What do the best teams do? They set goals and priorities, they analyse and allocate the work that needs to be done, they ensure that working relationships facilitate performance rather than hinder it. None of us fail to recognise when we are part of such a team. However, when the team is not functioning at this level, then we are often lost to know what to do. This is where Team Focus can help.
There is no simple solution to helping teams to work more effectively, but there are a number of tools and approaches that can get things moving in the right direction. Our starting point is to conduct a Team Audit in order to find out what is working and what is not and to understand more about the motivation and intent of individual team members. This will then lead to specific interventions that may address work issues or relationship issues or both.
Central to this process is dialogue within the team. Teams need to talk and perhaps they are already talking. However, maybe they need to have different sorts of conversations if things are to change.
We rely on experienced consultants to work directly with the team and to use approaches that fit the personalities and the moment. Their tool-kit will include models and approaches such as:
- The Four Players model – which helps a team to understand about more constructive ways of discussing issues, something which itself leads to better listening and the development of respect. The Four Players model is based on the work of David Bohm, Bill Isaacs and David Kantor.
- The Type Mapping model – which helps teams understand the challenges they face, the roles they play and the roles that are needed. It identifies what the team needs more of and what they need less of and also who in the team may be able to to flex to meet the challenge. This is a new way to use Personality Type that avoids ‘pigeon hole’ criticism and encourages flexibility and change. The Type Mapping model is based on the work of Carl Jung, Roy Childs and Steve Myers.
- The Relational Proximity Model – which audits both within-team relationships and inter-team relationships. This model identifies the conditions that lead to the best working relationships and, by revealing mismatches in perception, it can suggest immediate practical changes. The Relational Proximity Model is based on the work of Michael Schluter and Relationships Foundation, Team Focus and ‘Leading for Good’.
- The Emotional Intelligence Model – which Team Focus has extended to capture the 9 key areas that lead to success. Increasingly this is seen as the territory for the leadership challenge and we address the issues of self-understanding, authenticity, emotional literacy, impactful influence, managing conflict, managing diversity and more – all of which helps the team and the individuals within it to become mature and effective
Of course, we use many more approaches – and in fact train others to use them as well. All our interventions are carefully designed to increase the understanding and satisfaction of team members and to have an impact on overall business performance. In a nutshell we create team environments which maximise trust, motivation and delivery.