The transition toward high performance work teams results in dramatic changes to the manager's role. The new leader must be able to adapt to change; provide vision, principles, and boundary conditions; align people toward a purpose; set direction and strategy. As teams take on more and more responsibility, the manager's focus shifts from controlling and problem solving to motivating and inspiring. In past projects, we have worked with organizations to envision management roles and responsibilities by mapping the changing role in three phases: Stabilize, Transition, and Performance. Role definitions have included: A list of responsibilities in six functional areas Bar graphs that show where the manager's focus will be in each of the three phases Detailed descriptions of what the role will look like Daily and weekly checklists Progress assessment Development goals template

CLARIFY NEW ROLES FOR MANAGERS Define and clarify the new role for managers Establish the new expectations and accountabilities of managers Assure the role is tightly linked to development planning   OUTCOME: To clearly define roles, responsibilities, and accountabilities for managers.

[1. Organization Assessment - 2. Future Vision - 3. New Role for Managers
4. Change Pathway and Points of Implementation - 5. Internal Consulting Capability
6. Ongoing Feedback and Development Planning Mechanisms - 7. Team Knowledge]