The conquest of the challenge to "change" through team-building operations
There is nothing to disturb your people as change. Nothing brought more potential failures, loss of quality of production or non-use. But nothing is so important for the survival of your company as human beings and their reaction to the changes.
Team Building Training
Research tells us that 70 percent of all processes of change fail (Source: Peter Senge, "The Dance of Change", Doubleday Press, Toronto, Ontario, 1999, p. 3-4.).Without doubt, the likelihood that your initiative to change otherwise overwhelming. Since 2004 I have studied, taught and facilitated the processes of change and experience tells me that the efforts can not change for one, two or all three of the following reasons:
1 Failure to correctly define the image of the future and the impact of change.
Too often to do with the "change", the symptoms of the current challenges and problems, rather than the future of the organization wants or needs. Create change is to create a desired future, not only to correct the current problems / symptoms.
2 Failure to properly assess the current situation to determine the scope within the requirements for change.
Organizations constantly against the current situation, current measures of performance. However, the change is not the same as problem solving and project management. Rather, management of change in an organization move forward in a strategic way to achieve their objectivesthe future.
3 Failure to effectively set up, the transition to move from present to future.
Experience shows that non-compliance need to effectively manage the transformation of transition /, is the main cause of failure for the processes of strategic change. The same exchange is not the problem. Change is an event, depends on the situation: the decision to introduce a new system to acquire a new target market, or merge two corporate cultures (Source: Author William Bridges, "ManagingTransitions: Making the Most of Change ".. Addison Wesley, Don Mills, Ont, p.3) The problem is with what happens in the gap between the present and the future, after the" change "there, but before you arrive. "" The reality of change is that changes in people, not structures - those are the reasons for the gaps to stop change initiatives!
Our failure to perform is often seen as the only structural change, the new system was designed and ready forThe implementation is agreed that the new organization and doctrine of the papers are signed to the legalization of "Deal" everyone, including the CEO goes, away from what (soon) a "done deal". This is a mistake that too often goes on like a broken record. History is replete with examples of organizations and groups that do not have the experience of the environment changes (most of them are now extinct.) The secret of successful management of change, from the point of view of peopleOrganization and his team is "definition" and "understanding." To be clear, I'll explain it in portions.
Defining and understanding the "what" in team
It 'important to understand that not all those who work in the area of a member of a team. This concept is a misnomer for a lot of people. A detailed explanation of a team is a group of people who depend on each other in terms of intelligence, information, transferable skills, resources,and tools and try to unite their efforts to reach a common vision for a common goal. One team, for example, is either building or falling apart. An essential skill for the real team-building and the maneuvers they need, is leading the team in building on an ongoing basis. Team building maneuvers leads a group into higher levels of team spirit, cooperation and interpersonal communication. Team-building is the process of team development and interpersonal dynamicsRelationship between the people who come together to make the device. Team spirit, grow or die on the dynamics of the group.
Teams have specific properties that should be addressed:
- Teams must be built shared vision for a common goal.
- Team members are interdependent regarding some common interests, the instrument teams are successful and sustainable long-term leadership and management.
- Teams use strategic thinking, acting andInfluence - the employees each have the power to manage their energy for change.
- A team is a kind of group, but not all groups are teams - team leader knows to be true.
- Teams will be formed to facilitate the best learning and peak performance when operating in a social environment.
- Team members are not responsible for "self", but their team and their mission, their task is to turn the unit back to find their voice, while strategically and without errorsrunning.
- Teams learn to navigate a successful transition to diffuse authority and power to change - and see if there is a "must" move to a higher level of performance (the difference between ordinary and extraordinary, high-performance teams).
The difference between teams of ordinary and high performance teams are its people and their ability to overcome the fear of change. High-performance teams instead of a focus on people who drive the overall performance inthe system: "How you define a high-performing team?" A high-performance team is a group of people to understand from an exceptional leader, with all the complementary skills, roles and goals, and who are committed to achieving these goals through a common voice, managed as a unit or structure to be to prove, and the impeccable execution of policy measures to deal with changes in environments.
This format team quickly learns how to co-operation on common goals with their individual skillssupport each other, regardless of the situation or who are committing a lot of resistance to change from a fear of the unknown or an expectation of loss or failure.
L '"alpha" high-performance teams is the resistance to change how they perceive the change. 'S "Omega" is because they are well equipped to address the change we expect a lot. The team member is the degree of resistance, whether they perceive the change as good or bad, and how they expect the impact of the identifiedIt will change the entire unit. Final adoption of the amendment is a function of how much resistance, the member of the team and the quality of their coping strategies and their support system. The mandate of the parent is their resistance from two perspectives, each member is minimized, the process manageable level. The success of the reaction depends on the leader can lead by example, their level of confidence of the team members and theirAbility to convince the members of it, to overcome their resistance, so that the unit can move forward. If the leader is able to communicate a low level of threat and / or reduction of risk, the member of the perception of confidence for the intervention, the goal will be. Simply it will all go down to the leaders of the relationship with the team, so the team's success depends not only its members but also on the role of leadership in pursuit.
