Three of the most important competencies to lead change and transformation in a system are 1. Transforming requires giving time for employee to air grievances, active listening, and choosing employees who will help in the design and facilitation of the meeting itself. The creation of both objectives is a compelling reason for change and a set of clear outcomes. The second is to transform their organization. The first objective is to transform the core leadership team. Here are seven steps for transforming your team to become high performing, highly energized and engaged.īefore the beginning of the transformational team building event, leaders must make clear which objectives they hope to accomplish as a result of the event. And, transformation is exactly what you need. Webster’s dictionary describes the verb, “transform” as “to change (something) completely and usually in a good way.” If you are a part of a disengaged, unexcited, low performing team, you know how hard it is to get out of bed in the morning to go to work. If you believe the research that “culture eats strategy for breakfast,” and the only way to achieve business results is by enabling teams to become highly engaged and happy, then transformational team building is for you. There are seven main steps to organizing and executing a transformational team building which can create a culture of collaboration and execution of strategy and results in any company. If your organization does not want to be listed on this new map – your team can start their revolution.After more than a decade of “the war for talent,” the quest to build and grow an engaged and excited workforce has remained elusive. Acceptance and trust will take your organization to new heights. Tear up the old map and allow ideas to be heard – develop a culture of acceptance and trust. Groups can analyze where they took a wrong turn on this map. ![]() Within team building, programs teams test new ideas, and existing paradigms are destroyed! If and when the team building activity is not a success this is an opportunity to fail – while you process (de-brief) the teams ideas. Teams need to change the map and develop their paradigm shift! When a team reaches and creates a new way of doing things the faster, better, cheaper is destroyed! That is when the team creates innovation and breakthroughs take place. ![]() This map is static and works until external challenges are presented. Many of these maps during the industrial revolution. The team is operating from an old paradigm (an organizational map). This folklore is the badge of death for new team members. The current way creates a folkloric belief within the organization – we can’t do that, we have always done it this way, and no new ideas ever get instituted. Many organizations become complacent, for some time, with the current way of doing processes. The reality is that the team will only get to a certain point – I call it the “Plateau.” Following the Plateau comes the – “Crash” – the crash occurs when the team loses sight of what brought them there in the first place and lose all the steps that brought them to the plateau. Teams reach a level of success and think if we just do this faster, better cheaper we will continue to progress.
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