|Team Building Information||
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You, Your Team, and Your Coach
The grand purpose of coaching is to help your managers, the people they manage, and your organization make the transition from where you are to where you want to be.
Some points are so obvious it seems silly to even mention them but experience suggests that, just as common sense is not really so common, we can be blindly oblivious of what seems obvious.
1. You can not influence the direction of a body at rest! When you sit in your car at a stop sign, with your foot on the brake, turning the wheel back and forth produces no results. The idea here is to understand the importance of getting started. It doesn't matter if we start in a totally wrong direction,if we are in motion we can change direction, a little or a lot, slowly or quickly as things begin to happen, but we must first be in motion!
2. You can not become the person you want to be while remaining the person you are!
Leo Tolstoy once said,"Everyone wants to change the world but no one wants to change himself."
To effect change we must accept change - even hunger for change.
In order to get the motion started and to help you determine its direction you coach will need to ask the management team a lot of questions, such as:
What's going on in your business right now that:
Makes you nervous?
Makes you smile?
Makes you proud?
Makes you feel optimistic?
What happened in the past year that should not have happened?
How much did it cost the organization?
Are there long term ramifications?
How could it have been avoided?
Have steps been taken to make sure it can't happen again?
What didn't happen in the past year that should have happened?
What was the cost to the organization?
Are there long term ramifications?
What could or should have been done to make it happen?
Is it salvageable - can we make it happen this year?
Have we taken steps to make sure we won't make this mistake again?
What are the overall greatest concerns and challenges envisioned by the management team - for the organization as a whole and by department?
It's important for the coach to make sure that he, and each team member, is aware of the perspective, attitude, and concerns of all involved parties.
The question now becomes:
Where do you, as individuals, as a team and as an organization want to be in five years?
What must happen in the next twelve months to make this a strong possibility?
We need to look at:
Resources in terms of: Equipment, facilities, people and training
Production in terms of: Volume, speed, quality efficiency and costs
Products in terms of: Improvements, to be discontinued, developed, or added
Marketing in terms of: Expansion of existing markets, development of new markets, advertising effectiveness, sales, pricing, and customer service.
People in terms of: motivation, attitude, quality of work life, training, knowledge,numbers and relationships
Management Resources in terms of: leadership skills, coaching skills, resource utilization skills, interpersonal skills, intuition, innovation, etc.
Dependent on the organization, this question and process might be repeated for a ten year outlook.
Even when an organization has been heavily involved in a process of strategic planning and goal setting, the coach must insure that every person with any responsibility towards the achievement of organizational objectives is aware of the objectives and of his or her role and responsibilities and of what personal goals and objectives must be set and realized to insure that he or she, as well as the department, is up to the task.
The essence of good coaching is the ability to ask the right question of the right person at the right time and to do so in a non threatening manner that will produce results - not retreat! The coach's real world experience and understanding gained as a result of talking and working with hundreds of managers in diverse situations allow him (or her) to intuitively relate to your problems, concerns and situation and to suggest options which have proven to work in the past.
Coaching a team of up to a dozen members is, in most cases best done in ninety minute weekly or bi-weekly sessions. Too long a session leads to brain stagnation and too long an interval leads to lack of focus and ultimately to lack of commitment.
Len McNally C.I.M. President of The Leadership Centre
Len McNally is President and founder (in 1996) of The Leadership Centre, dedicated to leadership development, management team building and change management through executive and corporate coaching - from the top floor to the shop floor. With more than thirty years experience in sales, marketing and business development Len has for many years been an avid student of psychology, behavior and motivation. He still reads three to four books a month and has writen several book reviews for Amazon.com. He can be reached at (519) 759-1127 or email: email@example.com. Other articles may be seen at: http://www.tlc-leadership.com
Team Building - Google News
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Virtual Team Work
At a time when many companies are scaling down their marketing budgets, big design firms are finding it harder to win new clients and projects. Things maybe tough for the larger design firms, but the situation could be ideal for freelancers and other smaller boutique operations that can operate virtually.
