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You know what it feels like to be on a great team. There's trust, collaboration, caring, and incredible energy. You want to look forwarding to going to work everyday. On the other hand, you also know what it feels like to be on a dysfunctional team. It's exhausting. You feel like you're swimming against an incoming tide all the time.
On some teams the failures are painfully obvious. On others they are nuanced and not easily identifiable. In either case, you need to know the specific steps to transform a dysfunctional team into a high-functioning, collaborative, and supportive team.
That's what this webinar will address. Learn how to manage a failing team and how to diagnose the 5 primary reasons teams fail. Learn the corrective actions for each of those reasons. Learn key elements of a successful team and the hierarchy - what has to come first to build a foundation. If a solid foundation is not in place, nothing else you do will work.
WHY SHOULD YOU ATTEND
Leading or being on a team that is not functioning at optimum levels can be frustrating and exhausting. Thinking about how to figure out where the problems originate can seem overwhelming - not to mention how to go about changing the situations. You have good people, it’s just not clicking like it could.
You've tried a number of "solutions" that either haven't worked, or maybe even made things worse.
What to do now? Hire a consultant? But you're not confident that will solve the problem.
The first step to any corrective action is understanding what's happening. Where exactly is the dysfunction?
There is a 5-part hierarchy for constructing a high functioning team. Understanding the hierarchy will allow you to pinpoint exactly where the functionality bottle neck is on your team. With that knowledge, you will be able to go straight to the problem, fix it, develop team cohesion strategies and move the team on to a higher functioning level.
Team performance is directly related to the functionality of the team. Most teams have some degree of dysfunction. It doesn’t have to be that way. There are specific markers or metrics for evaluating a team’s level of dysfunction and zeroing in on the specific area of focus to correct the dysfunction.
Once the area of dysfunction is diagnosed, corrective action can be applied and the team will be more functional.
WHO WILL BENEFIT
Since 1987 Michael has been consulting with businesses and organizations that understand the value of developing organizational culture and their people as a foundation for continual improvement, staff recruitment/retention, and enhancing organizational capacity.
His vast clientele base includes large multi-national and entrepreneurial organizations, government and NGO’s, and a wide spectrum of executive, senior managers, supervisors and staff.