AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |
Back to Blog
Behaviour in conflict can best be understood and managed when the purpose behind it is clear. Improve your managers’ understanding of their teams.Ĩ.Avoidance is better, effective management essential. Reward staff effectively through tailored, non-financial reward strategies.ħ. Identify immediate motivational issues and take action.Ħ. Significantly improve employee performance.ĥ. Boost team performance for better customer service and sales.Ĥ. Maximise employee motivation to retain staff.ģ. Increase profitability through having the RIGHT people in the RIGHT rolesĢ. Profiles and tailoring rewards to those profiles.ġ. To achieve enormous benefits by understanding individual and team motivation They help individuals, teams and organisations Motivation Reviews improve results and reduce HR costs primarily by improving use of Motivational Reviews – Motivational Maps.repeated use of the Performing Team Questionnaire as a way of benchmarking performance against the initial feedback and diagnosis.This may take the form of one-day workshops on site or be achieved through other means follow up / review activities that help the team to measure changes in behaviour and performance against objectives.Reviewing Team PerformanceĪt GNA, we focus a lot of our time helping teams to review their effectiveness and performance. The PTQ is often the forerunner to helping to create the agenda for a team workshop or sometimes used part of a team review process.Ī sample PTQ is attached below. The output is a PTQ report that collates the feedback and provides an anonymous summary of the numerical data and the open comments from team members. In addition, respondents have the opportunity to provide their own personal comment against four open questions that relate to effective team performance. There are 30 questions that evaluate effectiveness in five areas: It is a questionnaire that can be completed online, or manually if preferred, that requires input from each team member. This is a great tool for diagnosing team needs or reviewing team effectiveness. a cross-team workshop that focuses on the alignment of objectives and on developing important cross-team communication.Our expertise is in creating high impact learning experiences that transfer to the work situation a workshop (usually 2-3 days) involving all team members with a strong focus on individual and team behaviour in a safe but challenging offsite environment.use of some diagnostic tools such as Strength Deployment Inventory, Myers-Briggs and Belbin team role types as a way of exploring individual preferences.a meeting / conference call with selected individuals to get some initial feedback on the team and how best to move things forward.Use of the Performing Team Questionnaire (PTQ) – an online survey sent to each team member to diagnose key areas for attention.Approaches will depend on specific need but might include: Our consultants have facilitated the development of different types of teams across a diverse range of businesses and cultures. Some teams may not experience any of the above but still need and want to improve performance or take some time out to review their effectiveness. To constantly change focus in order to meet requirements of both internal and external customers.To integrate with other teams and have objectives that are closely aligned.To need to start to perform very quickly before relationships are established.To report to a number of different managers.To have individuals that are active members of other teams.To comprise individuals in different countries that have never met face to face. The whole concept of teamworking has been transformed by the changing nature of modern business. Most people, either at work or outside, function in some kind of team and very few would argue with the fact that effective teamwork often holds the key to improved performance in organisations.
0 Comments
Read More
Leave a Reply. |