You don’t have to see your view of progress for progress to happen.
Organization Development : Team Building : Leadership Training : Executive Coaching : Facilitation
Team Building and Leadership value added subsriber list.
Does the team have shared work procedures? What is seen as strong personalities may be competent people doing what they think is right – in many different directions.
For organizational change to work and the assessment that the company just did to be worth the paper it is printed on the Abstract Concepts of the Assessment must be put into practical application of the work. Otherwise you are just exacerbating the problems by causing more problems.
Identifying & integrating two ways of solving the same task may combine the advantages of both, to create synergy for a better solution.
Teams often struggle with the differences between a compromise & a consensus style in dealing with conflict on the team. Compromise can usually resolve conflict fairly quickly, but when the issue is very important, holding out for consensus is worth the extra time and effort.
Team Leaders and Managers are not born. With the necessary environment conditions anyone can exercise effective leadership.
Often when we encounter a problem we think we need to discover the “why”. We need to dig and chase and determine just “why we have this problem?”
Chasing the why does not create a solution
Here are 6 steps to turn a problem into a solutions.
A problem may be seen & approached differently by different people with different purposes. Observing these differences may break the stuckness, stimulating a solution.
The belief that we can control, with certainty, the outcomes from defined goals leads to disappointment when the expectation does not match up to reality. This disappointment causes stress. Trust-repelling behaviors infiltrate work systems. These trust-repelling systems change peoples’ behavior.