Within teams, in order to complete your tasks, you have to depend upon many people whom you do not have direct authority over to supply you with information needed to complete your work on time, in budget and quality specifications.
Organization Development : Team Building : Leadership Training : Executive Coaching : Facilitation
The intention the other person perceives caused the failure creates a team that finds the effort ‘Blameworthy’ to ‘Praiseworthy’
The power of coaching questions is that they allow the manager to listen to the response, and really understand how and what the person is thinking.
It happens to most teams: at some point, the team doesn’t seem to be working as well as it should.
If you want to solve someone’s problem more than they want to solve it, you are enlarging the problem for both of you.
Figure out what is needed & what success looks like in the role. Only then can you ask the proper questions to find the person to fill that role.
Too many organizations & managers get it wrong. They look for the person, assuming that they will “fit-into” the role or even worse that they have the “potential to grow into the role”.
Problems or challenges have a time element to them. How the time is used or not, is a choice.
The easiest way to build a team is to let them be a team. Removing barriers. Leaving people alone to come up with great ideas, plus supplying plenty of snacks.
Even on teams that are performing well, one or more members may become disruptive to the team’s progress…or just make being on the team an unpleasant experience.
As team leaders & team members having some techniques and preparation of how to create a system that will ameliorate this will place the team back on the path toward success, while the team member feels respected and part of the team.
Change and solutions happen through many people making small changes constantly.