If many hands make light work and several heads are better than one, then why does collaboration and teamwork often seem more difficult and less enjoyable than just doing stuff yourself?
I find a lot of leaders think this way. They are a member of many teams and have a team they lead and all too often these team experiences are not offering the value they should.
At the same time, I hear people tell me they are “manically busy”, “up to their necks in it” and so on.
When you invest time in building effective collaboration and effective teams your investment pays back in spades.
High performing teams and work groups practice disciplines and behaviours which create trust, healthy challenge and commitment which delivers better results and faster.
People in high performing teams look forward to spending time with each other, not only because they achieve more but they also enjoy themselves more in the process. I know I have loved my work when I have been working in a high performing team.
We work with teams and work groups to help them create high performance. One of our approaches helps the team assess their performance objectively using a fun team challenge simulation and use the insights they gain from this to agree and commit to new ways of working together.
Here is what one of our clients said about his team’s experience:
“The survival simulation was a fun and thought provoking activity that gave us some insightful information on how effectively (or not) we performed as a team and what styles we employed in our interactions together. When the self-analysis of our effectiveness and styles was translated onto the circumplex it gave the team a real insight into how we operate, where our strengths lie and where we need to focus our behavioural development to improve our effectiveness and in turn our outcomes and results.
The session has enabled the leadership team to distil the learnings into specific, tangible actions that will really drive our effectiveness in the future. The Group Styles tool will also allow us to revisit and measure the impact our actions are having on our group styles and leadership effectiveness on an ongoing basis. This will ensure we keep our own team development high on the agenda as we lead our teams through our rapidly changing environment”. Simon Wassell