It’s not uncommon for teams to face challenges that can have a negative impact on group and individual performance. Some common team stumbling blocks we come across include:
- Lack of trust and clear communication resulting in silo working
- Lack of a vision and strategy leading to inconsistent behaviour and reduced productivity
- Low accountability, commitment and fear of conflict
By recognising and addressing such challenges, team performance can rapidly increase in line with business strategy to improve clarity, shared purpose and collaboration.
Our task was to help create a 12-month team development programme to build and develop high-performing team behaviours, shared vision and strategic thinking within a Senior Global Leadership Team.
Feel Good Leadership designed a series of aligned and staged workshops to be run over a period of 6 months. The programme was designed to analyse team behaviour ‘gaps and opportunities’ as well as promoting a transition of behaviour within the group. We aimed to develop a team vision and strategy that would build alignment, trust, accountability and commitment from all members.
Two of the tools we used to achieve this were:
- Questionnaire: 5 Dysfunctions of a Team
- Thomas-Kilmann Conflict Mode Instrument
- Our client reported a significant increase in high-performing team behaviours demonstrated through feedback, driven by increased trust and clarity of individual roles within the team
- We developed a clear global vision and strategy that immediately led to an increase in performance, with the team over-delivering on their target by a double-digit percentage
- A significant increase in effective communication, collaboration and shared working was also reported
- The programme introduced a positive cultural shift, improving conflict management ways of working within the team
“We saw massive changes in our team. In the first 12 months following Jenny’s team coaching we saw a huge change in atmosphere and in how people treated each other.
New behaviours – more supportive, better understanding of people’s strengths and weaknesses – we really understood where we needed help from the team and where we could offer help. We posted these around the office. As a result we worked better as a team.
Following the team coaching, our team over-delivered on our target by a double-digit % which wouldn’t have happened without Jen.”
– Global Category Director