Team Accountability – Workshop 11 (Culture Part 3)
The Appleton Greene Corporate Training Program (CTP) for Team Accountability is provided by Mr. Teschner MBA BA Certified Learning Provider (CLP). Program Specifications: Monthly cost USD$2,500.00; Monthly Workshops 6 hours; Monthly Support 4 hours; Program Duration 12 months; Program orders subject to ongoing availability.
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Learning Provider Profile
Mr. Teschner is a transformational Leadership Coach and Trainer and Founder & CEO of VMax Group. VMax Group is a St Louis-based Leadership Development company specializing in teaching accountable leadership and high-performing teamwork to businesses across the globe. VMax Group has centered much of its signature training around the proper practice of Accountability. Real Accountability—positive, forward-focused Accountability centered around the process of taking Absolute Ownership for the outcomes the team achieves—is something Mr. Teschner and his team lived during their collective time as member of high-performance military teams. Now they’ve made it their mission to teach what they know to those who need to learn it.
A decorated graduate of the U.S. Air Force Academy, Air University, and the National War College, Mr. Teschner is also both a Distinguished Graduate and former F-15 Instructor at the USAF Weapons School – the Air Force version of “TOP GUN”. It was there that he honed his craft of teaching accountable leadership to the top practitioners in the world. Additionally, Mr. Teschner was privileged to command an operational F-22 “Raptor” squadron, flying America’s most advanced air supremacy platform. Mr. Teschner was ultimately honored to be promoted to the rank of full Colonel but retired early as a result of a battle with colon-rectal cancer. Mr. Teschner has over 20 years of hands-on leadership experience in High-Performance, High-Reliability Organizations and brings all of that experience with him wherever he speaks, teaches or coaches.
Mr. Teschner has a special way of connecting with his audiences, blending high-impact stories of fighter aviation and personal humility to achieve the intended outcome. In addition, his story of his personal fight with cancer serves as the launch pad for talks about humility, growth, motivation, and constant improvement. Mr. Teschner is the author of the #1 bestselling book, Debrief to Win: How High-Performing Leaders Practice Accountable Leadership, and released his newest bestselling book Aiming Higher: A Journey Through Military Aviation Leadership, a book co-authored with 4 other former Air Force pilots, in May of 2022. His next book, Building Resilience, is due out in the Spring of 2023.
MOST Analysis
Mission Statement
Now we’ll return to culture and dig into organizational design – Mission Command – as well as explore behavioral standards. Outcome: the team is designed and equipped to have high levels of Psychological Safety. Desired Learning Objectives: We understand the principles of Mission Command in team design. We understand how to enable centralized command, decentralized execution.
