Consulting on organization development often requires me to develop processes and tools to support people to understand better what they are accountable for, what authority is needed to complete what they are accountable for and how other can hurt and help them in completing the work.
Buffalo NY Team Building : Leadership Development : Executive Team Consulting : Organization Development
Learning, and making progress on meaningful work are the 2 easiest ways to increase creativity and retain the talented people within your organization.
Often conflicts within teams are not the team itself, it is the needed work and support from another team in a different department within the organization.
Part of sense-making is removing the perceived expert from your work and placing you, the expert, at the periphery of your work.
“Managers and knowledge workers, such as consultants, now spend 90% to 95% of their working hours in meetings, on the phone and responding to email.”
In my research within organizations and informal discussions the idea of trust, felt-fairness, liberty, being unencumbered to complete your work without some asshole (or manipulative procedure) constricting you, are what most people want from their employer.
To have a manager who cannot exercise leadership is a bad manager. To have a leader who cannot manage is a useless, charismatic moron.
Ask them if they agree this is a problem. NO agreement on the problem no coaching can take place.
It has proven very useful to invest enough time for the definition of the goal. The more you talk about it, the clearer and more relevant it becomes. It is important to be very concrete when it comes to team goals and future actions.
Leadership and Team Coaching sound nice until you have to put it into practice. I’ve developed a team and leadership coaching process called SOLVED.