Healthy Teams
Are your teams rowing in the same direction?
If not, what’s interrupting their flow?
When one or more teams are dysfunctional, the ripple effects impact the organisation’s health and ability to deliver the best outcomes.
Organisations can be strong in strategy, marketing, finance and communication; however, where they come unstuck is when teams don’t work well together.
Being dysfunctional in the less tangible areas such as staff morale, internal politics, respectful relationships and operational silos reflects and intensifies poor organisational health. It contributes to low performance and high staff turnover. This costs time and money … and individual wellbeing and sanity!
Can you feel the ‘peas’ in your teams?
Like the fable of The Princess and the Pea, if there is even a relatively minor dysfunctional issue in a team it will come back to bite at some point.
People will feel the pea!
Blue Skies’ Five Dysfunctions of a Team Program provides a framework to identify and remove the pea.
Cohesion comes from the top down
One of the most important requirements for building an effective organisation is having a healthy and cohesive leadership team.
This enables the best decisions to be made by drawing on the collective wisdom and experience of the team rather than decisions being based on the opinions of one or two dominant personalities. Individuals can still come up with ideas, but it’s the team that shapes them into well-rounded decisions.
This can only happen if the work environment encourages all team members to share and passionately debate their ideas and perspectives to reach the best next step or decision. Unfortunately, this doesn’t always happen in practice and it wastes time and money.
Personal conflict; egos; departments or individuals working as silos; and different personality types, experiences and working styles can hinder solid teamwork and decision-making, giving rise to team dysfunction. And this leads to poor results.
Build cohesive teams
Patrick Lencioni, creator of The Five Dysfunctions of a Team model, identifies the five most common dysfunctions as:
- Absence of trust
- Fear of conflict
- Lack of commitment
- Avoidance of accountability
- Inattention to results
The Five Dysfunctions of a Team model is one of the most effective approaches for assisting leaders and their teams to overcome dysfunctional relationships and dynamics. The approach provides a simple but effective framework to identify the causes of dysfunction and equip people with the tools to address them.
In Blue Skies’ Five Dysfunctions of a Team Development Program, Simon draws on this transformative model and other proven leadership strategies, to help leaders and teams:
- understand and address underlying unhealthy team dynamics
- build team effectiveness and performance
- navigate pathways to more authentic and collegiate ways of working, and
- create a cohesive and thriving team.
With this program you can expect to see immediate and tangible results that will improve your teams performance.