THE STRATEGIC APPROACH: Six
Stages to Higher Performance
Teamwork in an organization does not just
happen. It depends on the communication
and leadership skills of all employees, both staff and management. We conduct a thorough assessment to determine
your teamwork training needs and design a program specific to your unique
requirements. Working at all levels of organization we help management and
staff build a team culture of high performance. There are six stages in using a
strategic approach in building teams:
THE STAGES ARE:
Data gathering and management feedback
Leadership team off-site
Building line teams
Executive coaching
Improve teamwork between teams
Measuring results
1)
DATA GATHERING AND MANAGEMENT FEEDBACK
Based on the
Action/Research Model it is important to collect and analyze the data before
taking action.
Interviews are conducted
with managers and staff that focus on how the organizational structure is
working. Areas or issues that need to be
addressed or improved are defined. Without attribution this information is
discussed with the management team leader. Specific issues or goals to be
addressed during the management off-site are identified.
2)
LEADERSHIP TEAM OFF-SITE
The off-site focuses on the goals
identified during the assessment. These usually include; build the leadership team,
improve performance management skills, define the organizational culture,
values and direction, and address the issues to improve the leadership team
communication, feedback and performance. Action learning activities are
conducted to enhance the creative abilities.
The leadership team develops a strategic action plan that will guide
their actions and take the organization to the next level of performance.
3)
BUILDING LINE TEAMS
Team
training is conducted to enhance team skills and improve team performance. The
teams develop charters that define goals, roles, expectations, processes and
procedures. The sessions are conducted
using customized team building activities. The activities are fun, engaging and
help develop both individual confidence and teamwork skills. As needed, action
plans are developed to address specific challenges.
4) EXECUTIVE COACHING
If desired, coaching sessions are
conducted with selected managers to further developing their performance
management skills. After the initial session follow-on sessions can be
conducted over the telephone.
5) BUILD TEAMWORK BETWEEN
TEAMS
Follow-on
sessions should be held within two months after the initial session with each
team. The team skills introduced in the last session are reinforced with new
action learning initiatives. The teams
review the progress made since the last session and conduct additional planning
to continue to improve their operations. Internal customer service plans are
developed or reviewed. The plans define how feedback on customer service would
be obtained and used. Discussions between teams are conducted to define mutual
expectations and needs and to enhance the level of communication and
understanding. As needed, sessions are conducted to map operational processes and
look for and fix disconnects between teams or functions.
6)
MEASURING RESULTS
The success of the program can be
measured both objectively and subjectively.
Program evaluation forms the participants fill out are a useful
subjective measure. Internal or external
customer satisfaction surveys, sales, turnover, rework and other performance
measure are objective ways to measure results.
During the program the teams will come up with their criteria for setting
goals and measuring success.
For
more information contact: Harrison Snow
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