Many businesses are blessed with highly motivated and engaged staff who are industriously working toward their strategic goals.
Working as a team comes naturally to these employees and they are keen to find ways to work better together.
I was fortunate enough to work with one such team recently to fine-tune their team performance.
All five members of the team completed the online assessment of their behavioural and work preferences. On the day before the team coaching session, they received their individual Harrison Assessments reports.
A team paradox report, displaying all team members’ scores for each trait on one graph formed the basis of our team meeting. Because we had only two hours for discussion, the agenda focused attention on four facets of the team report: Motivation, Communication, Innovation and Organisation.
For each of these areas, we analysed and discussed the relative strengths of the team members to determine what was important to the team, how the strengths have helped them to date and what difficulties were present now.
Brainstorming of actions that would help the team capitalise on individual strengths and achieve the organisation’s goals resulted in a list of individual SMART actions. (SMART = Specific, Measurable, Achievable, Realistic, Time-framed.)
Several factors that could be used to bring the team to peak performance were uncovered via assessment and the team discussion. Here are a few examples:
On completion of the team meeting, the team had:
Susan Rochester has been managing director of Balance at Work since 2006. Susan has a natural tendency to balance analytical thinking with an optimistic outlook to set direction and solve problems. She is an effective facilitator and constantly creates new and more effective ways of doing things, motivated by helping others to achieve their goals.
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