Our team development process facilitates the transition from working as a “groups” to working together as “teams” through identification of teamwork barriers, discussion and action planning, and awareness of different styles of team members.
The primary outcome of the Fifth Quadrant team development process is an organization that is more effective in the delivery of its strategic objectives and in turn more successful in accomplishing its bottom line results.
- Better planning (identification of goals and objectives and organizational alignment)
- Greater teamwork (how do we help each other)
- More skilled managers – especially in “managing people”, decision making and relationship management
- Improved communication – organizational and interpersonal
- Resolution of issues and barriers to teamwork through specific action items
- Greater understanding of style differences (and importance of style diversity within teams)
The Planning and Team Development Session(s)
We tailor each Planning and Team Development Session to the needs of the organization. These needs as well an organizational cultural assessment are determined as part of a research and needs assessment before the team development session. We strongly recommend that these sessions are off-site.
Using the DISC Personality Profile Assessment, each team member is given an individual assessment of his or her behavioral style. An explanation of how the style relates to teamwork, to the overall organization, and to communication with other styles.
Participants see how they utilize their individual styles as they progress through the issues and barriers section of the agenda.
Issues identified during the research process are used to help team members realize what barriers exist in the organization and to proffer solutions to these barriers. Our consultants serve as facilitators to this discussion. We will provide a summary report to the client outlining action plans and our general findings and recommendations. Often, we recommend interventions to help meet the identified organization needs – training, coaching, etc.
A follow-up meeting, usually 3 months after the session, helps ensure that the actions are being implemented and helps resolve any further teamwork issues.
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