Teambuilding: Management’s First Function focuses on the management team as a unit plus individual one-to-one coaching for each team member. This powerful teambuilding design provides the tools for managing most effectively the interpersonal side of the Total Quality movement. Reduction of stress within the team is an important outcome of this training design. Workplace stress is directly related to the level of effective communication occurring within the team.

Benefits:

• Compare the team and individual member profiles with research norms of most effective team leaders and team members.
• Gain insights into how team members see themselves, how they see their team, and how they view their role as a team member.
• Compare the team’s view of most effective teamwork with its current reality.
• Examine the values operating in the team during various levels of productivity.
• Analyze the team's values for teamwork against research based norms of most effective teams.
• Identify the elements of the current team culture that nurtures and builds effective teamwork and those elements that erode and prevent effective teamwork.
• Define specific teamwork values needed for future team effectiveness and develop a strategy to improve future teamwork.
• Plan behavioral changes with each individual that will build and improve teamwork.

Process:

Early in the process each team member completes confidential SYMLOG questionnaires. After the results are profiled, the management team attends a 2-day retreat to debrief and review their profile and data, compare it to research norms of most effective teams, and develop a change plan to increase team effectiveness.

Phase I - Assessment & Data Collection

Each team member completes confidential surveys that profile the teamwork culture within the team. Each team member also provides anonymous feedback to each other by completing a SYMLOG profile. In addition, the facilitator meets one-to-one with each team member for a brief interview of his or her experiences as a team member.

Phase II - Team Retreat

The team meets for a two day retreat to debrief the results of the survey, identify the current culture of the team, define the changes needed, and design an action plan to improve the team's performance.

Phase III - One-to-One Individual Coaching

Each team member meets for a half-day one-to-one coaching session with a facilitator. They review private, personal feedback from surveys completed in Phase I, to identify their teambuilding strengths and developmental needs. Together with the facilitator, they create a development plan to increase their personal team effectiveness. At a team meeting they share their personal change plans with team members to get support, suggestions, and reinforcement.

Phase IV - Measuring Progress

Six to eight months after the final one-to-one coaching sessions, the team's culture for teamwork is re-profiled. This post-assessment data will identify progress and provide an opportunity for further growth and development goals.

Contact LDC for cost and scheduling of this customized program.

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