For organizational change to work and the assessment that the company just did to be worth the paper it is printed on the Abstract Concepts of the Assessment must be put into practical application of the work. Otherwise you are just exacerbating the problems by causing more problems.
It should be noted that in most organizations mistakes tend to be concealed even from those who make them. The likelihood of such concealment increases with rank or status. Therefore, the higher the rank, the greater the claim to omniscience. This implies that learning is least likely to occur the higher one goes in an organization.
Friendship on teams happens by making myself an effective team member, one who is dedicated to being a team member as opposed to making myself desirable for membership within the team.
Managing and working on teams the procedures being used must be known, shared and understood. What are often seen as ‘personality conflicts’ are usually just people with unknown procedures on how to accomplish the work.
Goals are examples of what will be happening, what the teams interactions and lives will be like when the complaint (problem) is absent / the goal is achieved.
The work of the team is not getting done.
Systems-Drive-Behaviors. Here’s 4 solutions to achieve high performance team work.
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.
Change in how the work gets done takes time, plus people want to be on learning teams.
There is a bunch of knowledge of what works with team building. This list highlights what happy and productive teams do that sets them apart.
I Continue to see excess layers & honor promotions leading to made-up positions that only increase the bureaucracy and frustration of everyone in the organization.
What is hell is a ‘Deputy-Associate Vice President’?