Is Your Team Positioned To Fulfill Its Purpose At The Highest Level Possible?

Consider your team’s purpose and goals (near-term and long-term), what skills, talents, and experiences are required?  Are there gaps?

The Thinker . . the creative engine – has vision and thinks big!

The Architect . . translates the vision into the design and a plan.

The Butterfly . . actively seeks different experiences and brings that perspective to the team.

The Connector . . has the relationships and networks to reach valuable resources.

The Doer(s) . . executes specific tasks and instructions with a quality and detail focus.

The Challenger . . expresses contrasting point of views and isn’t afraid to be honest.

The Believer . . they’re committed – no matter what it looks like, “they don’t stop believing!

Don’t Forget Chemistry – How individual styles and personalities complement one another will ultimately impact how effective the team will be.

©Bloom in Every Garden 2015. Unauthorized use and/or duplication of this material without express and written permission from this blog’s author and/or owner is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to the author with appropriate and specific direction to the original content.

When managing organizational changes, leaders can focus the majority of their time on planning and executing the change and a much smaller portion of their time on preparing and engaging their people.  Some leadership models do not encourage transparency and engagement, leaders may avoid what they believe will be difficult conversations, as long as they can.

Just the opposite is true, engaging your team as early as possible (and before rumors start) can deliver a great return – and make a difference in the team’s focus and productivity.  It can also retain valuable talent during and after the transition.

• You Have to Know Them – their skills & capabilities, interests and aspirations, level of commitment, and the extent of their willingness & flexibility.
• You Have to Tell Them – share what is changing and why — and more importantly what your organization hopes to achieve as a result. Their immediate concern will be how it will impact them – sometimes you won’t have all the details, explain the process that will be used and when you expect those decisions will be made.
• You Have to Hear Them – listen carefully to their words (or absence of them) and the emotion behind them (often fear and anxiety); re-state what you’ve heard for understanding, acknowledge their concerns and their emotions, and respond with honesty & compassion to set expectations.
• You Have to Involve Them – ask for their help in designing new solutions or solving problems, it demonstrates value for their experience at a time when they may feel uncertainty.

. . . And They Should Know What To Expect from You . . . the best way to position your team for change is to build a culture of trust and respect for your leadership every day.

©Bloom in Every Garden 2015. Unauthorized use and/or duplication of this material without express and written permission from this blog’s author and/or owner is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to the author with appropriate and specific direction to the original content.