In this comprehensive blog post, we are going to know more about team management and some of the most popular team management PowerPoint presentation templates. Team management is the process of directing team members to accomplish team goals and objectives. So, let’s know more about team management, development models, and frameworks.
What is Team Management?
Team management is the process of organizing and managing team resources in order to create team goals and goals on time, within budget, and at quality levels required by customers or recipients of a team’s services or products. In this process, team managers utilize various skills, including leadership, communication, organization, planning, and decision-making skills.
Team Management Responsibilities
Team managers are in charge of team performance reviews, ensuring team members have the proper training and skills to complete their task assignments, resolving conflicts between team members, scheduling team meetings, creating action plans for team members to follow when completing work tasks, monitoring individual team member performance by reviewing task assignment progress reports and conducting personal interviews with team members about their job status. Team managers are responsible for helping build a positive team environment by expressing interest in all team member’s concerns without favoritism from other workers on the team. Team managers should handle situations involving team conflict or problems that may occur during projects. This includes informal meetings with the involved parties as well as formal meetings (such as performance review sessions) if team problems are not resolved. Team managers should handle team conflict by setting up team-building exercises or team members who do not work well together due to personal differences that can affect team productivity.
Why Team Management So Important?
Team management skills are crucial for developing and keeping the team motivated, productive, and strong. The capacity to effectively manage a team is extremely important in your organization, particularly as the popularity of remote operations increases and the teams continue to be dispersed across various locations. Therefore, implementing an effective team management framework in your company can improve the overall output of your workforce.
The Team Management Process
Team management in many organizations is a growing trend due to globalization, which requires more collaborative efforts from team members who are often located in different geographic locations including countries. The team management process includes:
- Setting up teams that consist of individuals who have complementary skills and expertise.
- Forming an interdisciplinary team with team members who possess knowledge about the various aspects of a project.
Elements of Team Management:
The main elements of team management include:
- Selecting productive team members.
- Performing individual goal appraisals for each participant.
- Managing group dynamics (such as decision making, team meetings, team conflict resolution, and team member performance reviews)
- Team building exercises, which are intended to create a team-oriented team environment.
- Team members who do not work well together due to personal differences can affect team productivity and should be met by the team manager during informal get-togethers (such as luncheons or social events) in order for the two team members to bond on a more social level.
Important Terms Used in Team Management
Team management involves team-building exercises in order to create a team-oriented team environment; for example, one type of team-building exercise is called “speed dating” where participants are seated at tables (usually 5-10 employees per table) where they will interact with other members around issues relating to teamwork. The program is led by a facilitator who guides the conversation between team members who may share similar viewpoints or team members who do not have a common viewpoint during this meeting (also known as brainstorms). During the brainstorming session, team members will ask questions to each other about teamwork and team building in order to determine what team members prioritize as team goals (aka team success factors) for themselves.
Team dynamics are the interpersonal forces that influence team processes and team performance; these insights are garnered via team meetings where team members discuss their progress against deadlines while reviewing issues or problems they have encountered. Team dynamics also include how individual team members contribute to the overall effort of a project; after individuals receive feedback on their contribution to a project from their peers – it is determined whether there are improvement needs based on the rate at which individual’s contribute or do not contribute towards projects within agreed upon time frames; this means that certain tasks identified by other team members as needing improvement will be given more attention by the team leader. Team management is used by team leaders to gauge team member’s performance and team dynamics while considering team progress status by having team meetings using SCQs (Situational Concern Questionnaires), which are conducted by asking specific questions that pertain to the recent project (if applicable). Team members should then talk about what concerns they have related to team building and team dynamics if any.
Team synergy is a state of dynamic cooperation within a team where individual efforts combine harmoniously; this occurs during meetings at scheduled intervals with each team member reporting on their participation in projects as well as what contribution has been made towards project completion in order for each team member to receive feedback from their peers. This allows individuals who not contributing to team projects in a proactive manner to improve teamwork and team dynamics while team members who are contributing heavily towards team projects can discuss their progress with team leaders and team peers (also known as project managers). During these meetings, team management is used by the team leader or project manager, – who chairs this meeting based on the importance of the upcoming project for the company – where specific questions related to team building and team dynamics based on SCQs will be asked during this session. Team dynamics is usually tied to organizational behavior because it focuses on how individuals behave within teams.
