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First
Who…Then What. We
expected that good-to-great
leaders would begin by setting a new vision and strategy.
We found instead that they first
got the right people on the bus, the wrong people off the bus, and then right
people in the right seats – and then
they figured out where to drive it. The
old adage “People are your most important asset” turns out to be wrong.
People are not your most important asset. The
right people are. Jim
Collins, Good to Great Teamwork not a virtue — it is a Strategic Choice! Executives that work as a team make better, faster decisions than non-teams, and tap into all of the skills and opinions of the people around them. They avoid wasting time and energy because of politics, confusion, and destructive back channel conflict. They also insure greater alignment within the organizations that they lead, because they are all on the same page. The people that they lead then readily follow, because they know that there is clarity and agreement about the direction in which the organization is heading. Teamwork is the most untapped competitive advantage in business The power of teamwork is captured by this one simple statement by the founder of a billion dollar company: "If you could get all the people in the organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time." Most leaders nod their heads at this statement, yet in a desperate sort of way. They seem to grasp the truth of it while simultaneously surrendering to the impossibility of actually making it happen. From the basketball court to the executive suite, politics and confusion are more the rule than the exception. However, facing dysfunction and focusing on teamwork is particularly critical at the top of an organization because the executive team sets the tone for how all employees work with one another. While most executive teams might be made up of some highly qualified and exceptional people, too often this exceptionalness is lost because the group fails to function as a real team. They tend to encounter one or more of the five dysfunctions that plagues any team:
Fortunately, there is hope. However, these Dysfunctions don’t die easily or quickly. Making an executive team functional and cohesive requires levels of courage and discipline that many groups cannot seem to muster. It's the discipline of mastering simple things Like it or not, all teams are potentially dysfunctional. This is inevitable because they are made up of fallible, imperfect human beings. And sometimes it is messy dealing with the “touchy-feely” issues that comes with being human. Yet, the human side of business is what really drives performance results. As simple as it is to deal with “the human side,” it does take discipline to decide to deal with it. Team Quest™ provides you and your executive team with the tools to insure that you are performing as an exceptional team, and not just a group. We also help you and your executive team insure that it has clarity and agreement on the results that are needed for organizational success. Thorough the use of team and individual assessments, we help you begin to have the discussions that are needed to develop trust and deliver performance, and at the same time build your executives into a high performing team that can lead your organization to high performance results. Contact Us Today to Begin Your Executive Team’s Journey to Greatness! Below is a sample plan for conducting a typical Team Quest™ program. The needs of your organization might be different.
Contact us for more information or continue browsing through our web site to learn more. |
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Copyright Resource Development Systems, LLC 1997-2007. All Rights Reserved.
Managing the Human
Side of Business
sm is the property of
Resource Development Systems, LLC.
Resource Development Systems, LLC and its programs, please use our Contact Us Page or give us a call at: Phone 386-754-0920 Toll Free in the USA 888-909-6194 Last Modified: 25 February 2008 |
