Every company seeks an alchemic formula that can turn a poor into a good and a good into a great performer. This happens with blind ignorance of the systemic messages being sent and how they contradict with the expectations.
I like using activities for Team Building and Leadership Development.
Sometimes wondering if they are the best tool to use at the time and what else could be used to get the message and development across?
Our team, group, shift is the best… The others suck! How this can be useful; when it can be useful; and who is the person responsible to creating collaboration between the perceived ‘us vs. them.’
“These guidelines suggest what you can do when you’re a lonely little low-ranking, cubicle-inhabiting, systems-thinking petunia trying to introduce a new philosophy of leadership to those rooted in the onion patch of an obsolete managerial philosophy.”
Accepting that regression to the mean applies in most areas, what is it that attracts and moves certain companies and people to the higher end and increases the mean?
Sometimes focusing on now is what you need to get through your past and future. Plus if someone on the team did not ask, What do we do now? it may have had a different outcome.
The guidelines align with team building & executive coaching activities. Illustrating through activities a team and person develop exceptions and see ‘what works’ in a context they’re not used too and is still familiar because they just made it happen.
We’ve become afraid to accept that we need managers to create shared and common direction. While looking for ‘Leadership’ to save the day.
The areas of the work you find relevant, you will ascribe value to, and be motivated to do more of that stuff. The areas of the work you find to be irrelevant you may still do. And will eventually try to stop doing because they are of little value to you – causing unmotivation.
Outcomes of the Team Building:
1. critical thinking;
2. innovation thinking;
3. the power of friendships.