Refers to an interaction process used by two or more persons that share with each other common goals; these individuals seek ways of achieving these common goals by developing team strategies where members focus on common team goals and team dynamics. Teamwork is not simply the sum of individual efforts but rather a coordinated effort by team members that are interacting with each other to achieve team goals, also known as team success factors. By having team meetings at scheduled intervals – team management lays before all team members what exactly their role is within the team framework while fostering an environment of feedback using SCQs and creating SCARF Factors (Status, Certainty, Autonomy, Relatedness, and Fairness).
Team players or group-oriented individuals usually contribute towards achieving certain goals through interactions with one another wherein they exchange information either verbally or in writing; these individuals generally enjoy coming together to accomplish team goals which means that individuals involved in teamwork rather than team meetings do not see team management as necessary. Team players are generally team-oriented individuals who are focused on team goals and team dynamics rather than team building activities; this is because team dynamics, or how team members interact with each other in order to achieve team goals – is the primary focus of team meetings where SCARF Factors are considered through the use of SCQs.
An individual that works within a team environment wherein they contribute towards achieving certain tasks through interactions with one another; usually, these individuals enjoy coming together to accomplish team goals which means that they will not seek out team meetings, also known as group work. Team players are generally group-oriented individuals who do not see the need for such meetings when working in a team due to the team dynamic or teamwork already being present wherein team dynamics, team goals, and team objectives are achieved through team interactions. These individuals normally contribute towards team goals at scheduled intervals. These group-oriented individuals usually do not see team-building activities as necessary as they are already working on a team which means that they would rather work on tasks than training.
A person who directs, guides, or manages a group using authority given by a higher power such as an employer within the designated scope of duties, responsibilities, and compensation package; these individuals usually have several years of experience working on teams while also possessing specific skills sets that pertain to leadership and management which includes having knowledge of managing people. Team leaders are team-oriented individuals who have a team playing experience and team management experience in order to handle team dynamics while considering team objectives, team building activities, team roles as well as teamwork. These individuals usually recommend team coaching sessions or team training sessions, which is training that involves learning about team building using SCARF Factors; during these meetings where specific questions related to team dynamics and teamwork are asked by the project manager (team leader).
Five Models of Team Development Models
The Tuckman Model
The Tuckman Model is a team development model that describes the stages of any team’s development. It was developed by Bruce Tuckman in 1965. In 1965, Tuckman published a paper that described the primary stages of development for a team: forming (forming stage), storming, forming, performing, and adjourning.
Looking at the DISC model, you will see that each letter represents a personality style. The DISC model proposes that we all have these styles and that over time we develop the behaviors associated with them.
DISC is an acronym of four words:
DISC model stands for Dominance, Influence, Steadiness, and Compliance.
The DISC model was originally developed by Dr. William Moulton Marston in 1928. DISC is based on four personality traits that are used to describe our behavior patterns in different situations. DISC is an immensely popular tool for understanding what makes people tick and how we can effectively influence them. The DISC model is best used as a learning tool, not as a method to evaluate or change the personality of an individual. DISC can be used by individuals when they are describing their own personalities in order to understand and manage them better. DISC is also an extremely useful tool for managers who are trying to understand the personalities of their team members or direct reports, as DISC can be used to help them work out how each individual will react in specific situations, and therefore what motivates them and how they best like to deal with pressure and stress.
The GRIP model is a software development methodology that has been in use in the business sector for many years. Its principles are applicable to many kinds of software development, including mobile apps and web applications. GRIP model is an acronym that stands for Goals, Roles, Interactions, and Processes. GRIP model has four main phases: analysis, design, implementation, and testing. GRIP model is a very structured process. GRIP model uses a top-down approach to develop software. GRIP model was developed by Barry Boehm in the 1970s, and GRIP Model is an outgrowth of his Software Engineering Economics, which has become a very influential book in the conventional software community despite having been written by an outsider and based on observations rather than experimental data.
Thomas-Kilmann Conflict Mode Model
The Thomas-Kilmann Conflict Mode Model is a general model used to analyze the conflict management strategies of individuals and groups. It is especially useful in improving conflict management in teams and organizations. Thomas-Kilmann Conflict Mode assesses how people tend to respond to conflicts in the workplace. This model is based on Thomas’ theory of leadership, as well as his understanding of human nature.
