People by themselves are complex creatures. Assemble a bunch together in a team and the complexity becomes significantly greater.
The main question is how to get all these people, agendas, personality styles, career aspirations, roles and performance inter-dependencies to coordinate and efficiently pull toward a common set of business objectives.
If people are to work together on a team, trust and confidence in each other and their leadership are essential.
When problems between individuals or teams arise – as they always do – how are they resolved and when they aren’t, when does the leader step in and fairly settles a resolution?
Without the right people, structure, leadership and performance management systems, the optimal team performance will not emerge.
High performances teams are nurtured, carefully built and require continuous leadership vigilance.
How do you know if your team is a high performance team?
It helps to understand the common problems average and low performance teams face which are the following:
• Problem resolution: where there is lack of trust, teams fail to quickly resolve business, team on team or individual conflicts. Unresolved conflicts are distractions to the team and business.
• Lack of role clarity and defined core-values: without some standards of conduct usually defined by core-values, collaborative behavior and team cohesion quickly get damaged. When two people occupy a common path, conflicts are going to occur.
• Poorly designed performance metrics and incentives: when performance metrics are poorly designed, they typically set up internal competition leading to turf wars, low collaboration and coordination and conflicts. Poorly designed incentives lead to unintended consequences that are costly to the business, team harmony, customer satisfaction and performance.
• Weak leadership: a leader who doesn’t set a good example or reinforce good behavior will unwillingly fortify the broad spectrum of team performance problems.
• Lack of effective dialogue: a lot of really smart people can’t work with an interdependent team structure for communication or relational issues. In today’s organizations, teams and individual roles are so interdependent that without constant coordinated dialogue, there will be costly delivery, quality and brand erosion problems.
• Feedback: people need continuous constructive feedback to optimize and calibrate their approach, actions and communications with peers, staff and leaders. Without feedback people will continuously play out their blind spots.
Therefore, the types of training I provide resolve the types of issues described above. They are :
- Communication Skills Training
- Presentation Skills Training
- Problem-sovling Skills Training
- Conflict Resolution Training
- Leadership Training
- Emotional Intelligence Training
- Goal Setting Training
- Time Management Training
- Powerful Team Training
- Adaptability Training
Our work together always starts with an assessment of the weaknesses and strenghts within your team and business. Contact me for additional information or to ask a question.