The complexity and change of your work is increasing. You are constantly having to organize information available to you, and determine how to best use that information to make choices. This is a skill that can be developed and a process that can be implemented into your organization, team and leadership.
Objectives:
– Develop a shared understanding of the companies future and goals extended 2 to 5 years.
– Skilled-Knowledge in prioritization and time management of manager’s specific areas of business and work.
– Team Development, Strengthening the team using the ‘7 Steps to High Performance Teams’
– Identification of where the team currently is, and defined steps to move to high performance.
Organizations and teams exist to get work done. This often proves to be challenging. It requires a structure with competent people at each level of the organization and procedures which allow them to do their best, unencumbered by red-tape and nincompoop managers who shouldn’t be there in the first place.
Follow-up is about showing that the task is important and allowing the manager to better be able to predict the work-flow and longer goals that are keeping the company and team working.
You follow advice from someone or are convinced that X is useful, and Y did X so therefore it will work for me.
That makes sense. Until you do it and it does nothing.
It Cannot Hurt to Know Your Teams and Your Behaviors.
IT CAN HURT IF IT IS WRONG!
Or used against you to get a job or promotion Or is costing the company $$ because they just bought an assessment that the sales person claimed will cure all your team problems.
Coaching 5 project managers, we identified that 2 have concerns about how they are managing their time, multiple project and customer needs, and they “feel disorganized”…
Organizations, teams, and people really want to do their best work.
In a workshop or consultation or coaching meeting we can create a system-that-drives the desired behaviors. BUT when people go back to their workplaces that’s when the real learning and system change takes place.
We Changed Things Again. Now the team is Freaking out! Managers spend months meeting and talking about a change, then drop it on staff expecting them to “get it” within 2 days. Then wonder why the change does not happen.
To grow leaders and leadership demands clear thinking. Many organizations rush into leadership development planning, lacking clear-thinking, find out too late that they are going in the wrong direction.