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Jingdong book

职场学习与发展经典译丛·SPOT团队引导:点燃群体管理的智慧

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《职场学习与发展经典译丛·SPOT团队引导:点燃群体管理的智慧》阐述了引导技术的作用、4D团队引导模型:D1—明确需求;D2—设计研讨会;D3—实施研讨会;D4—发现新的学习;引导四要素:空间-过程-产出-时间(S.P.O.T);引导的核心技能以及引导中的发散与收敛工具,最后综述引导技术的各种应用。
Author Description

帕拉布·耐度,伦敦大学组织行为学硕士,专业引导师(CPF)、资深引导师(CMF),拥有19年在飞利浦、美国电话电报公司和康柏公司等MNC企业的的工作经验经验(1980—1999),2000年与Janice Lua共同创建了新加坡引导师协会。除了为MNc、SME、VOW、NP0和新加坡公共机构提供众多组织发展方面的干预项目外,他引导了众多国际和地区会议,以及非政府组织大会。

赖美云,技术管理理学硕士,新加坡高级国家企业卓越评审、ISO9000"审计师、业务连续性注册规划师、认证管理顾问、DISC认证行为顾问、高效能人士七个习惯的认证引导师、优势发展认证引导师、PMI认证项目管理专业人员、lAF认证专业引导师、INIFAC认证资深引导师和认证资深引导师的评审员、新加坡引导师协会的共同创始人。除了进行团队建设、创新和企业规划研讨会外,她曾采用世界咖啡(Twc)、开放空间(OST)和未来研究(Fs)等方法开展区域和国际的会议引导。

唐长军,北京百年基业管理顾问有限责任公司创始合伙人,行动学习研究院院长。国际行动学习协会认证教练,FNs新加坡引导协会北京分会会长、“SPOT团队引导”认证导师。专长使用行动学习、引导技术和团队教练的方式来发展企业高层经理人的领导力,有超过12个行业的行动学习项目的咨询、设计与实施经验。

郝君帅 北京百年基业管理顾问有限责任公司董事合伙人、高级副总裁,首席行动学习催化师。国际行动学习协会高级教练,FNS新加坡引导协会“SPOT团队引导”认证导师。拥有15年教育培训E作经验,曾担任过华润集团行动学习项目负责人,催化师项目主讲老师。

张庆文,北京百年基业管理顾问有限责任公司董事合伙人、高级副总裁,首席领导力顾问。国际行动学习协会认证教练,FNS新加坡引导协会“SPOT团队引导”认证导师。拥有二十余年的人力资源管理与企业管理的经验,尤其在行动学习发展中高层领导力、团队领导力、创新领导力和学习型组织建设等方面有丰富的实践与研究。

任伟,职业团队引导者,萨提亚成长模式的实践者。《引导——团队群策群力的实践指南》一书的译者。
Comments

★你想真正成为业务的专业伙伴吗?你想在组织中提升你和团队的专业影响力吗?本书最大的价值就是告诉人力资源工作者一个清晰的答案:有了贴近业务的4D引导流程+贴近人性的SPOT引导要素,就能打通业务战略到绩效执行的正循环!
——亚信联创管理学院副院长苏靖然

★在互联网时代,不提供工具和方法的书简直是耍流氓!而这是一本实用的书,图文并茂地讲解了30余个引导工具和方法。让不懂业务的培训人员能够轻松运用SPOT引导利器,帮助业务部门解决实际问题,让参与者激发思维、群策群力、达成共识,为团队和组织带来神奇的改变!
——京东大学校长马成功

★SPOT团队引导是一套易学、高效的群策群力研讨技术,能够帮助使用者提升自身领导力水平,在组织内更好地营造尊重、信任、平等、开放的团队文化。
——伊利商学院常务院长郭宝东

