We currently see a wave of new team configurations as the result of the wave of restructures/right sizing and cost saving initiatives involving laying off people.
Therefore, staff often find themselves in a ‘new’ team that has either been chopped, cropped, reformatted, amalgamated or all of the above.
Since Tuckman in the mid 60s, we know that any change to the team, even the change of one team member more or less, starts the forming-storming-norming-performing cycle all over again.
Do you or does your team see this as the opportunity it can be?
The article below shares some valuable ways to help teams become more effective.
This was the goal of the recent rejigging in the first place, right?
Trust and communication are consistently in the top drivers for team performance. While establishing trust takes time, it can certainly be helped on its way by deliberately working on building it!
As a qualified systemic Teamcoach, I know the benefits of getting it right from the start – and it doesn’t have to be boring or difficult either!
Getting your ‘new’ team off to a running start with some expert help could be the answer.
I often use simulations, such as the Human Synergistics Australia & NZ tools, to start. They are not only fun for the team, more importantly, they offer a chance to measure the current state prior to any interventions. This then gives the opportunity to see the change and impact of the work at the end – and who doesn’t like measuring that?
Then the work begins, giving the individuals a chance to become that effective team that we’d all like to be part of!
If you are interested to talk about some options for your team, get in touch!
Thank you McKinsey & Company for this research and article.
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