Thomas-Kilmann Conflict Mode Model includes 6 different categories:
- Accommodating (yes-oriented)
- Avoiding (no-oriented)
- Compromising (win-lose, partial win-partial loss orientation)
- Collaborating (win-win, mutual goal orientation)
- Competing (lose-lose, partial lose–partial lose orientation)
The Lencioni Model is a management model developed by the author, speaker, and consultant on leadership, Patrick Lencioni. Lencioni is the bestselling author of five books, including The Five Dysfunctions of a Team that introduced his model to the business world. Lencioni’s work focuses on how leaders can lead disruptive change in their organizations through building cohesive teams and ensuring those teams remain effective throughout the change process. Lencioni teaches that true transformation requires organizational collaboration and strategic alignment, which Lencioni claims to lead to operational excellence and competitive advantage.
The Lencioni Model is built on five key values:
The Lencioni Model provides leaders with a blueprint for identifying the root causes of organizational dysfunction and creating solutions through improving trust among team members, inspiring change, and promoting personal accountability. Lencioni asserts that the Lencioni model can be easily applied in order to help organizations grow through increased team synergy and alignment.
The Team Development Framework
Team Development Framework (TDF) is one of the most comprehensive frameworks for Team Development. The Team development framework works hand in hand with the Team capability approach, aiming to provide a logical and holistic solution approach towards high-performance teamwork and Team effectiveness. TDF aims to develop teams by helping them achieve Team capability.
TDF comprises several interlocking elements of Team Development, which include:
- Team Co-Design
- Team Governance
- Team Assessment
The framework provides guidelines for effective Team working. It also helps Teams create processes that improve team effectiveness by achieving higher performance. Team Development Framework is an integral element of the Team capability approach.
Why SlideSalad Can Be Your Best Source for Comprehensive Team Management Templates?
If you are an experienced project manager, team lead, or a person who has taken the very first team management role in your company, we have gathered some of the best collection of team management PowerPoint presentation templates for you. This curated collection of premium team management PPT templates specializes in helping you build fundamental skills and strategies you need to acquire for managing a high-performing team. From this comprehensive set of team development models and frameworks templates, you can easily get a clear vision of many advantages such as:
- Efficient team management skills
- Clear communication skills
- Leadership quality
- Effective conflict resolution
- Managing team performance
- Recruiting productive and skilled team members
- Building a productive team
- And more
If you came here for a comprehensive team management PowerPoint template, then this is the one you need to buy today. This premium PPT template is covering all the factors involved in team management, development models, and frameworks. The template includes most of the popular models, such as The GRPI Model, The GRPI Model, The JD-R Model, and many more. Furthermore, this template contains many useful elements such as various vector infographics, vector icons, unlimited theme colors, two aspect ratios of 4:3 and 16:9, easily editable graphic elements, and more.
The roles model was developed by Henry Mintzberg of McGill University in Montreal, Quebec, Canada. It is based on an analysis of hundreds of managers from a wide range of organizations. His findings are outlined in his book The Nature of Managerial Work (1973). The roles model has based on the premise that managers spend much of their time carrying out certain activities and that by identifying these activities, we can better appreciate managerial work. Mintzberg identifies three basic management functions as Interpersonal Roles (The Figurehead, The Leader, The Liaison), Informational Roles (Monitor, Disseminator, Spokesperson), Decisional Roles (Entrepreneur, Disturbance Handler, Resource Allocator, Negotiator). This best Mintzberg’s Management Roles Model PowerPoint template includes all the standard diagrams, charts, and infographics you need to describe the model.
This premium PowerPoint presentation template is visually explaining the Four Dimensions of Relational Work Model. The Four Dimensions of Relational Work (‘4D’) is a research model which has been used to identify the set of variables necessary for organizations to be successful in building and sustaining high-performance work relationships. The 4D model was originally developed by Bill Butler and Paul Waldroop in 1997. This model has been derived from a systematic program of research that investigated the personal characteristics of management teams and how these relate to team effectiveness and organizational performance.
The Four Dimensions of Relational Work are:
- Interpersonal facilitation.
- Relational creativity.