Objectives
01. Historical context: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
02. Core Principles: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
03. Centralized Command: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
04. Decentralized Execution: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
05. Control & Autonomy: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
06. Structure & Dynamics: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
07. Behavioral Standards: departmental SWOT analysis; strategy research & development. 1 Month
08. Scaling Principles: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
09. Measuring Accountability: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
10. High Psychological Safety: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
11. Empowering Decision-Making: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
Strategies
01. Historical context: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
02. Core Principles: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
03. Centralized Command: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
04. Decentralized Execution: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
05. Control & Autonomy: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
06. Structure & Dynamics: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
07. Behavioral Standards: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
08. Scaling Principles: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
09. Measuring Accountability: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
10. High Psychological Safety: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
11. Empowering Decision-Making: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
Tasks
01. Create a task on your calendar, to be completed within the next month, to analyze Historical context.
02. Create a task on your calendar, to be completed within the next month, to analyze Core Principles.
03. Create a task on your calendar, to be completed within the next month, to analyze Centralized Command.
04. Create a task on your calendar, to be completed within the next month, to analyze Decentralized Execution.
05. Create a task on your calendar, to be completed within the next month, to analyze Control & Autonomy.
06. Create a task on your calendar, to be completed within the next month, to analyze Structure & Dynamics.
07. Create a task on your calendar, to be completed within the next month, to analyze Behavioral Standards.
08. Create a task on your calendar, to be completed within the next month, to analyze Scaling Principles.
09. Create a task on your calendar, to be completed within the next month, to analyze Measuring Accountability.
10. Create a task on your calendar, to be completed within the next month, to analyze High Psychological Safety.
11. Create a task on your calendar, to be completed within the next month, to analyze Empowering Decision-Making.
Introduction
Fostering Team Accountability and Psychological Safety through Mission Command: An In-depth Exploration of Organizational Design and Behavioral Standards
In the ever-evolving landscape of contemporary organizations, the art of fostering team accountability and creating an environment of Psychological Safety has become not just an aspiration but a strategic imperative. Teams, often likened to the beating heart of an organization, represent the collective force that propels innovation, achievement, and growth. Yet, for teams to fulfill their potential, they must be endowed with the tools and principles that encourage individual ownership and collaborative cohesion. At the nucleus of this synergy lies Mission Command – a philosophy rooted in the principles of decentralized execution and centralized command. This philosophy, once confined to military strategy, has expanded its wings to shape modern organizational design, igniting a transformative journey in how teams function and flourish. Within this paradigm, behavioral standards serve as guiding stars, illuminating pathways of interaction and culture that underpin effective teamwork.
As we embark on this intellectual odyssey, our trajectory guides us through the labyrinthine corridors of team accountability, Mission Command, organizational design, behavioral standards, and the genesis of Psychological Safety. The culmination of this expedition promises a profound comprehension of how these multifaceted elements intersect, intertwining to foster an atmosphere where team members feel not just compelled but inspired to express their ideas, make well-informed decisions, and collectively shoulder the mantle of accountability.
Mission Command: An Overture of Organizational Dynamics
The foundations of Mission Command are anchored in history, tracing its lineage to battlefields where the art of war underscored the vital importance of adaptability and agility. Drawing parallels between military maneuvers and organizational dynamics, Mission Command embodies the dichotomy of centralized command and decentralized execution. The former delivers a strategic compass, a clear vision, and overarching objectives, while the latter empowers front-line soldiers, or in our context, team members, to make nimble decisions informed by situational awareness. As the scales tip towards decentralization, the autonomy granted to individuals and teams cascades into a surge of ownership, innovation, and accountability.
Mission Command is constructed upon a scaffolding of principles, each one indispensable in sculpting a resilient and collaborative team environment. The tenets of mutual trust and understanding between leaders and team members catalyze cohesive cooperation. Communication of intent, instead of rigid instructions, empowers team members with contextual clarity, enabling them to align their efforts with the overarching mission. Decentralized decision-making, a hallmark of Mission Command, liberates team members from the shackles of hierarchical approvals, fostering a sense of agency and ownership. Embracing a culture of continuous learning and adaptation honors the ethos of Mission Command, where failure isn’t chastised but cherished as a conduit for improvement.
Organizational Design: A Choreography of Collaboration
As Mission Command finds a home in contemporary organizational dynamics, it seeks an ally in organizational design. The arrangement and structure of an organization transcend mere semantics; they encapsulate the rhythm and tempo at which teams operate. Hierarchical structures, with their well-defined pyramids of authority, sometimes engender bureaucracy and slow decision-making. Flatter structures, fostering a sense of equality, can struggle with role ambiguity and accountability diffusion. The labyrinthine nature of matrixed structures introduces intricacies in reporting lines and interdependencies. In the context of Mission Command, organizational design becomes an ecosystem where centralized command orchestrates the symphony, and decentralized execution resonates as harmonious melodies. Finding the equilibrium, however, demands a discerning blend that aligns with the mission while empowering teams with the requisite agility.
Organizational Design: Beyond Structure to Synergy
Organizational design goes beyond the contours of structure; it determines how energy flows, ideas are exchanged, and accountability is fostered. Hierarchical structures, while offering clear lines of authority, can inadvertently stifle innovation due to cumbersome approval processes. Flatter structures promote agility but may struggle with role clarity and coordination. Matrixed structures leverage cross-functional collaboration but require intricate navigation of reporting lines. In the realm of Mission Command, the chosen organizational design serves as a canvas upon which the principles are painted. The orchestration of roles, responsibilities, and rep