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60 Seconds on the Team Clock

60 Seconds on the Team Clock provides individuals with the direction needed to clarify the purpose, launch innovation, and promote collaboration and effectiveness within teams. Select from the menu of topics and discover a new perspective on your team’s journey in just 60 seconds.

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Taking the Next Step

Somthing is wrong. Diagnosing pain is the easy part. Figuring out what to do about it is harder. Following through with those actions is the hardest. For many businesses, the impending completion of a calendar quarter signals the call to check accountability. Did we do what we promised to do? Sure, the easy part (assessment and planning) was done. Now what? What exactly is my responsibility to this team?

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Assess Ten Strengths

Before inspiring your team with tomorrow’s vision, perform a quick assessment. After all, an expensive strategic planning exercise wastes time and talent when the health of the team can’t support the action plan. Before you look too far ahead, measure ten simple areas of team effectiveness.

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Finish the Argument

Day-to-day interactions with colleagues often provide an indication of the quality of communication without revealing much evidence about the reasons for its strength or weakness. True data usually lives beneath the surface. When it’s not going well, the motive for the choice not to collaborate is frequently some unresolved grudge that converts a “we” into an “us vs. them.” Perhaps a teammate said something insulting six months ago. Maybe a counterpart came from the wrong side of a merger following a corporate acquisition. Sometimes a colleague stays loyal to a previous leader. Either way, a talent with whom you should partner is rendered off limits. What should you do?

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The Three Drivers of Trust

Every interaction either adds or subtracts from the trust of a partnership. Whether you give trust freely or require it to be earned, it grows and shrinks continuously. When you look closely into the aspects of interpersonal exchange that populate a typical workplace, the disparity in willingness to take risks amongst teammates makes sense. Consider the three primary drivers of trust: connection, respect, and accountability.

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Author Your Legacy

We are about five years away from the boomer generation becoming a minority in the workforce. The change in demographics has businesses dusting off succession planning documents and asking increasingly urgent questions about strategic direction, talent quality, bench strength, and legacy. Leaders face a critical choice to begin the process: set the table for my successor or leave a mess for someone else to clean up?

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