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    Kepemimpinan Dan Team Learning

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    108Fadhilah Tri Aprillia
    1. The document discusses key concepts of team learning including defining it as the process of aligning and developing a team's capacity to achieve their desired results. 2. It outlines the different stages of team development from orientation to production, noting the challenges and steps at each phase like establishing clarity, inspiring people, and nurturing the team. 3. Effective team learning requires understanding these stages and guiding a team through them by clarifying expectations, listening to all members, empowering team practices, and providing support without control.

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    Kepemimpinan Dan Team Learning

    Uploaded by

    108Fadhilah Tri Aprillia
    87 views37 pages
    1. The document discusses key concepts of team learning including defining it as the process of aligning and developing a team's capacity to achieve their desired results. 2. It outlines the different stages of team development from orientation to production, noting the challenges and steps at each phase like establishing clarity, inspiring people, and nurturing the team. 3. Effective team learning requires understanding these stages and guiding a team through them by clarifying expectations, listening to all members, empowering team practices, and providing support without control.

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    Kepemimpinan dan Team Learning

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    1. The document discusses key concepts of team learning including defining it as the process of aligning and developing a team's capacity to achieve their desired results. 2. It outlines the different stages of team development from orientation to production, noting the challenges and steps at each phase like establishing clarity, inspiring people, and nurturing the team. 3. Effective team learning requires understanding these stages and guiding a team through them by clarifying expectations, listening to all members, empowering team practices, and providing support without control.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    87 views37 pages

    Kepemimpinan Dan Team Learning

    Uploaded by

    108Fadhilah Tri Aprillia
    1. The document discusses key concepts of team learning including defining it as the process of aligning and developing a team's capacity to achieve their desired results. 2. It outlines the different stages of team development from orientation to production, noting the challenges and steps at each phase like establishing clarity, inspiring people, and nurturing the team. 3. Effective team learning requires understanding these stages and guiding a team through them by clarifying expectations, listening to all members, empowering team practices, and providing support without control.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 37

    Kepemimpinan

    dan Team Learning


    Learning through the fi ft h discipline
    MENTAL Visi
    MODEL Bersama

    Pembelajaran
    Berpikir Pembelajaran
    individu Sistem tim

    Keahlian Pembelajaran
    Pribadi Tim
    KEPEMIMPINAN adalah
    Ketrampilan nurturing change pada organisasi
    pembelajaran melalui:
    1. Personal mastery
    2. Mental models
    3. Team learning
    4. Systems thinking
    5. Shared vision
    4
    25 th May 1961 Historic
    Speech
    Team Learning
    • The process of aligning and developing
    the capacity of a team
    • to create the results its members truly
    desire.
    what is learning?
    • We tend to think of learning in terms of the
    acquisition of information
    • It is a transformation in living together,
    • it is a transformation of doings in “a process of
    doing things together with others.”
    • (Maturana)
    What is team learning?
    • The process of aligning and developing the
    capacity of a team to create the results its
    members truly desire.

    • Peter Senge
    • The Fi:h Discipline, p. 236
    Why team Learning?
    • the solutions to problems are not found
    in books or journals, nor in the mind of
    'the expert'.
    • They are found by team members
    themselves, who, through the process of
    Team Learning, identify the key
    questions to be addressed.
    Dick McCann
    Organizatio
    nal Learning
    Team
    Learning

    Individual
    Learning
    What makes a good team?

    1. Insightful thinking 1. Shared vision


    about complex 2. People with different
    issues skills
    2. Innovative and a. Managers
    coordinated action b. Leaders

    3. Clarity of roles of 3. Ability to learn and


    work together
    team members in
    other teams
    When is a team not a team?
    When it is a working group.

    • A working group relies primarily on the sum


    total of the individual contributions of its
    members to boost performance

    Jon Katzenbach, The Wisdom of Teams


    What is the difference?
    1. Teams require both individual and mutual
    accountability.
    2. They rely more on group discussion, debate
    and decision rather than on sharing of
    information and best practices sharing
    Component of team learning

    Learning Review Questioning

    Valuing
    Communicating
    Diversity
    Dick McCann
    Developing Team
    • Phase 1Orientation
    ­‐-
    • Phase 2Dissatisfaction
    ­‐-
    • Phase 3Integration
    ­‐-
    • Phase 4Production
    ­‐-

