How many teams in your organisation are genuinely high-performing? What about your own team?How many of your people have learned to be great team players? How skilled are they at collaborating within and across teams?How much are sub-optimal teams costing your organisation?Working as a Global Director of Learning and Organisation Development a few years ago, I was struck by the number of requests coming in from leaders asking for help with team issues. I had very few suppliers in my contacts list whom I would trust to work with a senior team to sustainably improve performance. I knew that team-building events weren’t cutting it. In looking for a solution, I discovered Team Coaching, a process that coaches the team as a single entity. I trained and qualified as a Team Performance Coach. Five years later, here we are.What I’m seeing these days:• The pandemic has fundamentally changed how teams work. Most teams haven’t taken stock, reset, or developed an intentional strategy for adjusting to new work models. • New teams, teams with a changed remit or with many new team members are finding it especially hard.• Teams are feeling less connected. • In particular, many teams are struggling with requirements to communicate differently, change how decisions are made, and take a more effective, proactive approach to conflict.• Team building activities provide an experience, which may be necessary and enjoyable at certain times, but rarely lead to long-term change.I’ve developed something that helps teams to systematically and lastingly improve performance. It’s called The Team Turnaround Process (it does what it says on the tin…). This proven process:• Is based on a deeply researched model of world-class team effectiveness.• Takes a data-driven approach to improvement. • Works with the team for 3 – 6 months to collectively build the foundations of high performance and embed habits/processes that will make a difference for the long term.• Measures improvement in terms of team dynamics, psychological safety, productivity, reputation, and impact. Here’s what a recent client said:“I liked the focus on data, the fact that we worked over a period of several months to identify and embed changes, that we built accountability and could track the impact it was having within the team and externally”. CIO, Insurance CompanyDM me to sample the diagnostic process for free.Sign up to my newsletter for thought leadership, tools and tips: https://better-yet.co.uk/newsletter/
Listed skills include Talent Management, Change Management, Organizational Development, Leadership Development, and 10 others.
