BUILDING MATURE TEAMS

Extract from “What Google learned in its quest to build the perfect team”

“New research reveals surprising truths about why some work groups thrive and others falter.”psychological safety — a group culture that the Harvard Business School professor Amy Edmondson defines as a ‘‘shared belief held by members of a team that the team is safe for interpersonal risk-taking.’’

Psychological safety is ‘‘a sense of confidence that the team will not embarrass, reject or punish someone for speaking up,’’  ‘”It describes a team climate characterised by interpersonal trust and mutual respect in which people are comfortable being themselves.’’

At Xponential, we focus on listening and understanding first, then listening and understanding a little more, whilst in the process of working collaboratively with teams and their leaders in creating high performance

Some of our typical team development programmes include the following content represented in the model below.

TAKING OWNERSHIP

Right Mental Attitude

  • The journey to success
  • The power in your hands
  • Clear the cobwebs from your thinking
  • Moving from entitlement to enlightenment
  • The secret to getting things done
  • Motivating yourself and sustaining your energy level

GET CLARITY

  • What is the role of my team?
  • What is my role in the team?
  • How does what I do make a difference?
  • When is my contribution most valued?
  • When in doubt…. ASK.
  • Effectiveness starts with CLARITY

MY VALUE ADD

  • What are my strengths?
  • What are my weaknesses?
  • When are my strengths overused?
  • When are my weaknesses exposed and how does this affect the team?
  • Proactive vs reactive behaviour

THE NEXT LEVEL

  • What got you here wont get you to where you want / need to be
  • Q vs. EQ – The practicalities of Emotional intelligence (EQ) How do you stack up?
  • Social intelligence(SQ) – Get out there!
  • Expressing yourself with clarity, conviction and high impact
  • Acknowledging the contribution of others
  • Dealing with behaviour that contradicts with your and the organisation’s values
  • Developing AGILITY – the mastery competence of the future

RESILIENCE

  • Diversity and collaboration – Testing your assumptions. The ladder of inference.
  • Crucial conversations that drive emotional maturity
  • Accomplishing the same goal in a variety of different ways
  • Nurturing honest relationships with others who are different to you
  • Listening to constructive feedback from your staff about your style and way of working