Beginning questions for talent pool development.
Organization Development : Team Building : Leadership Development : Executive Coaching
Are knowing people’s weaknesses sufficient to improve the work?
You cannot change someone’s resistance, you can only change your approach.
With high change we know less about what to do, how to do it, the path to take or not to take, and who should or should not have the authority to complete team tasks.
The majority of problems within teams and organizations comes from unclear goals. Once the Goals are agreed upon and known developing the Roles and Procedures can happen.
One person on the team can affect the performance. And if that person has a ‘better-way’ and knows what to-do, I argue they are morally accountable for sharing and applying what they know (this is the root of employee engagement).
The success of your team goal and team work depends in good part on cooperation from the people on your team and people across the larger organization.
You may be the person who is unable to handle the complexity of your role and the competent staff are fleeing from you.
My concern with creating an ideal vision is that we may overlook all the good and useful stuff we are currently doing.
There is two Extremes in the Corporate Team Building World. 1. Team Building should focus on real problems and be anchored in reality. 2. Activities and Simulations are a waste of time.