6 Steps to an Effective Team

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Recently I travelled to Moscow to work with a new leadership team. I had the pleasure of working with the CEPI-Application-ModelO in another company and knew him to be a leader who understood the value of a top performing team.

He had hired a group of talented individuals with proven track records. Now, his challenge was to mould them into a strong and cohesive team. As is always the case with a group of top performers it’s like running a stable for thoroughbred horses……they are ready to run and to compete.

So how do you get them to work together?

“Talent wins games, but teamwork and intelligence win championships.” –Michael Jordan

For our day together we created their list of what makes an Effective Team:

Generous Listening

Trust

Respect

Co-operation

Common Culture and Goals

Diversity

They were quick to agree on this list, but not as clear on how to get there. 

These all begin with getting to understand each other a little better. Trust and Respect take time and can’t be rushed.

We began by using the Predictive Index Management System, which allowed us to look at their motivating needs and behaviours.  PI helps to optimise the performance of  individuals, teams and the organisation.

The underlying premise of the PI is, if I understand what motivates you, I can predict your behvaviour in a work environment. Sounds simple doesn’t it? Simple and powerful.  PI has been in business since 1955 and the focus has always been that, if you put the right person in the right job, you allow them to use their strengths and they will be motivated and engaged.

For our team building session each member of the group had completed a PI assessment and had personal feedback and coaching on their style from me

With the team we used Group Analytics so that they could see the team as a whole…. where they were similar and where they were different.

Through this group awareness there were a lot of “aha” moments as people began to understand the behaviours of the team members. In the past these may have been mislabeled as personality issues, and, now they understood that they were different needs and drivers of behaviour.

This process allowed the team to better understand how to work with their peers; how to be generous listeners, how to co-operate for a “win win”; how to build a common culture and work toward common goals, and, the importance of diversity in the success of the business. Different ideas and points of view bring strength to the team and the business.

Very quickly they developed strategies on how to work around their differences to meet those common goals, how to cooperate, and how to build in generous listening as it meets individual needs.

The Trust and Respect will still take time but, they opened the lines of communication and understanding which lead to Trust and Respect. It’s a work in progress with a team on the right track for success.

As the African proverb states, “If you want to go fast, go alone. If you want to go far, go together”.

Contact me if you want to arrange an effective team. building session.

http://alaneakowalski.com/index.php/coaching-toolbox/

 

 

 

 

 

 

 

 

 

 

 

 

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