- Team leadership.
Bad communications and conflicting agendas often derail teamwork in a company. The results are low levels of trust, fear of conflict, lack of commitment to decisions, and fear of failure. The Five Dysfunctions of a Team identifies why team members cannot cooperate and communicate effectively, even when they want to do so. The Five Dysfunctions come from Patrick Lencioni’s explains how to diagnose the problems that are crippling your team and suggests what you can do about it. It helps leaders to create a culture that promotes trust, encourages open dialogue between team members, fosters a sense of accountability, and enables continuous improvement through effective decision-making. These easily editable slides explain the model using appealing texts, infographics, vector icons, and more.
If you are looking for the best PowerPoint presentation template that illustrates Waldroop and Butler’s Six Problem Behaviors, then you need to purchase this premium PPT template. In 2000, James Waldroop and Timothy Butler found six problem behaviors that are problematic for people who want to be successful. Those bad habits include The Hero, The Meritocrat, The Bulldozer, The Pessimist, The Rebel, and The Home Run Hitter. The template also has colorful graphical diagrams, vector infographics, and detailed data. Buy this best team management PowerPoint template and explore the possibilities.
The GRPI model is a tool that allows an organization to identify goals, roles of members, processes in which they interact, and social dynamics within teams. By using this tool, one can track progress made towards accomplishing goals and resolve problems with interpersonal relationships within a team. The model has four components: Goals, Roles, Processes/Procedures, and Interpersonal Relationships. Each component is constructed of three dimensions: how goals are set, how process/procedures work together, and the quality of interpersonal relationships. Get this template, edit the required texts, change the colors from unlimited color schemes, insert fully customizable icons and start presenting the data to your team members, investors, stakeholders, or your managers.
Tuckman’s Team Development Model is a simple model that explains the process of how a team develops and performs over time together. It was developed by Bruce Tuckman in 1965 to explain not only the development of teams but also why they sometimes fail or don’t perform as expected. This model has since become popular with organizations, especially in a business setting, that wants to create team dynamics and know-how they’ll grow over time. This comprehensive team management and development PowerPoint template describe teams’ development process with four distinct, predictable stages: Forming, Storming, Norming, and Performing. At first glance, this may seem like a simple model, but it can be used as a gauge to see whether or not a team is ready for challenges and how effective they’ll be in achieving their goals. The model also explains how teams that fail often do so because of the lack of a certain stage in the process, such as miscommunications or weak leadership.
The Cog’s ladder model was created by George Charrier, who worked in marketing management positions at Proctor and Gamble from 1946-1973. It is a group development tool that can be used to identify and analyze the team members and how they interact with each other from their initial meeting all the way to becoming a high-performing team and what pattern to expect throughout this process. The purpose of the Cogs Ladder Model is to provide a tool for analyzing and understanding the team development process. In its simplest form, it provides a graphic method for identifying individual performance capability at each stage of team development. This amazing PowerPoint template is an excellent tool for explaining the model in a creative way.
Belbin’s team roles are the nine personality types identified by Dr. Meredith Belbin as critical to a team’s success. The Belbin Team Roles theory is based on the premise that the skills and abilities of individual members are not what makes teams successful but the way they behave when working as a team. It is also necessary to be able to identify other people’s individual strengths and weaknesses in order to effectively work as a team, especially when individuals will be working together over an extended period of time. Belbin Theory breaks down each member into nine specific roles based on their personality and how they contribute to the group’s success during times of stress and change. They are:
- Thought/Thinking-Oriented Roles
- Monitor evaluator
- Action-Oriented Roles
- Completer Finisher
- People-Oriented Roles
- Team worker
- Resource Investigator
A job is demanding when the requirements and pressures placed on the individual are high. Demands may include time pressure, effort pressure, performance demands, emotional demands, or decision-making responsibilities. The resources of a job refer to opportunities that allow individuals to cope with their jobs, such as autonomy at work, social support from coworkers or supervisors, and opportunities for personal development. Worker well-being is determined by the interactions of demands and resources. This model proposes that in situations with high levels of job demands, worker well-being will decrease, but when workers have sufficient job resources to cope with their jobs, workers can maintain a healthy level of well-being. This fully customizable premium PPT template got many features such as:
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Training Needs Analysis (TNA) is also used to determine training resources [e.g., tools, techniques] required to meet the training objectives of an organization which helps managers to plan adequate training and development activities [e.g., training programs, workshop] to overcome present as well as future problems of the employees. Training needs may arise in the areas of Job Knowledge, Skills Training and Development. The factors which influence the process of Training Needs Analysis include Organization size and structure, Business strategy/targets, business environment (changes), Organizational Culture, Employee profile [skills], Employees’ expectations from the job and workplace. Training needs analysis helps organizations make better decisions about what kinds of training will be most effective for improving current performance. You can also use this PPT theme for pitch deck presentations, HR presentations, employee assessment presentations, and more.
