As discussed in my earlier blog on the topic, a high-performing team is a powerful thing. A cohesive team can accomplish what no one person could achieve on their own, in less time, and with better results. Building an environment where cohesive teams are the norm reduces stress and dissatisfaction, improves retention, and provides a healthier workplace. Being a part of a cohesive team makes the idea of going to work or attending a meeting (even the dreaded Zoom meeting) much more appealing and rewarding.
Which is why I am so excited to launch the Building a Cohesive Team Workshop Series. During this time, when team members are feeling the impact of pandemic fatigue and isolation, the investment of time and energy to support your team and providing them the tools to thrive is critical.
The workshops combine the team development model created by Patrick Lencioni’s The Five Dysfunctions of a Team model with the real-life experience, wisdom, and knowledge I have gained through my career (I’ve had a few bumps and bruises along the way). The training is different from other team programs you may have experienced – it’s very practical and results-oriented. The workshops move quickly and yield specific, immediate results.
Each workshop focuses on one of Lencioni’s five fundamentals of a high-performing team: trust, conflict, commitment, accountability, and results. At the completion of the series, the team will:
- Understand the expectations for a cohesive team based on the Five Dysfunctions Team model.
- Develop a shared understanding of the degree to which the team meets the expectations (‘know where we are”).
- Take the first steps toward building trust.
- Identify practical steps the team commits to for ongoing development and improvement.
To determine if the workshops are a good fit for your team, consider the following questions:
- Is the team really a team? A team is a relatively small number of people (typically three to twelve) who share common goals and responsibilities.
- Is the team ready for “heavy lifting”? The team must be willing to invest the time and energy in the process.
- Is the leader genuinely committed to building a strong team? The leader must understand the power of teamwork and be prepared to lead by example and dedicate the time to it.
- Is this the right time? If the team is new, or there has been recent significant organizational change, it is probably best to start with a presentation on the model and hold off on any in-depth work until the team has been working together for at least two to three months.
Keep an eye out for my next blog where I touch on the most important fundamental of a cohesive team, trust. In the meantime, I’m happy to chat if you’d like to learn more.