the Talk

7. Individuals ability to
adapt is equally
important

8. A team is a small number of people with
complementary skills who are committed to
a common purpose, a set of performance
goals, and a common approach for which
they hold themselves mutually accountable.

9. A team is a small number of people with complementary skills who are
committed to a common purpose, a set of performance goals, and a common
approach for which they hold themselves mutually accountable
Small number
of people

10. A team is a small number of people with complementary skills who are
committed to a common purpose, a set of performance goals, and a common
approach for which they hold themselves mutually accountable
Small number
of people
Complimentary
skills

11. A team is a small number of people with complementary skills who are
committed to a common purpose, a set of performance goals, and a common
approach for which they hold themselves mutually accountable
Small number
of people
Complimentary
skills
Performance
goals

12. A team is a small number of people with complementary skills who are
committed to a common purpose, a set of performance goals, and a common
approach for which they hold themselves mutually accountable
Small number
of people
Complimentary
skills
Performance
goals
Common
approach

13. A team is a small number of people with complementary skills who are
committed to a common purpose, a set of performance goals, and a common
approach for which they hold themselves mutually accountable
Small number
of people
Complimentary
skills
Performance
goals
Common
approach
Mutually
accountable

14. Leadership

15. At work, is
it okay to
say 'NO'?

16. 01
It is all right
to say NO.
Some insights on the power of
saying NO at work, and how to
graciously decline.
DO WHAT DOCTORS DO: TRIAGE
Leaders don't do all the tasks; they delegate these to
their team. Letting go is painful, but a necessary evil.

17. 01
It is all right
to say NO.
Some insights on the power of
saying NO at work, and how to
graciously decline.
DO WHAT DOCTORS DO: TRIAGE
Leaders don't do all the tasks; they delegate these to
their team. Letting go is painful, but a necessary evil.
REMEMBER THAT EVERY 'NO'
EARNS YOU A 'YES' FOR
SOMETHING ELSE
Decide to let go to open other bigger opportunities.
02

18. 01
It is all right
to say NO.
Some insights on the power of
saying NO at work, and how to
graciously decline.
DO WHAT DOCTORS DO: TRIAGE
Leaders don't do all the tasks; they delegate these to
their team. Letting go is painful, but a necessary evil.
THE JACK OF ALL TRADES IS
DEAD IN THE 21ST CENTURY
Don't try to be everything in people's mind. Don't try to
please everyone at work.
REMEMBER THAT EVERY 'NO'
EARNS YOU A 'YES' FOR
SOMETHING ELSE
Decide to let go to open other bigger opportunities.
02
03

19. Power to foster
Psychological
Safety in an org
CREATE A HABIT OF "CHALLENGING"
Don't decide on your own, take the time to ask your colleagues:
What do you think of my idea?

20. Power to foster
Psychological
Safety in an org
CREATE A HABIT OF "CHALLENGING"
Don't decide on your own, take the time to ask your colleagues:
What do you think of my idea?
ASK FOR FEEDBACK
When it is time for evaluation, ask people to evaluate you.

21. Power to foster
Psychological
Safety in an org
CREATE A HABIT OF "CHALLENGING"
Don't decide on your own, take the time to ask your colleagues:
What do you think of my idea?
ASK FOR FEEDBACK
When it is time for evaluation, ask people to evaluate you.
CREATE MOMENTS OF HUMANITY/
VULNERABILITY
We feel more at ease when we see the lighter side of a person.

23. How to communicate decisively
at work?

29. IMPORTANCE
URGENCY
When you're loaded with too much work,
consider weighing it based on 2 elements:

32. Organizational culture
takes years to change.

33. Personal values should be
100% aligned with the
organization’s culture.

34. Culture is the management’s
responsibility.

35. Perks and incentives don’t play
a big role in organizations.

36. Do you have
any questions?
Send it to us! We hope you learned
something new.

37. How millennials are changing the
workplace?

44. 4 Elements that enable
the smart organization

45. n order the organizations can adopt a SMART model, we need essential
elements in terms of organization. Here they are:
Expertise Measurement Relevance Programming

46. The 4.0 industry is now the
phenomenon that characterizes the
era we live in. The digitized and
web-like industry is the present and
the future, and the same is for PMIs,
the most fruitful field in our country,
which will have the opportunity to
focus on the innovation of their
companies to return to be
protagonists.