The values leaders exhibit, especially in groups, act as a microcosm of your real organizational culture norms. Because your agency’s leaders set the tone for the rest of the organization, if you can successfully assess and improve high-level group behavior, you can effectively infiltrate your organization’s cultural practices as well.
The Power Team Strategy
The power of two is greater than the power of one. And the power of “more than two” is limitless. Leadership has assessed the organization’s culture and is willing to work together to transition from the current culture they reflect to a desired state of behavior.
To build a power team, there are five stages of team development:
- Create the team
- Clarify team roles
- Communicate well
- Collaborate to get results
- Celebrate team success
Create the Team
Does the very word “teambuilding” make you run for the nearest introvert-safe zone at the office? Teambuilding is a necessary practice in organizations with healthy cultures. Companies that believe in teambuilding are often characterized by cohesive cultures and high performance.
During this first step of bringing the group together, introduce any assessment tools you’ll be using. Provide an overview and clear evidence of how they effectively drive team and organizational performance. Make sure all members understand and commit to using these tools.
Clarify team roles
Before any discussion about team roles, it’s a good idea to have every team member complete individual assessments. These tools showcase individual strengths and illuminate opportunities for improvement.
Then you can guide exercises that allow team members to understand the strengths of each player through the results of the assessments. This will help members reach consensus on, for example, who is a natural leader, who is a natural doer, and who is best at clearing team roadblocks.
This sounds like a “well, duh.” But every individual in a group brings their own biases and triggers to an exercise that’s telling them to “change.” Communication is the downfall of many relationships, and the same goes for group dynamics. This step – with the right facilitator ensuring constructive communication – can get your power team to understand the range of constructive, passive/defensive, and aggressive/defensive norms represented by members. That knowledge is the first step toward healthier communication.
Collaborate to get results
When it comes to getting work done, competing personalities, priorities, and positions can derail basic operational tasks. Like the prior step of the Power Teams Strategy, use group assessment insights to keep members on track toward accomplishing their goals. When you play to the collective strengths of the team, collaboration will naturally occur.
Celebrate team success
This final stage of team development is simple for a team that understands group dynamics and roles, communicates healthily, and collaborates efficiently. During the celebration gathering, build in some time for a summarizing discussion of how the assessments contributed to the team’s power strategy as well as improvements that can be built into the process in the future. Team building is not a one-time thing.
Many organization development consulting firms use these assessment tools with teams: the Organizational Culture Inventory (OCI) and the Organizational Effectiveness Inventory (OEI). They are an industry standard and are among the many tools that Brighter Strategies uses to help you unlock the potential of your team.