Teams have a critical role to play in virtually any organization. But truly synergistic team performance in the workplace is a rare phenomenon. One problem is that synergy requires clear goals and an atmosphere of mutual trust- which are difficult to maintain in this era of rapid change and declining job security.

But the most direct challenge to team effectiveness comes from the old paradigm of individual achievement and competitiveness, an orientation that persists in the mindset of many team leaders and team members. No matter how determined an organization may be to move from a traditional hierarchical structure to more reliance on teams, the old paradigm remains a powerful force-supported, usually, by a company's reward and recognition systems. The same paradigm also influences senior managers, who may believe that they are empowering teams but actually undermine team efforts by reserving final decision making authority for themselves.

Is it any wonder then that so many teams set sail with the best of intentions, only to flounder, leaving a trail of frustration and disillusionment? Groups that were meant to provide models of high performance, showing us how to compete and prosper in these turbulent times, may end up transmitting a very different message.

Improved team performance begins with the recognition that the problems you face are unique. And multifaceted.

Your organization has its own set of objectives, and it may have a variety of teams, with varying levels of accomplishment. Some may be dysfunctional, while others are performing well-but still not achieving the collective gain that comes from a truly collaborative effort. They may lack skilled leadership, or be divided internally. They may need more support-or clarity-from the next level up.

In most organizations, no single intervention holds the key to productive teams. For this reason, we typically start by asking our clients to consider some fundamental questions. What does your organization want to accomplish with teams? How do your teams link up with organizational objectives? What critical issues are confronting your executive team?

By listening carefully to your employees' perceptions of team practices and the support they receive from your organization, we can help you assess your current team environment and identify areas that need to be strengthened. Then we work with you to tailor a solution, which may include:

	Consulting with your executive team regarding their work together as a team and how they will deal with issues such as the changing role of management in a team-based organization. This may involve breaking down internal barriers, reviewing organizational goals, or identifying specific actions senior management can take to support the team process. We may also work with your executive team to communicate its strategic objectives and link them to team efforts.
	Consulting with other teams throughout the organization whose productivity is critical to its success.
	Implementing team effectiveness programs that address a variety of team development needs, while using a common model and methodology.

A conceptual understanding of how teams work is important, but we have also found that there is no substitute for directly experiencing the problems and tensions associated with each stage of team development and seeing firsthand how they are resolved and put to creative use. This approach facilitates real changes in job performance.

For this reason, our core teams programs include a carefully sequenced series of activities that allow participants to experience these tensions, examine their own responses as team leaders or team members, and practice the appropriate team skills.

Return to Top of Page

Home || Corporate Overview || Training Systems Group || Sales Effectiveness Group || Government Services Group

Website Copyright © 1998-2007 by Sterling Institute, Inc.  All rights reserved.