One problem with team-building assessments is that most data gathering and evaluation questions are passive. It seems as if team building happens to people, as opposed to people being active players in their work lives. Working with a Managing Partner in a law firm, he shared his frustration like this, “We work hard to make … Continued
Figure out what is needed & what success looks like in the role. Only then can you ask the proper questions to find the person to fill that role.
Too many organizations & managers get it wrong. They look for the person, assuming that they will “fit-into” the role or even worse that they have the “potential to grow into the role”.
Change and solutions happen through many people making small changes constantly.
3 Ideas for working with team change. Fear of loss of group membership is more powerful than management. Resistance to change is an opportunity to find cooperation and ways to leverage the group to find what works and do more of it.
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.
Trying to work with the existing culture in a co-evolution organical process may allow the people within the culture to change their current behaviors and understand that their expertise is what allowed the change to happen. For this cooperation and trust attracting systems must be used.
Making the learning easier will be speed up change. Being observant of how people react to change and constantly looking for how they cooperate will amplify each persons motivation to change. The key to making this happen is by keeping the change and learning open to how people learn best.
If you are asked to learn a new skill. The fear that your peers may see you as temporarily incompetent causes you to reject the change outright.
To complete work the employee must have the appropriate resources. This does not mean that a manager needs to supply all the resources that employees desire, but it does mean that the manager should supply employees with sufficient resources. Resources can include materials, consultants, training, staff, etc.; without the proper resources frustration will occur and this frustration leads to disengaged employees.
If it takes you a long time to learn the new way of thinking and doing things, you fear being punished for your lack of productivity.