The team is not performing up to its potential.
Conflicts exist between and among member or with other teams. Conflict can be healthy, but many times, it isn't.
Teams perform best when they trust and believe in their leaders.
Case #1: Sometimes, the team isn’t at fault—the leader is. Through our discovery process, we can uncover the root cause of a team’s lack of drive. When we or our client confront the leader, either we see changes or changes are made.
Case #2: In a small service-oriented company, the team had one scapegoat whom they blamed for their poor performance.
Case #3: In a small service-oriented company, the team had one scapegoat whom they blamed for their poor performance.
The Solution: Meeting one-on-one showed us how each was highly committed to the organization. We brought the team together to discuss our findings. Our transparency permitted them to open up. After clearing the air and agreeing on how to work together, things began to quiet down and improve.
Case #4: A large real estate executive team can’t find their way out of problems. Each member is super-smart and has a definite sense of the direction he/she wants to go.
The Solution: A retreat focused on their styles and motivators helped them clear up their differences and develop a common strategy.
Pick our brains.
Capitalize on your Experience.
Jointly, we can figure out an approach.
