Services of Teams
Our professional development and skill enhancement services for teams focus on:
Frequently, our services help the team achieve these goals by:
- Assisting the team to identify its strengths and weaknesses
- Helping team members add additional skills so that the team operates at its highest level of efficiency
Here are three examples of team improvement services that were provided for work teams:
- Assisting the team in improving interpersonal communication skills, thus improving operating efficiency, problem solving, and project management.
- Developing an appreciation for individual differences among team members, thus creating greater efficiency in working together.
- Helping the team identify conflict resolution skills that can be applied to keep the work going forward in timely and innovative ways.
Internet start-up senior management team with "no focus"
This company was suffering as its market share and revenue were shrinking. The chief executive officer believed that the senior management team would profit from attending a short off-site retreat designed to improve the team’s operating efficiency by having team members gain knowledge and appreciation for the individual styles and individual differences of each team member.
- We used various online assessment tools that described individual differences among team members
- The results indicated that the team as a unit had a style bias towards the strategic and visionary
- This style did not suite this leadership group now, as the challenge for the group was to display more leadership behavior reflective of tactical and immediate goals
With this awareness, the team was able to see its weaknesses and began to take compensatory steps (professional development, adding new members) to achieve more style balance within the team. Operating efficiencies improved.
Hospitality industry team that needed to "be more innovative"
The long-standing senior management team of a resort had gained the reputation of being conscientious, dependable, and service oriented. These professionals took pride in fine tuning processes that they replicated with success over the various resort seasons. However, forces in the marketplace were changing, and this group was being challenged to become more innovative and more entrepreneurial (focusing on business development considerations, and not just service operations).
- Online assessments for each team member were selected in order to leverage existing member strengths as they went about making these changes
- An interactive feedback meeting helped the team see that the group bias was towards the status quo as compared to innovation
- Various immediate and future oriented goals and activities were designed to assist this leadership group in shifting to a more innovative-based culture
The unit as a whole improved in meeting the challenge of being more entrepreneurial, and developed some new products and markets. Some team members decided that they did not desire to make the organizational shift, and they left the team, either to other positions or to early retirement.
Virtual software team that must become "more creative"
This virtual team was spread across numerous continents and many time zones. They had a reputation of being dependable, timely, and accurate, but their project deliverable was changing, and they were told that they needed to adopt a more creative style going forward.
- Each team member completed the following two online assessments: the Myers-Briggs Type Indicator (MBTI), STEP II, and the Thomas Kilmann Conflict Mode Instrument
- The results suggested that many of the team members were “introverts” who preferred to avoid a direct response to conflict
- Strategies were developed to help the team be more active in identifying, surfacing, and resolving conflicts
Team members, with ongoing coaching, gradually became more comfortable in handling conflict, which lead to greater communication and interaction, and ultimately to more creative products.