ADDIE is a five-step instructional design developed for the US army. The first three phases (the “A”s) address the design of the training program. Although participants in a development project may not be able to see or evaluate the entire program, they can help make sure that each element of the program is built correctly. The last two phases (“D” and “E”) involve monitoring and modifying elements of the user interface after delivery to ensure that users learn how to use it properly. The ADDIE model is not the only template for instructional design and training development, nor will it work in every situation. Many organizations have customized their own processes to account for organizational or cultural differences. The ADDIE model gives you a good place to start; however, your organization should always set its own priorities and requirements for each phase of any project. This unique and clean presentation template is completely customizable, and you can add any elements to the slides, such as slide backgrounds, image placeholders, slide animations, professional slide transitions, and more.
The conscious competence learning model, introduced by Noel Burch in the 1970s, is a learning matrix that explains how learners gain new skills through practice and experience. This model is used as a training technique to aid the learner in developing specific job-related skills. The reason this method of training is effective because it helps the trainee understand what the target goal is, where he or she currently falls on the learning curve and how to reach the desired level of skill. This minimalist PowerPoint template is a good example of the best team management frameworks presentations. The conscious competence learning model consists of four stages that illustrate how a learner gains new knowledge or skills through practice and experience. The four stages are:
- Unconscious incompetence (Ignorance)
- Conscious incompetence (Awareness)
- Conscious competence (Learning)
- Unconscious competence (Mastery)
This is one of the awesome PPT templates selling on the SlideSalad marketplace. The Kirkpatrick Model identifies four distinct levels of participant evaluation: reaction, learning, behavior, and results. These four levels are increasingly difficult to measure without using specialized research methods for each level. For example, improving a participant’s performance on a test is easier to measure than changing the way they behave at work. The goals of the Kirkpatrick Model are to help organizations determine what they must do and how well they have done it in order to improve their training programs. The model helps organizations understand the results that their training is intended to achieve, so they can identify areas for improvement. Some organizations like Cisco or IBM use this model as part of their training evaluation process because it enables them to measure their training programs objectively according to participants’ individual skills and behavior change. This helps these organizations determine if a certain course is suitable for all employees or only for those who need specific skill development. It also makes sure that employees get the right kind of training at the right time in order to improve their performance at work. So, without thinking, grab this premium PowerPoint template for your team management presentations.
Heron’s Six Categories have been described as “classical” developmental interventions because he argued that effective management consisted primarily of facilitating change within individuals (rather than imposing change from above). The concept is often referred to now as Heron’s “Developmental Model” or his “Strategic Model.” Heron intended that these categories should be used flexibly by managers and leaders. For example, a manager using intervention in category four may find that the assertive approach is required to deal with some issues of performance or unfavorable behavior, whereas a different style would be needed for others.
The Six Categories of Intervention mentioned in this Heron’s Six Categories of Intervention PowerPoint Template is:
- Information giving.
- Questioning or exploring.
- Advice giving.
- Assertion or confrontation.
- Giving responsibility and promoting self-advancement.
- The removal of dead ends or obstacles to growth (barriers).
This professional PowerPoint template is discussing the framework introduced by Daniel Goleman. Goleman explained that emotional intelligence is not a fixed attribute, meaning that people can have different levels of competence in terms of the emotions they express and react to. However, the way people learn emotional Competence is through Social Learning Theory and Modeling.
