Much of the success of an organization can be attributed to the success it the teams and workgroups at every level of the organization, including executive teams. Most teams are neither 100% successful, nor 100% failure – they lie on the spectrum between those two extremes. Which means almost every team has the capacity to improve. The reasons for the failure or success of a team can sometimes seem obscure, yet there are a handful of factors that will determine the success/failure of the majority of teams. Having the information to assess and diagnose how a team is functioning is the first step to improving the teams performance.
You know what it feels like to be on a great team. There's trust, collaboration, caring, and incredible energy. You want to go to work everyday. On the other hand, you also know what it feels like to be on a dysfunctional team. It's exhausting. You feel like you're swimming against an incoming tide all the time.
On some teams the failures are painfully obvious. On others they are nuanced and not easily identifiable. In either case, you need to know the specific steps to transform a dysfunctional team into a high-functioning, collaborative, and supportive team.
That's what this webinar will address. Learn how to diagnose the 5 primary reasons teams fail. Learn the corrective actions for each of those reasons. Learn the hierarchy - what has to come first to build a foundation. If a solid foundation is not in place, nothing else you do will work.
You’re frustrated and exhausted with some of the dysfunction on your team:
Since 1987 Michael has been consulting with businesses and organizations that understand the value of developing organizational culture and their people as a foundation for continual improvement, staff recruitment/retention, and enhancing organizational capacity.
His focus is on assisting organizations to create cultures where people want to engage and work. The ideal organizational, division, department or team culture is one where the values, vision and mission of the organization are explicitly linked and operationalized.
Values-based cultures feature enhanced job performance metrics, high rates of retention, and are emotionally and physically healthier for the staff.
Michael has worked with large multi-national to entrepreneurial organizations, government and NGO’s, and across the spectrum of executive, senior managers, supervisors and staff.