Variables To Consider In Team Development

Variables to Consider in Team Development

by Marie J. Kane Executive Evolution has very powerful programs for building successful ongoing teams or doing quick start launches for short term effective project teams. The following describes our custom team coaching and development approach. Emphasis is on the following:

 Optimum use of team time and talent and all other resources Marie J. Kane is President of Executive Evolution; A corporate coaching and consulting firm established Accomplishment in 1981 that ofspecializes the team's in mission Executive Coaching, Leadership and Management Development; Strategic Thinking; Team Effectiveness; Employee Selection/Retention and Relationship Empowering Improvement. the team to manage their own process and structuring effective ways to [email protected] and support the team 770-461-3820

 Ensuring the necessary skills and processes are present to address and maintain group processes, effective leadership, good relationships, and management of the work

 Addressing the interfaces both within the team and between the team and the remainder of the organization and others as appropriate

Issues We Consider to Design Team Development Processes

1. The nature of the team (temporary project vs. ongoing team or work group)

2. The priority of objectives for the team development experience. Choices might include building relationships, teaching team concepts, laying foundations for ongoing team processes, producing specific recommendations, plans or other more concrete outputs, managing work more effectively, improving leadership, etc.

3. Experience level of the team and its leader(s)

4. Mission of the team

5. Size of the team

6. Time available for the team development process

7. Time frame the team will be together if they are an ad hoc or project team

8. Complexity, nature and urgency of the issues or task the team is addressing

We select from many elements to build a custom team development design. The following are some of the program elements that we select from to build a team development design. Other elements are developed on a case by case basis.

 Application of the T•E•A•M•S assessment and development tool including continuous improvement.

 Mission and roles development

 Team values development and definition

 Individual personal style profiling and contribution to the team based on style, experience, and technical expertise

 Composite group personality profile style summary and implications for the overall team functioning

 Overall operational or specific project plans

 Paradigms - concepts, what are the current paradigms in the organization which impact the team - supportive and other, creating new paradigms

 Managing change - concepts, tools, and specific applications for the team

 Challenges and obstacles to team, department or project and recommended or potential solutions

 Self contracts for contribution to the team process

 Agreements on how team process checks will be done

 Team demonstration games on cooperation, leadership, power of consensus, etc.

 Specific consensus action plans with clear accountability

 Structuring follow-ups by the team itself using all of the tools and process from the team session and other input

 Periodic (phone or on-site as appropriate) follow-up by consultant to support implementation of the agreed-upon team process (phone follow-up at monthly or other intervals for a set period is included as a standard feature)

For information on the powerful T•E•A•M•S product, a team assessment and continuous improvement tool,

Emphasis is on the following:

 Optimum use of team time and talent and all other resources

 Accomplishment of the team's mission

 Empowering the team to manage their own process and structuring effective ways to manage and support the team