Emotional Competence divided into two categories:
- Emotional self-awareness (recognizing and understanding one’s emotions)
- Managing Emotions (Understanding how to manage one’s own emotional reactions so as not to become overwhelmed by them)
Emotional self-awareness is the ability to recognize different emotions that you are feeling while managing your emotions deals with the ability to control emotional reactions. Emotional Competence is learned through social learning theory and modeling, while the ability to manage one’s emotions is developed by practicing and repetition of these skills. Download this high-quality team management and development PPT template and start your presentation!
The 9-Box Grid Model is excellent for identifying and developing top performers. It is also a useful way to break down the performance of individuals in order to understand which areas are underperforming and to determine whether those individuals would be best utilized as they are or if they should be moved into another position where their talents could be put to better use. 9-Box Grid Model is a simple 9-box grid that helps you assess the performance of an individual or a team in 9 key dimensions. 9-Box Grid is designed to be a 9×9 grid. The 9 intersections (or compartments) of the grid are labeled using 9 key performance dimensions that describe employee or team behavior and skills. Each performance dimension is further described by 3 subcategories for a total of 27 categories (“cells”) in each 9×9 table. The grid helps identify the strengths and development needs within each individual across 9 key dimensions with their corresponding competencies grouped into 27 cells/boxes under each dimension. This 9 Box Grid Talent Management Matrix PowerPoint template is one of the most selling PPT template loaded with many features such as fully customizable slides, completely editable infographics, and more. You can also save this template on Google Drive or OneDrive for easy access.
SlideSalad holds the best GROW coaching model PowerPoint template with all the premium features. The GROW Model was developed in the 1980s by business coaches Graham Alexander, Alan Fine, and Sir John Whitmore. The GROW Model is popular because it is easy to understand, yet powerful enough to deal with most situations that we face in business today Most goal-setting models use the SMART criteria (Specific, Measurable, Achievable, realistic, and time-bound). By contrast, the GROW model tends to focus on the outcome that you desire rather than how you plan to achieve it The technique has a broad application across all aspects of business life A typical example would be in planning a sales strategy where your end result might be “to increase market share by 10% You might not have the option of increasing your sales force, so your goal might be to “Attract more quality leads than our competitors.” GROW is an acronym and stands for:
- G – Goal
- R – Reality
- O – Options
- W – Will
The model was developed by Graham Gibbs and presented in his book ‘Learning by Doing’ (1988). It is also known as the Analytic-Synthetic Reflective Cycle because it consists of two interlocking processes: The analytic process helps us to be more precise about what happened during an incident or occurrence. In the synthetic process, we gather possible ideas for improvement based on our analysis. The six stages of the Gibbs Reflective Cycle are:
- Describing the situation
- Reflecting on your role
- Reflecting on others’ roles
- Identification of patterns
- Identifying causes
- Identifying action points
In other words, the stages will go through Description, Feelings, Evaluation, Analysis, Conclusion, and Action plan. This template is an excellent choice for Entrepreneurs, Project Managers, Team Leads, Top-Level Executives, etc. If you are interested, you can check some of the premium Google Slides Themes and Keynote Templates too.
In 1943, Abraham Maslow published his theory regarding human behavior. He explained how people could be motivated by the desire to fulfill a number of basic needs and desires. These are organized into a pyramid-shaped hierarchy. The levels in the hierarchy must be met before the next level of needs can be considered. Maslow used the terms “deficiency need” and “being need” to describe our innate desires for a higher level in the hierarchy. According to Maslow, as one moves up the pyramid, from one level to the next, it becomes increasingly more difficult for these needs and wants to be satisfied. He believed that we could not focus on two levels at once but must choose which we want to satisfy first. Once satisfied, however, we may then move on to satisfying some needs from the next lower level on his pyramid. This creative PowerPoint template design visually illustrates the pyramids by adding the required data. The Hierarchical Levels introduced by Maslow are:
- Physiological needs.
- Safety needs.
- Love and belonging needs.
- Esteem needs.
- Self-actualization needs.
Are they looking for a complete team management PowerPoint template for explaining Herzberg’s Motivation-Hygiene Theory? Then, get this professional and clean PPT template. Herzberg has identified two factors that lead to job satisfaction and dissatisfaction. He called the factors Motivators as these motivate people in their jobs and Hygiene Factors as these are not intrinsic to any job, but they act like hygiene factors, which help workers feel satisfied with their jobs. Herzberg argued that the non-monetary rewards such as recognition or promotional opportunities are considered motivators useful if they really enhance an individual’s self-esteem. Whereas he referred the non-motivator further, such as company policies and facilities given at the workplace are just social amenities meant for maintenance of good health, i.e., hygiene factors. He said that there is no tangible relation between money and job satisfaction. So, it means that money alone cannot make employees satisfied.
