In the team work we find the basis to maintain profitability for the company, and in turn retain the team members, attending to the “good health” of the same, looking for synergies that keep the organization in a leading position.
Currently, it is common to think that companies that have achieved great achievements can maintain an advantage over their competitors using the same procedures that have been effective until now or incorporating new, more efficient technologies. The pace of the environment, the productive changes, the increasingly flexible competition and increasingly prepared professionals looking for “exciting projects” instead of simple paid work, makes us understand that it is precisely in the human team where the company obtains a true sustainable competitive advantage and consequently, large areas of improvement.
Knowing the “WHAT” and the “HOW” a team shares their performance, is a primary task to obtain good results in the company.
What patterns of behavior, strategies and objectives does my team have? these are key questions to be answered and answered by the leaders in the company.
What is missing? How do we detect those key factors that can sometimes be acting as blind areas in the team? They are part of the work necessary to de-program habits or ineffective attitudes in it.
A High Performance Work Team works as a system with interrelations among its members. It is dynamic and has its own identity that must be aligned with the vision of the company and in turn must have certain doses of ambition at the service of the company, but always in the same direction. Seeking points of generative collaboration in the team.
There are different methodologies to address a work team training and thus lead to high performance, with high standards of creativity and productivity. From the perspective of team coaching, we face it in four distinct phases.
The first of these is the DIAGNOSTIC phase, with which we seek to detect if in the current problem of the equipment there are other hidden factors that impede optimal performance. In this phase, the existing communication processes are analyzed (both individually and at the team level), the clarity of the goals set by the organization, the structure of the tasks (roles and functions defined for each member), composition of the group and operation of the team.
For measurement processes, there are different tools, such as Talent Insights or Trimetrix, from the multinational TTI Success Insights, which will allow us to quantify and objectively evaluate the team’s starting situation.
From this diagnostic phase and once the objectives to work with the team are well defined, we move on to the INTERVENTION phase, with which we focus on uncovering the co-responsibility of the team members, generating intervision, as a way of discovering possible synergies and build overlaps between different views and opinions among team members.
The third phase is the MEASUREMENT of results, which seeks to review the milestones achieved and progress in the areas defined in the first phase.
Finally, the FOLLOW-UP phase of the action plans, both individual and team, to create unconscious habits that generate lasting results, making learning permanent resources that will lead the team to obtain excellent results in future situations.
Coach & Consultant