How can Team Building help you?
How can Team Building help you?
A champion team is a more productive, creative team that evolves in a pleasant work environment. Greater team cohesion are the fruits of a climate of trust built up over time. It (trust) is the foundation of a successful team. Together, we explore and evaluate what your team needs to put in place to achieve and maintain this level of performance.
Twin coaching allows 2 colleagues the space to express their difficulties, while keeping in mind that the company’s vision is first and foremost. You also have the possibility to understand and become aware to why there are challenges in your relationship, and what can be put in place to have a more harmonious and productive alliance.
For employees to carry the DNA of their company’s vision, they need to play a role in the creative process. They will do their utmost to make sure that company goals are reached, as the vision is in-part their own making. Together we will co-construct the most suitable means to get your employees on board, so your company can fulfill its goals.
When different cultures encounter each other, you may be faced with different obstacles and challenges to overcome. The diversity of cultures in the conduct of business is a plus and can be rewarding if used correctly. Actors are encouraged to recognize their cultural differences to create a more tolerant and cooperative team.
Smooth merger transition is what most companies dream of. When two entities come together to form one, the main focus is on the new identity of the company and getting employees on-board to embody this new skin. Generally the two main areas of focus in these circumstances are “purpose” and “empathy”. What purpose can employees find to adhere to this new skin? And how can decision-makers communicate with the actors, to reassure and work together with them?
Management level relationships
Harmonious relationships between hierarchical levels are of paramount importance in the functioning of a champion team. If not, it can create power games in the workplace. We help companies understand that individual problems generally result from systemic ones, and we offer the actors the opportunity to experience them during Team Buildings.
Like any champion team, the leader shows the way and is an example for their team. Their role is often a balancing act between delegation and decision making. One of the principle aims of Team Building is to promote the role of the leader, so he/she feels at their rightful place in the team. Together we achieve this by creating an atmosphere of security and trust, allowing the leader and team members to take risks and be creative.
Team Building can be used as a “preventive measure”, by identifying and addressing potential problems before they arise. Teams naturally experience periods of change. Anticipating and questioning before growth declines favors “growth leaps” rather than declining. With energy at its highest, it will be a source of new momentum for this growth leap.
Whether it be creating a company vision, integrating new team members, merger issues etc, employees will adhere to the company’s wishes with greater smoothness if they feel that they are included in the creation process.
The three keys to effective leadership
Empathy is the ability to identify in others what they are feeling. It is the recognition and understanding of their sentiments and emotions. When team members feel that the leader understands what they are going through, they will tend to be more open towards them (the leader) and their proposals. This is particularly true when management requests that changes be implemented within a team. An empathetic leader gains a better alliance with their team because they understand how to take into account everyone’s feelings and emotions.
Presence and listening skills are important in the leader’s relationship with their team members. Everyone will feel important, and thus recognized in what they are in terms of their worth. A manager who listens and helps others solve their daily problems, allows team members to develop their responsibilities and power. The leader gives everyone the opportunity to find the resources within themselves to solve their problems. Everyone learns at their own pace to develop their autonomy and creativity, allowing them to be more motivated and engaged in their work.
A “co-constructive” process between the manager and their team members is important, so that everyone contributes to the development and orientation of the company. The goal for each member is to feel that they carry a part of the project’s DNA. This requires confidence on the leader behalf, so that their team can function optimally on their own and find solutions adapted to the circumstances. The leader’s role is to embody the company’s vision, help their team achieve their objectives and develop their skills (the leader) in becoming a “manager-coach”.