Building effective teams is made easier when you know the skills, attitudes, and attributes of each member. As well as, discovering and clarifying what makes the group effective or ineffective to achieve results. We begin with proven assessment tools that produce usable profiles of team members, from which we can evaluate or predict team dynamics. We then help you develop custom processes for getting each team to the next level.
Developing Effective Teams for Results
Building High Performance Teams is about improving the ways people work together. All of our work with teams in organizations is customized to address specific objectives and desired outcomes unique to each client. Central to our work with teams is the foundational agreement that a team is defined in the following way:
A team is a collection of individuals who come together to fulfill a purpose, to collaboratively achieve a greater result than any single individual could, while respecting and appreciating team member differences, and learning collectively from the experience.
It is important to understand the role of teams in today's organizations. First, teamwork unleashes the incredible potential of your work force. Second, your employees learn to work together to solve problems and make decisions.
A Team approach is not just one way of reaching high productivity it is the BEST way. Research shows that teams who work together can lower costs, increase productivity, increase customer satisfaction, increase quality and accomplish a host of other benefits for your organization and your customers.
Our work in team development focuses upon the following five components of team effectiveness:
Team goals the teams sense of purpose and direction
Team communication how team members relate with one another
Team make-up an understanding of selection optimizing teamwork and minimizing lone wolf attitudes
Team processes and procedure the way in which a team conducts its business effectively and efficiently
Team leadership the capacity of every team member to take on a leadership roles and using both "personal power" and shared leadership when the situation requires it
Team development interventions are designed based on a teams level of effectiveness in each of these areas and the objectives or needs for change or fine tuning the teams performance.
T.E.A.M.S. (Teams Evolving and Mastering Success)
Effective Communication for Results
Without Effectiveness, communication is a wasted effort!
As a manager, your best tool for supporting your employee team to achieve high performance is communication. Communication is more than just telling people things and hearing how they respond. We all know this. To communicate fully, where both parties to the conversation understand accurately, is rare. But, it is essential to achieving high performance. So, how do you insure the best chances for communicating effectively with your employee team members? By learning the techniques for effective communication and use them regularly.
Effective Communication is a process and requires a set of skills and knowledge to be successful. We all have experienced ineffective communication at some point in our lives. Therefore, by becoming aware of certain facets we can insure that our communication is effective more often and particularly when we are responsible for delivering an important message.
Our process covers four important communication components. All four components are essential and interrelated.
The first communication component is self-awareness of our own motivation and behavior style. By understanding our motivations (values, attitudes, mindsets), we will know our own core force that creates a passion for performance. This is the "Why" we do the things that we do.
Also in self-awareness, we must understand our "behavioral style." This determines our preferences in four critical areas regarding achieving results:
1. How we handle problems and challenges.
2. How we handle people and influence others.
3. How we handle change and how we pace ourselves.
4. How we handle rules and procedures set by others
The second communication component is being able to recognize other's motivation and behavior styles so we can learn to flex the delivery of our messages. If we can understand that each person is unique and different in many ways - naturally - then we can learn to respect how their take in information or process information that we provide them. The key is learning to become flexible in our communication process so that effectiveness becoming our goal.
The third communication component is questioning. Learning the proper methods and timing of asking questions can enhance not only communication skills - it will enhance our overall success. Truly effective people have learned the power of questioning and use it rather than telling everything with no participation from others.
The fourth communication component is feedback. One of the necessary skills to improve the feedback process is listening. Utilized with the questioning models for success, listening is the foundation for the feedback process. This process insures clarity and true understanding of the intended message.
You can learn and even master the Communication Process. When you do, you will achieve greater satisfaction, results, and cooperation. Your satisfaction will increase as your results improve.
You can make a difference!
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Designed to Help Members of Teams or Work Groups to Improve Their Performance
Focus of T.E.A.M.S.
This process is not simply a survey. It is a total process designed to help teams evolve into powerhouses. It enables you to build real teams and reap the benefits that organizations with real teams have experienced. It also helps work groups improve their functioning and helps groups to determine whether they should be teams or work groups.
T.E.A.M.S. address the internal functioning of four critical areas:
1. Work Management Skills - Looking at how the team determines and manages the specific tasks and resources related to its mission.
2. Group Processes - Participation, meeting management, learning, creativity, and recognition are a few of the areas looked at under this section.
3. Relationships - You determine the collective feelings, attitudes and behaviors that reflect the team's interpersonal relationships.
4. Leadership - How the designated team leader supports and facilitates the team process using the Interactive Model of Management.
Why Use the T.E.A.M.S. System?
T.E.A.M.S. provides the tools and means for groups to discover and clarify what makes the group effective or ineffective and allows them to make the necessary adjustments.
T.E.A.M.S. allows teams to forge ahead confidently knowing they can sustain and improve the team through a periodic and systematic process.
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