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Change, Growth, and Succession

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Your Team’s Stage of Development

Every team has a lifespan. The building blocks of development are constructed during the team’s infancy and tested throughout its childhood and adolescence. Once the team has matured into adulthood, performance is measured and remeasured as teammates manage obstacles, challenges, and changes through many cycles of growth. With each round, a new opportunity to thrive is welcomed. In what stage is your team today?

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The Path from Vision to Execution

Another change has been announced. The team is still reeling from the last transition. The new future, while visionary, may not have factored in the view from the ground level. The team will be asked to achieve ambitious goals crafted by colleagues in a boardroom. How do we make it real? Everyone has a role.

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Crisis to Opportunity: The Best Time to Reboot a Culture

It ends with a mass exodus. It begins with key talent frustrated with lack of support being lured to greener pastures. The mounting turnover consumes too much of leadership’s time and attention. The team soon spirals to survival mode where tasks related to mission and vision become low priorities. All effort is focused on urgent recruitment, just-in-time training, and plugging holes. Although painful, it’s perfect timing to reboot the culture.

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Current State and Desired State

Every relationship, team, and organization can become more effective. Few, however, are ready to take on the burden of evolving. Living, breathing ecosystems are always in a temporary stage of development. Teams, therefore, are constantly faced with a choice about attending to or ignoring the symptoms indicating the need to adapt. Most opt for the comfort and consequences of staying the same. Consider these six motives for embracing the discomfort of growth and moving your team forward:

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Mentorship or Sponsorship?

Team succession happens formally and informally. When formal, high potential talent is promoted to greater responsibility under the mentorship of someone above them on the organizational chart. Often, a new title gets printed on a business card. When informal, the daily delivery of skill, initiative, and engagement creates opportunities that can’t help but get noticed. While there may not be a new title on the business card, these teammates end up under someone’s wing where resources and support can have immediate bearing. Because they’ve been sponsored, every day is a job interview. So, what’s the difference between mentorship and sponsorship?

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