This was a burning issue during a session called “Revving up Team Performance” which we ran for a forum of HR professionals.
Losing a team member is never easy. It creates pressure – covering their workload, recruiting a new person, enabling them to settle in and get up to speed quickly. It costs a lot. And what’s the impact on the effectiveness of a team when someone moves on? How can you sustain team performance?
Diverse teams ‘challenge your brain to overcome its stale ways of thinking and sharpen its performance’. Research shows that diverse teams are smarter and make good business sense – but only if you create the conditions for success. So how do you build diverse teams to perform at their best?
We live in an increasingly connected and globalised world where even fewer teams meet in person. Our experience and research shows that the lack of face to face interaction negatively impacts both trust and communication (no surprises there). So how do you unlock performance in virtual teams?
In the latest Henley report, respondents world-wide predict management team effectiveness will be the top challenge in the next three years for companies up to 500 employees. This comes a close second to ‘leadership capability’ for larger companies. Why does this matter and how do you address the challenge? Read on…
Interviewing a team member a few years ago, I asked the seemingly innocuous question “What’s going well in this team?” and was taken aback when the person said “Honestly? Nothing”. That’s an unusual response, yet we meet many leaders and managers who recognise something isn’t working and instinctively know that successful team working leads to more innovation, speedier solutions, better results and more satisfaction. The challenge is how to get there – some teams thrive and others seem to struggle. Why? What really makes the difference?