From research to team & business growth

TEAM DIAGNOSTIC

Richard Hackman & Ruth Wageman Harvard & Dartmouth

diagnos

The research identified “6 conditions” that needs to be nurtured in a team to shift its performance to one that is high performing and engaged. Leaders can now spend more time designing and selecting the right individuals with 80% probability that this team will overdeliver. Fortune 500 companies are using this tool to diagnose & shift the performance of their leadership teams and to successfully onboard talents to existing leadership teams. The output from this tool will assist teams to understand where their strength and gaps are and more importantly, the sequence on where they should prioritize the effort.

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TEAM Dynamics

David Kantor MIT Sloan & Cambridge

launch

One of the greatest challenges in an organisation is to create a culture that we want. In risk-based industry such as oil and gas, energy and banking; the desire is to create a culture of integrity in speech and action. Starts in teams and it will grow into a culture. This tool will help individuals in meetings, virtual or face to face, to know each styles. Practical outcomes is better or faster decision and individual ability to read the meeting dynamics.
 

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DELIBERATE PRACTICE

Malcolm Gladwell theorized in his bestseller, “Outliers“ that one can become an expert with 10000 hours (or approximately 10 years) of deliberate practice. But deliberate practice is a specifically defined term. It involves goal setting, quick feedback, and countless drills to improve skills with an eye on mastery. Yet not everything we do needs us to be Olympic champions .. We just need to be prepared right and at the right time. Dealing with human beings can be harder to some than others and we have set up ‘deliberate practices” to help you and your organisation deal with that big moment.

How do I initiate an important conversation

conversation

This one day training will help you to deal with ‘Difficult conversations” that you are emotively connected to, whether at work or at home. In 8 hours, you will be able to:

  • Start with self : The 3 self identities that shaped your value system and how that mattered to this conversation.
  • Practice curiosity to understand the intent of the other person and to move from “blame” to “contribution”
  • Clarity on your feelings, expresses them in a non judgmental way.
  • Reframe what he/she said back into the ‘Three conversations” and listen more attentively.

Key to this deliberate practice is that you would have read “Difficult conversations:: How to Discuss What Matters Most” By Douglas Stone, Bruce Patton, and Sheila Heen.

The 2 day version would include a Free “Difficult Conversation” Book as a pre read

CONVERSATION WITH IMPACTED STAFF

staff

A half day training will help leaders who need to share the difficult news to staff that they are impacted by the incoming organizational change. In many restructuring exercises, we may have placed a lot of stress and burden on our leaders especially first time team leaders. No mater how ‘experienced’ a leader was at managing these conversations, this deliberate practice is designed to be a practical refresher.

  • Start with self : Work through your own self identity.
  • The ‘do and don’t’s in having an impacted conversation.
  • Deliberate practice : Practice the conversation with your peers.
  • Understand the roles & where you can obtain organizational support to transition impacted staff.