TEAM BUILDING

“I’d rather have one percent of the efforts of 100 people than 100 percent of my own efforts ~ John Paul Getty

 

For better business performance, you need every section of your team working as one.

 

A team is best described as people who work together and succeed or fail as a unit. They freely and proactively share resources, information, insights and other assets so that every component of the team can make an optimal contribution to reaching the goal.

 

That’s the theory. Yet when I work with most teams, I find that, in truth, they are not functioning as a team at all. In fact, they are often quite dysfunctional.

 

The politics of the office can make it easy to focus on individual success –which is completely at odds with the notion of team endeavour.

 

There are usually five dysfunctions in evidence in typical teams – an absence of trust, a fear of healthy conflict, a lack of real commitment, an avoidance of accountability and an inattention to results.

 

Like a chain with just one link broken, teamwork deteriorates if just one of these dysfunctions is allowed to flourish in your company.

 

The first task is to create a wildly important goal which  takes precedence over everything else. As with sports teams, we want to create a clear scoreboard so that every team member can see if we have succeeded or failed.

 

We want to make the collective results so clear that everyone on the team will be clear on what the collective team needs – rather than to enhance individual status or ego. The key is to define the actions that need to be performed on a daily basis which will drive the results.

 

We will highlight any behaviours that demonstrates an absence of trust, or focus on individual ego. In doing so, we encourage real conflict which is not based on personality differences.  We drive for clear commitments from each team member and expect each person to hold each other accountable.

 

By working together with your staff, we look to build a positive result for your team based on the following performance goals:

- There is real trust between team members

- They engage in open conflict around ideas and business performance

- They commit to decisions taken and action plans agreed

- They hold one another accountable for delivering against those plans

- They focus on the achievement of collective team results

 

If you would like to have these results for your team, why don’t you contact me today and discuss how this can be achieved. Simply Click Here

 

 

“None of us is as smart as all of us” ~ Ken Blanchard