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Are Some Teams Too Broken to be Fixed?

When the toxic element of a team devolves to a mutiny, the chance of repairing a broken culture is slim. Intractable positions only end in standoffs. Of all the reasons teams become stuck, this is the least healthy. The bulk of the team’s energy is consumed in reacting to its demise. At this stage, choices are limited. You can stay stuck or move forward.

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Team Behavior Checklist

Many organizations are stratified in ways that makes teamwork difficult. Whether a silo or a hierarchy, collaboration has a secret set of rules when boundaries are in play. Whatever the structure, second-class citizens have a lesser voice at the team table. How might this play out in your workplace?

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No More Touchy Feely Team Building Workshops

All too often, leadership wants to jump ahead to strategic planning before stabilizing the infrastructure of their teams. In the classic Tuckman group theory of Forming-Storming-Norming-Performing, they prefer to skip the “storming” and “norming” phases. They’re uncomfortable – too touchy feely. Let’s just form and perform. Unfortunately, teams can’t sustain performance without storming and norming. The conflict and diversity that characterizes these phases are necessary ingredients for team effectiveness.

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When Leaders See the Future

Unfortunately for most teams, succession decisions are reactive. A valuable talent got hit by the proverbial bus and the scramble ensued. A top performer was lured away by a shiny opportunity taking her client list with her. Leadership neglected to read the tea leaves of dissatisfaction and had to devote costly energy and attention to recruitment rather than retention. What might happen if the future was predictable? How might an organization approach succession planning?

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The 10-Ingredient Collaboration Recipe

Blending differences has the potential to polarize as well as coalesce. How do you collaborate effectively when everyone at the table is an expert? How might generosity and sharing occur when each stakeholder represents a different cause? Understanding the recipe for effective collaboration provides a starting point. Consider these ingredients:

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