Moving through the what, so what, now what process occurs with every team building day, the connections and learning from the day lose power and focus when people get back to work and return to their day to day tasks.
When we all agree utopia is realized, we have no movement because we are satiated. Leadership is about moving people towards what’s working and away from what’s not working. We need discord. We need friction.
Starting college is tough at any age, having foundational knowledge sufficient to learn what you don’t know and figure out a process to close that gap while allowing what you do know to continue improving, may help.
Often conflicts within teams are not the team itself, it is the needed work and support from another team in a different department within the organization.
In my research within organizations and informal discussions the idea of trust, felt-fairness, liberty, being unencumbered to complete your work without some asshole (or manipulative procedure) constricting you, are what most people want from their employer.
It has proven very useful to invest enough time for the definition of the goal. The more you talk about it, the clearer and more relevant it becomes. It is important to be very concrete when it comes to team goals and future actions.
Leadership and Team Coaching sound nice until you have to put it into practice. I’ve developed a team and leadership coaching process called SOLVED.
I was asked to guide a company and it’s board through a strategic re-focusing process. What is strategic re-focusing? I asked the same question.
From our discussion I’m not sure what you need to do. I do know that team or leadership development is not what’s needed at this point. I have questions. From our discussion we may be better able to determine a progress step that may help.
While a decision within organizations often relies on facts and data, teams must agree upon a method of decision-making based on that data.