Transformation and change is possible only when bigger goals
are broken down and functional teams take responsibility of
execution and align them to the new agreed goals.
We do class room based and outdoor activity based Team
Effectiveness workshops. We have used our Team Effectiveness
practice to integrate a new Team Leader to the team, to
align team members to a common goal, resolve team conflicts,
to create more engagement and ownership, to build powerful
Inter personal relationships and to energize the teams.
As per Andrew Carnegie, business and philanthropist, and
founder of Carnegie Mellon University,
" Teamwork is the ability to work together
towards a common vision. "
The ability to direct individual accomplishments toward
organizational objectives. It is the fuel that allows common people to attain
uncommon results.
While it sounds extremely simple in principle, and a fairly
straight forward notion to operationalize, it is interesting
to note that a majority of the work that keeps a lot of
training companies ticking is actually all to do with
“teamwork!” So, what makes teamwork so difficult to achieve?
Why do individuals fail to communicate, and collaborate? Why
do teams not rise above the internal conflicts, politics,
narrow and individual payoffs, and achieve the larger
organizational objectives?
Possibly, what Max De Pree had to say in his book
“Leadership is an art”, about teamwork and
team building, gives a clue. He
wrote about the key elements in the art of working together.
These key elements are how to deal with change, how to deal
with conflict, and how to reach our potential…the needs of
the team are best met when we meet the needs of individual
persons.
How can we help you?
ODA firmly believes that while no individual can be perfect,
the team can be. For a team to be perfect, and successful,
it is critical to first understand and map the individual,
and what she / he brings to the table - the role that she /
he can best essay in a team. This, along with a clearly
articulated need statement of change to be effected through
the team intervention, forms the two critical starting
points to the symphony@workplace workshops.
We achieve the above through our team health check
instrument, which measures the following parameters, at an
individual and at the team level:
We have done simple team bonding exercises to complex
team
conflict resolutions, intense problem solving sessions in
the board room to outbound workshops deep in forests.
View Our Work -
Team Effectiveness
for Airtel Enterprise Group
Our team interventions usually focus on the following:
Clarify Direction: We often facilitate teams, to clarify
their visions and goals, and their understanding of the
business environment, market and competitor forces within
their operation.
Inspiring Performance: This involves clarifying individual
and team roles, their interdependencies and communication
between them.
Building Relationships and Trust: We use techniques such as
sharing information, giving and receiving feedback, as well
as practical behavior frameworks such as MBTI, Enneagram,
DISC Transactional Analysis and Learning Styles, to help
colleagues understand each other better.
Conflict Management: We help clarify the rules of engagement
and, if necessary, use conflict management techniques to
help protagonists stand back and take a fresh look at how
they are behaving and working together, and explore options
for change.
Relating to the External World: We identify the key external
stakeholders of the team, how communication occurs between
them and individual team members, and facilitate changes
which simplify and enhance effectiveness.
This Intervention can be used effectively to:
-
engage and align individuals, or cross-teams, to collaborate
effectively
-
bring in high energy and charge up the team to achieve
stretched goals
-
set up a high performance climate in the organisation
