Teams

People First and Strategy Second…

Frequently, leadership team building is facilitated by focusing on strategies, values, and vision. These are important elements of the process; however, they come second. Focusing on the individual differences of the people on the team comes first. Leadership team development and performance success requires a clear understanding of self and a clear understanding of others on the team (in that order), role and relationship clarifications, then strategy. That is why we begin with the comprehensive CDR 3-Dimensional Assessment Suite and individual coaching feedback. Then, we proceed to strategic team development using the team assessment results. In this way, we help team members to

  • accurately identify and maximize individual and team strengths
  • pinpoint composite team lopsidedness, dominant themes and gaps and how this impacts performance and culture
  • understand and discuss individual differences that typically create conflicts or communication break-downs in order to transform these  differences into alliances; on the flipside, explore scoring clusters to create loyalties that may interfere with objective decision making
  • recognize, and neutralize inherent risks and short sides — particularly those that tend to create relationship riffs or performance erosion; and,
  • develop action plans to make the most of talent, team synergies to accelerate the attainment of team objectives and strategic business goals.

Without this “people-first” focus on leadership team development, it is like going through the motions at best. Let’s face it — cognitively, everyone generally understands the goals of the organization and values. However, without taking into serious account the individual differences and needs of team members, it is like shooting in the dark — hoping success may happen.

What is Team Development?

By acknowledging distinct differences in a straightforward way, team members have a better sense of who’s best at what and who’s not. Team members begin to better appreciate and value authentic differences rather than being annoyed by these differences. Teams no longer need to rely on superficial perceptions or assumptions that are frequently inaccurate and cause conflict or mistrust. Teams transform by being able to realize, appreciate and leverage strengths while providing each other support to shore up the gaps and risks. Despite individual drive and good intentions, teams frequently perform with lackluster results when the root cause of team dynamics and behaviors is not understood and honored. The key is people-first, strategy second.

The Process:

  1. Each executive team member takes the CDR 3-D Suite and has confidential one-to-one feedback session
  2. CDR collects strategic objectives and other data needed for team development
  3. CDR-U conducts the in-person Strategic Executive Team Development session which is typically a two-day offsite session.
  4. 360 data may also be used or added for a follow up team session(s)