In the model is Low/High Community and Low/High Support. This combination is being used to make sense of which quadrant a person is currently and if they desire, or what an external force (manager, teacher, partner, stakeholder, community organizer, etc..) can try / experiment with to support the person to use the community and how the community can support the person to learn.
Buffalo NY Team Building : Leadership Development : Executive Team Consulting : Organization Development
What is seen as strong personalities may be competent people doing what they think is right – in many different directions. I suggest that a manager or team leader focuses on the team structure and access to resources instead of playing psychologist.
As a leader finding solutions or making progress is not the absence of problems, it is looking for what is happening when the problem is absent.
Many senior managers know and feel the responsibility that the accountability and authority for decisions is held by the individual leader not by a team.
When a team is working well you see people listening, arriving on time, asking questions, having high trust, showing support. How do we create norms for inputs / causes that make a team good?
Opening agenda for a 12 month Leadership Development Process led by Leadership Niagara.
Slow the team down – hold them from rushing to solutions. Create a visual process for the team to identify impact and interest
Looking for the difference and what is different when progress or the solution is happening moves learning from the manager, coach or consultant to the person … their solution is theirs, my solution will not work for you.
Organization Development, Team Building, Innovation, and Leadership Development presentations developed in 2015.
7 organization development, leadership, team building activities written about or explored in depth in 2015