When the management team documented the responsibility they could compare that to the authority of team leaders and we changed how the work got done, leading to people working differently.
Buffalo NY Team Building : Leadership Development : Executive Team Consulting : Organization Development
It is ironic that many top management teams cannot provide a model for effective teamwork since many of them are senior organizational veterans with rich experience working in & leading teams.
In crisis team leadership bends towards short-term specification of “just do it!” The concept of coaching & development is lost in the need do it, do it fast, do it my way.
Team norms that develop during a crisis are likely to be dysfunctional during periods of stability.
This change in team composition broke the inertia – stuckness that team and team leader had been unable to resolve.
A crisis demands action and provides clear direction for that action. In stability the tasks of the management team are ambiguous.
Strong directive leadership frequently is required in a crisis. Once stability is achieved a more cooperative style is useful.
These questions have supported the team to better understand what each person can offer and need from the team.
The team’s previous good work created the need for it to change its approach & work style.
Why would a manger or company turn to a team to decide how to complete a task or take a strategic direction?