★SPOT技术是一套非常系统、简洁实用的引导工具,它不仅可以解决问题、规划愿景,更重要的是它可以聚拢人心,增强团队承诺和使命感。
——惠普中国学习与发展顾问徐红光
Catalogue

导语
关于本书
第一章 前言
什么是引导
传统的引导
引导技术对于组织的价值
教练一导师一引导一培训一咨询
引导会议中的利益相关者
内容与背景
展现人们最好的一面
点燃员工的工作热情
引导就像航海

第二章 成为一名出色的引导师
关于优势配置清单(SDI )
动机和价值观决定你的行为

第三章 FNS 4D引导模型
D1一明确需求
了解背景与全局
了解场地与后勤
7解参与者
D2一设计研讨会
计划与准备的关键步骤
小组规模:
设计变革管理
D3一实施并总结研讨会
实施研讨会的关键步骤
团队记忆
书写海报
GO—AB海报
实施步骤的具体指引
意外情况的处理方法
阶段性小结参与者共识
会议总结与行动计划
会议过程回顾与反思
D4一发现新的学习
从经验中学习和转化
矫枉过正与钟摆效应

第四章 空间—过程—成果—时间(S.P.O.T)
空间
物理空间
情绪/心理空间
如何创建一个安全的情绪/心理空间
鼓励参与者坦率发言而不必担心后果
光线对于参与者能量的影响
提升会议空间的场能
创造个人空间
桌形和场地布置
过程
阶段划分和开场介绍
多元化思考与准备
尊重不同的文化与风格
引导残障参与者
产出与成果
时间
保持参与者聚焦目标与高效能
应对参与者缺少回应的技巧

第五章 核心技能
保持中立
主动聆听一提问一复述
收集想法一综合想法一浮现假设
保持聚焦主题——给予和接收反馈
总结与跟进
处理不合作的行为
管理沉默
引导冲突与抱怨

第六章 发散与收敛工具
头脑风暴
书写式头脑风暴
同类整理
力场分析
需求与给予
创建愿景
差距分析
漫游挂图和入场,离场调查
外交大使式分享
反复辩论
时间画廊
决策与投票
2×2矩阵
多维决策矩阵
粘贴墙
大规模引导方法介绍

第七章 引导技术的应用
引导师能量状态对参与者的影响
引导师的着装礼仪
引导师的肢体语言
使用幽默
引导师的手势
名牌:好的和不好的
引导式教师或培训师
引导式咨询顾问
引导式会议主持人

参考资料
INlFAC CMF核心能力与SDI 动机
引导师工具包
在线资源
FNS的故事
致谢
本书评论
Book Abstract

《职场学习与发展经典译丛·SPOT团队引导:点燃群体管理的智慧》:
卡耐基梅隆大学的安妮塔·威廉姆斯·伍利(Anita Williams Woolley)在她的论文“方法与目的”中提出,知识型工作通常会涉及到对期望成果的重新定义和对任务过程的详细说明,团队在工作伊始对这些问题的强调程度会导致团队成员更“成果导向”或更“过程导向”,从而带来不同的绩效结果。有些团队在讨论项目目标之前就着手确定角色、分配任务并设定项目进度,这属于过程导向型。他们可能会问这样的问题:
1.需要完成的子任务是什么?
2.团队如何在各个子任务上分配时间?
3.在项目中每个人需要负责的是什么?
4.子任务什么时候可以完成?
有些团队在一开始工作时,就深入讨论成员们的期望,这种团队尤其是在高效能的环境中,更有可能享受到成果导向的好处。他们可能会问这样的问题:
1.完成这项任务的“成功标志”是什么?
2.用什么标准来评估最后的产品?
3.对于最终完成项目而言,任务的各部分有什么重要性?
4.团队工作的最终产出是什么样的?
导致一个团队是过程导向还是成果导向,其差别是很微妙的,但识别出这一点非常重要。不能做到这点的话,会导致团队看起来运作顺利,但莫名其妙地就产生了不尽如人意的结果。
……

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