Ignoring strategy for the sake of planning is a choice, just as much as changing your plan as new strategies become apparent is a choice. One choice will change how the work gets done, and the other will keep it the same.
Buffalo NY Team Building : Leadership Development : Executive Team Consulting : Organization Development
Recently someone told me that my role as a consultant is to motivate them to change. That by sharing research data, internal project completion data, and how the structure of their current organization is causing dysfunction they now feel demotivated.
The ‘5 Whys’ can be useful. Identifying the possible root cause can get things started…the next logical step to create a solutions bank.
I have found that it is easier and people on the team move with greater enthusiasm and collaboration when you ‘Start With What’ and determine the solution in the first step.
The team shared with me that those three simple questions have made the most impact on their team meetings.
Would people prefer to have silent sheep that stab them in the back? Would people prefer to keep their heads in the sand with their asses in the air, like the ostrich?
In class discussions, coaching teams and feedback teams the leaders challenged each other and themselves to put their leadership differences to work in a way that matters to others and themselves.
How do I bring up a sensitive challenge with my board chair?
Society is an extremely large and complexly interacting system and, whether we like it or not, such systems are error controlled. This means, paradoxically, that in them change and evolution can come about only as the result of deviation and pathology, and that without these imperfections a system would become hopelessly stagnant and sterile.
The goal of team building is to develop a method that will reduce the dysfunctional interaction and allow future problems to be ameliorated before a team breakdown occurs.
What team problems would an outsider miss, and be more readily observable to insiders – people on the team?