Changing Poor Execution Behaviors Among Teams

Teams traditionally go through four stages of development: forming, storming, norming and performing (Tuckman, 1965). Most new teams spend the majority of their time in the first two stages; forming and storming (getting to know each other and engaging in conflict). Most of a team’s time in these two stages is “unproductive time.”

However, teams must have ample time to push through these two stages. If they don’t take the time necessary to push through these two stages, the result will be inefficiencies in team performance later on. The number one reason for inefficiencies on teams  is due to a lack of trust among team members, which in turn results in unhealthy conflict, passive participation, defensiveness, etc., which are damaging behaviors to teams.

Want to shorten this unproductive behavior?

Two Action Items:
1. Read more>>
2. Invest in a toolkit for talent development with our corporate training online video trainings and DVDs>>

In an old and wonderful Aesop fairy tale, the only thing that stood between a house full of mice and their complete happiness was the cat. The mice got together one evening and came up with various plans to deal with the danger of the cat. They all voted on one brilliant idea; they would hang a bell around the cat’s neck. Then wherever it went, the bell would warn them of danger if it got closer. All of the mice jumped and clapped at the idea. The only problem was getting volunteers to hang the bell around the cat’s neck!

Coming up with brilliant ideas can be easy, it’s another thing to implement them. The following suggestions are simple, but they are not used very often by leaders, hence the reason for poor execution among teams. Read more >>

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Finally, we all know that winning is not always lasting. This year’s Super Bowl champion may or may not make the play-offs next year. And we also recognize that winning in business is even harder to do in a tough economy. It is in times like these that boosting employee engagement is even more critical. In fact, it is essential to counter this downward spiral.

With recent research from the Corporate Executive Board showing that 90 percent of employees are not engaged in their jobs or not aligned with strategy, employee engagement should be at the top of every leader’s list of priorities. Research has shown that employee engagement is positively correlated with business outcomes. Engaged people persevere through the challenging times and oftentimes the level of employee motivation determines whether an organization lives or dies.

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