Managing and working on teams the procedures being used must be known, shared and understood. What are often seen as ‘personality conflicts’ are usually just people with unknown procedures on how to accomplish the work.
Role Clarity: In every situation, we know what we and others on the team are supposed to be doing.
This activity is meant to illustrate that what works best in innovation and rapidly changing environments needs a different leadership and team approach.
What is it?
A visual progress chart. The project-team uses post-it notes to write the tasks in succinct language. Then as the work goes from To-Do –> In Progress –> Complete they move the post-it notes as needed.
How do you restore or improve trust on a team?
If the trust was lost then it must have been there at some point, even a little bit. The people on the team know what that trust looked like. Perhaps they just need to be reminded of what they did to create that trust in the 1st place.
Doing more of the same will get you more of the same – no change. Change happens from shifts in effort, perspective and shared assumptions. While being observant about the useful changes that emerge.
The people you work with make your business.
Generally used for processing an activity. After you have finished a team building process capturing the learning & application makes the time meaningful. Spin the bottle is an active reviewing process.
Without a Shared Goal or a what am I doing here? what are you doing here? what are we expected to accomplish? – defined as a what by when. People will choose what they feel is best, or they choose what those around that feel is right.
By having people do something (not too scary or different) that appears to be novel or unique may be a sufficient change to break their “stuckness in thinking” or the existing patterns of behavior the team exhibits. Once we can shift behavior patterns people sometimes see better, novel, more innovative ways of doing their work.