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
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.
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.