Effective Team Building Part 1 - Another Brick in the Wall!
The first in a series of articles giving a slightly different viewpoint on effective team building, condensed from an original seminar presented by the author, John Roberts. John is a Freelance Training Consultant and director of JayrConsulting Ltd.
Team Communication Critical To Success
I'm often asked, "Why is my team always fighting fires instead of preparing for changes?" Finding the answer may take some digging. Here are a few possibilities.
Empower Your Trainees
One of the most memorable quotes that I heard from a trainer came from a man I knew named Rizal:"As trainees, you are supposed to interrupt me if you don't understand something. You are supposed to ask questions.
The very effective tool of keeping a journal can be used in your workplace as well as at home. It is a powerful tool that can enhance our lives and support our personal and work well-being.
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Always In Motion Is The Future
It's the summer of 1973, and a young film director goes searching for a studio to distribute his new screenplay. Many say no, until one finally agrees to take a chance on him.
You, Your Team, and Your Coach
The grand purpose of coaching is to help your managers, the people they manage, and your organization make the transition from where you are to where you want to be.Some points are so obvious it seems silly to even mention them but experience suggests that, just as common sense is not really so common, we can be blindly oblivious of what seems obvious.
Feedback For Learning Can Turn Your Team Into Winners
Feedback:Most experts agree both types; constructive and positive feedback are beneficial and important to performance improvement. However, the way the feedback and timing of it are crucially factors.
Most managers simply herd some people in a room with a flip chart and call it a brainstorming session. Yet there is a definite process that maximizes the size and quality of the idea pool.
Grow Your Staff into a Team of Creative Problem Solvers
As a manager, your employees will come to you with situations they don't know how to handle. When they approach you during these times, they are looking to you to give them the solution to the problem.
Intercultural Team Building
Internal business structures have been radically transformed over the past few decades. Changes in areas such as communication and transportation technology and shifts towards global interdependency have resulted in companies becoming increasingly international and therefore intercultural.
Downsizing Your Team
Team Building Question:Our office has recently learned that about 20 percent of our staff will be losing their jobs in the next couple of months due to a relocation set down from our corporate office. Some open positions in my area are being posted for those losing their jobs.
Do You Want to Get Others to Improve Their Performance? Then Expect the Best
Recently I decided to stretch my athletic abilities and add a running program to my regular exercise routine. Although I had tried to run in the past, my level of success was pretty pathetic.
Proactive High Performance Teamwork
Proactive High Performance Teamwork is made up of nine proactive components and will provide the growth you are seeking in your practice. Two of the nine components are Performance and Opportunities.
Go On, Be A Tiger
From the moment he putted with Bob Hope on the Mike Douglas Show at age two, Tiger Woods appeared destined for fame. After an unprecedented junior and amateur career, his entry into the professional ranks in 1996 received tremendous publicity - and one of the largest sponsorship contracts in history.
Building Successful Work Relationships--Playing In The Same Sandbox
Remember playing in your childhood sandbox? If you enjoyed being outside for most of the day, you could play in the sandbox for hours on end-shaping and pouring the sand or mixing it with a little water to form a castle or hill. Children enjoy playing with sand or dirt and learn at an early age how to make the most of this play time activity.
Recruiting Government Workers As Franchisees
Many believe a leaner government promotes better freedoms with respect to free enterprise and the right to free contract. Leaner governments make fewer laws because of their enforcement capabilities.
Business Innovation - Effective Team Structures
Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.There are other useful definitions in this field, for example, creativity can be defined as consisting of a number of ideas, a number of diverse ideas and a number of novel ideas.
Safety First - Five Reasons to Hold a Routine Safety Meeting
Workplace safety is important to all businesses for ethical, legal and financial reasons. Keeping employees safe from injury is the right thing to do, it also keeps a business away from civil litigation and can lower costly compensation claims.
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