    • Ken Blanchard, et.al., The One Minute Manager Builds High Performing Teams
    Orientation
    1. Moderate eagerness • Key step: share
    2. High, o:en unrealistic information
    • We cannot mobilize people if
    expectations
    they are not informed of what
    3. Lack of clarity about the issues are.
    purpose, norms, • People cannot make good
    values, roles, goals, decisions when they do not
    structure have key information.
    • People feel almost feel
    4. Some testing of
    compelled to act when they
    boundaries have key information
    Issues
    Personal
    ­‐ - web-l‐­enig,acceptance, trust
    Dissatisfaction
    1. Discrepancy between • Key step: inspire people
    expectations and reality 1. Clarify expectations and
    2. Confusion and standards
    frustration around roles a. Comparison with
    and goals. others
    3. Feelings of b. Let problems do the
    incompetence, teaching
    confusion, low trust
    2. Listen to everyone­‐ -
    IssuesPower,
    ­‐- control, “silent voices”
    trust
    Integration
    1. Increased clarity and • Key step: Nurture
    commitment on roles, 1. Involved everyone from
    goals, tasks and THE START! Not in the
    structure middle or the end
    2. Growing trust, cohesion, 2. Minimize bureaucracies
    harmony, respect and formal rules
    3. Understanding and 3. Breakdown boundaries
    valuing of differences
    IssuesSharing
    ­‐- of control,
    conflict avoidance
    Production
    1. Clear purpose, values • Key step: let go
    and roles 1. Build leadership at all
    2. Empowering team levels.
    practices 2. Enable others to act
    3. Flexibility, high 3. Provide people with
    morale tools then get out of
    4. Optimal productivity the way!
    and high standards
    IssuesNew
    ­‐- challenges,
    continued growth and
    learning
    Key task of leaders/managers

    • A key task of leaders/managers is to guide the


    team into the different stages of team
    development.
    TAHAP-­‐TAHAP
    PERKEMBANGAN TIM

    Undevelopment

    Experimenting

    Consolidating

    Mature

    Con
    c
    Tahap Undevelopment
    Belum melibatkan belum terbuka.
    lebih sering terjadi antrian lontaran gagasan
    dan bukan diskusi.
    Kelemahan-­kelemahan
    ‐ individu ditutup-­‐tutupi.
    Kesalahan =kelemahan belum kesempatan
    untuk belajar.
    Tahap Experimenting
    Tim Mulai bersungguh-­sungguh
    ‐ meninjau
    ulang metode-­‐metode operasional yang
    berlaku
    melakukan eksperimen dan uji coba
    berbagai masalah dihadapi dan dibahas secara
    lebih terbuka sebelum membuat suatu
    keputusan
    Lebh hidup, lebih mendengar, lebih terbuka
    Tahap Consolidating
    mulai percaya diri, terbuka
    Aturan-­‐aturan dan cara kerja yang kaku diubah
    dengan aturan baru yang disepakati
    bersama, agar tujuan dapat dicapai
    Adanya kejelaskan tujuan dari aktivitas/tugas,
    adanya penetapan sasaran, pengumpulan
    informasi yang dibutuhkan,
    Tahap Mature
    Fleksibilitas menjadi hal yang utama, karena
    setiap kebutuhan-­kebutuhan
    ‐ memiliki prosedur
    kerja yang berbeda.
    Penggunaan energi dan kemampuan secara
    maksimal dari tiap anggota disebabkan karena
    adanya komitmen.
    Saling percaya, keterbukaan, kejujuran, kerja
    sama dan ‘konfrontasi’ maupun review berkala
    terhadap hasil kerja, menjadi gaya hidup tim.
    How to implement
    We need to know:

    1. Who constitute the team


    2. What the team is trying to achieve
    3. What the team needs to learn
    4. The best learning process for the team

    29
    Stages of the learning process

    • 1. Efficacy*/Effectiveness
    • 2. Efficiency
    • 3. Expansion

    • David Korten, “Community and Rural Development: A Learning


    Process Approach”

    • * additional term in epidemiology

    Purnawan Junadi, FKMUI 2003 30


    Program learning curvesD.
    ­‐- Korten
    Learning to be effective Learning to be efficient Learning to expand

    Transition
    Transition
    Initiation

    Maturity
    Why does each stage requires a new
    learning process?
    • When we expand, we change the
    composition of the team. Conditions and
    resources also change.
    Why does each stage requires a new
    learning process?
    • The “best practices” of “special forces” or elite
    units in any army cannot be easily transferred
    to regular soldiers.
    Change is always met with
    resistance

    • Resistance to change is neither good nor


    bad.

    • It is always a signal for further inquiry.


    To change
    • take risks
    • seek responsibility
    • be accountable for your actions.
    When a team outgrows individual
    performance and learns team confidence,
    excellence becomes a reality.
    ~ Joe Paterno ~

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