Workforce training has become an important topic in our plant lately. But I’ve seen that not all training delivers on hoped-for results. Any ideas why the training is not getting the results we hoped for?
8 Variations of Infinite Loops
Takes a fresh and creative approach to a common team building activity. Each variation can be used as a stand alone, or can be sequenced into an experiential learning and team building program. These variations all focus on creating better teams that are able to work together to solve problems and innovate solutions.
Recently I was asked for some Tips on being happier at work.
I’m cynical of Pollyannaism and the need for employees to be “happy” in the sense of singing and dancing at their work.
Below is a summation of what I shared. How does your view of happiness at work coincide?
Understanding for yourself and your manager and subordinates just how much information about the work and the proper fit of how the work fits into a larger Goal has to be “just right”. This “just right” is like Goldilocks and the Three Bear – neither “too narrow” nor “too broad”, for either will lead to frustration of the team, manager and you.
The reliance on external assessments removes the accountability and authority for the judgment of a persons capability to complete and do their best work from where it ought to belong, the direct Manager. Subjugating this task creates unclear expectations and evaluative judgment of the work that people should be doing. This confusion creates strife and a false belief that psychology is what managers should evaluate.
This is a sample of my new Team Building Booklet 8 Variations of Infinite Loops. This is 1 of the variations….for ALL 8 and they are very excellent you can purchase the entire Team Building Booklet.
Within organizations and teams we want everyone to be accountable, capable and have the necessary authority to complete their work. This can only come about through shared respect and reciprocal helping relationships of the team-members and management. Immanuel Kant in his ‘Kingdom of Ends’ formulation supplies a good foundation of thought and actions, in creating this workplace environment.
People on work teams don’t have to like each other, but they must be expected to help each other with respect to the work being done. What is often seen as ‘personality conflicts’ is really a symptom of poorly defined roles within the work. Define the roles and the personality issues disappear. Allowing the team and you to get your work done, and to stop having to play mediator.
Teams are often surprised that the model has a step before ‘Establish Trust’ (Establish-Trust is Step 2). Very often as Team-Leaders and manager, even team members we skip this first step because we just think that everyone knows it already.
High performance teams have known methods and procedures. They also have effective meetings that are managed by the Team-Leader. Here is a checklist for Team Meetings.