Team Effectiveness
Results Without Drama!
It is becoming more difficult than ever for teams to work together to meet the increasing demands of the organization. People feel stress, overwhelmed, and underappreciated. They find team members with differing styles frustrating. They focus on the 10% of a person that’s challenging and miss the 90% that brings value.
At their basic core, the most effective teams simply trust and respect each other’s unique skills and personalities. Teams with a high level of trust will overlook limitations, leverage strengths, engage in difficult conversations, and hold each other accountable. Team behaviors move from avoidance to partnership, team members feel appreciated and engaged, and the workload gets handled more effectively all with little drama involved.
DISC Behavioral Styles
HOW we interact and communicate with others will make or break a team and is critical to the success of Leaders.This section focuses on understanding DISC strengths and limitations and where behavioral styles either builds or hinders trust and collaboration. Participants will determine new ways to adapt, leading to increased communication, stronger relationships, and better results. DISC Behavioral Styles assesses 4 different factors: Dominance, Influence, Steadiness, and Compliance.
Workplace Motivators
Motivators are the key to revealing how individuals are uniquely driven at work and how to best keep them engaged and productive.This section focuses on the WHY behind an individual’s actions, showcasing what motivates their behavior. Not only will it bring insight to the Leaders, it will also help them improve employee engagement, decision making and build more effective teams. Workplace Motivators assesses 6 different factors; Theoretical, Individualistic, Aesthetic, Social, Utilitarian, and Traditional.
Emotional Quotient
Research shows that people who possess higher levels of emotional intelligence (EQ) are more confident and successful leaders.This section focuses on self-awareness, self-regulation, motivation, social-awareness, and social-regulation. Participants will better understand their emotional “triggers” and how to respond in a more positive way. EQ determines an individual’s ability to understand and effectively apply the power of emotional well-being to facilitate higher levels of collaboration and productivity.
360 Feedback
“Perception is reality” - Understanding and adapting to the needs of our boss, peers, direct reports, and even customers leads to improved effectiveness, relationships, and results.Participants will receive targeted feedback about how they are perceived by others, both positively and negatively. This section will distinguish how participants can leverage strengths and develop limitations to take their leadership and the team to the next level. The 360 Feedback competencies are customized to reflect your organization’s focus.
Productive Conflict
Avoiding difficult conversations keeps organizations stuck. The ability to effectively have difficult conversations changes everything.This methodology develops the courage and confidence needed to engage in difficult conversations in a way that is open, honest, and respectful. It gives participants the tools to speak up when they object, address issues head-on rather than choosing the silent treatment, and dive into potentially risky discussions without fear.
One-on-One Coaching
To fully develop capability takes insight, self-awareness, motivation, and new behaviors.This section focuses on working with a coach who provides direct, candid feedback and helps participants uncover what keeps them stuck and create strategies to move forward. Having a coach for each participant or just some that may need more development will ensure that you see changes in attitude, behaviors and results.
