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AL group Charter PMD Groups

AL group Charter PMD Groups. Date. Name of company. Group Charter PMD Groups . Suggestions for topics to touch on as group - to ensure transparency, mutual alignment and value of the group work Organizing – scope and the practical context:

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AL group Charter PMD Groups

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  1. AL group CharterPMD Groups Date Name of company

  2. Group CharterPMD Groups Suggestions for topics to touch on as group - to ensure transparency, mutual alignment and value of the group work Organizing – scope and the practical context: • Group vision? Group structure, possibilities and possible objectives and purposes • Group organizing – context and structure • Rules / basic standards & norms? • Roles, accountabilities and responsibilities? • Tuning frequency – where/how and timeframe for meetings: how often and for how long? • Decision process? • Meeting agenda /minutes taken? • Information sharing ways; virtual and personal exchanges ( interpersonal communication, e-mails replied within…., phone meetings, virtual meetings, webinars? • Prioritization – an ongoing dialog. • Dialog in relation to ‘evaluation’ of meetings and the group work – how and how often? • Desired impact as a group – on BU, customers, Danske Bank Group?

  3. Group CharterPMD Groups “Building the group’”– processes and dialogs valuable to the outcome of the managers investment in the group • Dialogs relating to“Best Practice” experiences fromgroup work • Experienced challenges with group work – practical, interpersonal, related to Danske Bank as organization, ……. • Expected / desired personal value fromgroup sparring and colleague coaching • Complementary skills: The personal competences / talents brought into the group • Level of ambitions. Both personally and for the group? • Milestones for the “Development of the Group”? • Group values? Personal values brought into the group? • Confidentiality agreement • Feedback policy? “Degree of” feedback on competences, attitudes, strengths, development areas, “flaws” • Context agreed upon – regarding open & honest reflection, degree of experimentation, changing roles and positions (effective on both a concrete and a “meta” level)

  4. Group CharterPMD Action Learning Groups • Limits agreed upon for what to bring up: work, direct reports, leader, personal, private, ………. • And finally: Touch on the personal understandings of: • Ethics in a group • Trust and openness • Honesty • Respect • Power , positioning and competition • Direct and indirect communication • Sub-groups • Courage • Humour

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