The Johari Window was designed to help an individual understand their own behavior and the perception of that person by others in a social context. It is made up of four quadrants: Public (or Open), Private (or Blind), Apparent (or Hidden), and Unknown (or Opaque). Each quadrant includes two boxes representing the person and how they are perceived by others. The four quadrants are divided by a horizontal line which represents the subject’s understanding of their own behavior. The upper two boxes, Public and Private, represent the person’s awareness of their strengths and weaknesses. The lower two boxes, Apparent and Unknown, represent how others see them. This best corporate PowerPoint template (Widely used in corporate companies and firms) is unlimited theme colors, professional infographics, icons, shapes, Microsoft Excel ready charts, and more. Buy this PPT template for team management, team development, project management, and more.
Download this modern and trendy PowerPoint template that describes Lewin’s Change Management Model neatly and cleanly. Lewin’s change management model proposed that people have a tendency to behave in ways that are consistent with their internalized beliefs and expectations, which Lewin called “equilibrium.” Lewin maintained that equilibrium can be disrupted by an environmental force or event, but the individual will then restore equilibrium through psychological defense mechanisms such as denial, rationalization, or projection.
Lewin believed there were 3 stages of change that any individual would go through before successfully adapting to a new situation. The three stages are:
- Unfreezing – During this stage, the person faces reality and accepts it without denying its existence or their own responsibility for its outcomes. This will allow the individual to accept the need for change.
- Change – Given the acceptance of reality, the individual will make cognitive changes and act on them.
- Refreezing – With these new ideas in mind, the person again adapts to their environment in order to regain balance and equilibrium in their life.
Lewin’s Change Management Model (also known as “Lewinian Change Theory”) is most widely known for being applied to change management (the creation, development, and implementation of new initiatives within an organization).
Instead of downloading free PowerPoint templates, get this premium professional Kotter’s Change Model PPT template from the SlideSalad marketplace. Kotter’s 8-Step Change Model is widely accepted among experts working in the area of organizational change. The model consists of 8 steps that have to be followed in order for an organization to complete a change process and reach desired results successfully.
A brief description of each step is given below:
Step 1: Create a sense of urgency.
Step 2: Form the change vision.
Step 3: Communicate the change vision.
Step 4: Empower followers to act on their own.
Step 5: Create short-term wins that reinforce positive feelings and rally more people to your cause.
Step 6: Consolidate gains and produce even more change.
Step 7: Generate the enthusiasm to move into a new future state.
Step 8: Begin implementing the changes of tomorrow and continue leading people through the change process for as long as necessary.
This Six Thinking Hats is one of the creative and interactive PowerPoint template designs created using attractive shapes, infographics, and graphical elements. This entirely editable PPT template is showcasing the Six Thinking Hats technique. Six Thinking Hats is a toolset used to improve communication and collaboration within teams and project groups. It provides an orientation in which people can be more productive, focused, and mindful. The hats are tools that force us to look at issues from different perspectives.
They look like this: – White: Information – Black: Blame or Bad ideas – Red: Emotions – Yellow: Good Ideas – Green: Stuff that has been done.
The hats provide a simple way to organize the information and thinking process about some problem, issue, or project. The Six Hats were first introduced in 1947 by Edward de Bono in his book ‘Simplifying Your Life’. De Bono saw the need for creativity and innovation as well as order. He felt that society was going through a phase of transition where it was necessary to overcome tradition while maintaining stability. In 1976 Edward de Bono extended this approach with further HATs: Orange (Ideas), Blue (Procedure), and Brown (Socratic Method).
Manage your project or company’s teams; plan, support and get the clarity you need to control projects. SlideSalad’s best team management PowerPoint presentation templates make it simple to give project introductions, managing team profiles, assign tasks and trace productivity. Additionally, we have free team management PowerPoint templates to get started with, and the slide designs will fit any working system, so everyone on your team can be comfortable and fully productive.