Using – How we do things around here – to develop your team In your work with teams, you have heard the term start with why. This – why am I here? or why are you here or why does this team exist? – is often the first step in team performance and leadership. In the – 7 Steps to high performing … Continued
“One of the best ways to improve the quality of teamwork, the researchers found, was to incorporate active involvement into team-building exercises. For organizations, this means that interventions that utilize interactivity and active learning are likely to be more effective than lectures or other forms of passive instruction.” – How To Build A Better Team? … Continued
A few members admitted that they were afraid they would be eliminating their own jobs if they improved the process.
Team norms that develop during a crisis are likely to be dysfunctional during periods of stability.
This change in team composition broke the inertia – stuckness that team and team leader had been unable to resolve.
A crisis demands action and provides clear direction for that action. In stability the tasks of the management team are ambiguous.
Strong directive leadership frequently is required in a crisis. Once stability is achieved a more cooperative style is useful.
The team’s previous good work created the need for it to change its approach & work style.
Even on teams that are performing well, one or more members may become disruptive to the team’s progress…or just make being on the team an unpleasant experience.
As team leaders & team members having some techniques and preparation of how to create a system that will ameliorate this will place the team back on the path toward success, while the team member feels respected and part of the team.
Does the team have shared work procedures? What is seen as strong personalities may be competent people doing what they think is right – in many different directions.