Definition of acceptance and understanding "CHANGE" on teams andOrganizations
Now we'll see how teams can lead to change and to manage and overcome the fear of looking both at their peak, as a unit, and address their leadership style for excellence throughout the company to penetrate. The "Alpha" begins here, looking at this change as an emotion that is synonymous with fear. Anxiety is an emotional reaction to potential threats, and an unfortunate way of life. This is a basic survival mechanism that occurs in response to certain stimulifuture events, such as deterioration of the situation or the continuation of a situation that is unacceptable. It needs to be addressed by the detailed and management staff as soon as possible. The leadership must provide updates as things develop and become clearer when an opportunity to overcome the fears that are a precursor to a possible change.
"Definition" is a two way street. Besides the definition of a problem that caused the fear, the team leaders have their members toPoint to feel comfortable that define the reasons for their opposition. "Understanding", the "Omega" is also a one-way street. Team leaders must be willing to talk to their members, what has changed and why. You must also be clear, the member of the moderation. Here are some things that team leaders must be aware of:
- Team leaders should not try to rationalize the problems, but focus on opening and maintaining channels of communication with their teamMembers understand, so they know what is and what it means for them and the unit.
- Team leader will need to help those who are able to win their members a comprehensive understanding of the situation at hand, both positive and negative.
- Team leaders need their partners, that will change, when it will happen and why - do not change, and as the anchor of the team (the properties, such as "confidence" that the team sticks together) is considered impaired, comparing the windsThe uncertainty and change.
- Team leader should be able to understand the specific fears of the individual members. What are their concerns and how strong they are on the possible outcomes, both positive and negative (see it as a good or a bad thing?).
The Bottom Line: definition and understanding
The conquest of the challenge of "change" through team-building maneuvers requires innovation, creativity and some good old way "leadership." People yearn for ideas (and largeSmall) and think that if they have just discovered that one idea "right" for the team or the organization's success would surely come. Surely we can do all things to be more creative, but with ideas is not the largest source, or even of our primary challenges.
Think of it this way. You have experienced what is probably the largest laboratory you will ever visit, so go back to work to supplement what you have learned - only, you can never do. You have to try a new approach forTheir meetings, but never did. Have a great idea that somewhere. Have an idea for a new trial, but he could not imagine another leader. The list can go on and on and you will see that there is no shortage of ideas or creativity, it keeps you. What keeps them is the fear, the fear of change or fear of failure. Anyway you look at it, is the fear of the charm of this great nation stops for major works - the action that is necessary for a successfulThe progress in life and work.
Change and Failure (Breakdown)
Failure and success are the results of change. No matter how good you look, everyone has a constant that can not go unnoticed, "leadership". We can not succeed at the highest levels of performance, if we want to maintain the status quo, but change is the intrinsic possibility that he could not see you or a breakdown in the process. So a discussion of the "fear of change" or "fear of failure" must begin with aSpeaking of transition and transformation. While there are also disadvantages and risks in transition (including the risk of failure), all involved feel the positive changes that may result from:
- Process improvement, leadership and management,
- Increase the overall performance of employees,
- The development team, transition and transformation,
- Increase in satisfaction (individual) - Staff competence
- Organizational Renewal - Professional Mastering and
- MarketplaceExpansion, and much more.
And these are just a few. The next time you change the feeling of fear of failure, how you feel and think about what impact your level of anxiety. All changes involve a degree of uncertainty and ambiguity, and these two conditions to cause fear. This is one reason for keeping the lessons of the past, you know, and as the saying goes, "better know what you do not know how to tease you." So even if the change is the ability to support new systems,Structures, organizations and groups, people always correspond to the "old same old ~" do not want to let go of the past. So look at the positives and keep an open mind is so critical to the success of the change experience.
Structuring failure and success (Breakthrough)
A failure is the individual success of another person, it's all about a decision that was sold at a certain time "must." Sun Tzu, probably the greatest military strategist that many still followhad to say about success and failure: "Testing and analysis of the Five Elements" Dao "- moral unity," Tian "- the weather," a "- State Geographic," Jiang "- quality of leadership," Fa "- Discipline and organizational structure of knowledge is a must for all commanders. Victory for those who understand and not a victory for those who do not. The Five Elements to determine the success or failure of the war. "
Here is an explanation of Sun Tzu and a statement by the comparisonanalytical lens. The Five Elements will show the factors of success and failure of all the fighting, namely: moral unity, weather conditions, geographical conditions, the quality of leadership, discipline and organizational structure.
Moral unity determines the cohesion between the ruler and his subjects, the leader and his followers, the general and his soldiers. Ultimately achieving the full support from other human beings, not to mention questions of life and death, and they share the opinion of the sovereign is the goal ofMoral unity. Only when a view or a decision is fully supported, the orders passed smoothly through the team.
Weather conditions such as summer / winter and drought / flood a significant impact on how the plans are executed. If time is an element that no one has control, the best strategy will build on the conditions, if you take the situation. Going against the force of nature can be rewarding, if exceeded, but usually spells destruction.
Geographical Conditionrefers to a distance of near / far, land / mountain / flat in the battle space, wide / narrow the field of battle, and if the place chosen to fight the favors attack / defense.
This limits the type, size and power of the Force. The same goes for businesses - this is also the team's reaction to the mission and the amount of resources - people, processes and management initiatives that are necessary will be to win.
Leadership (my favorite) concernsGeneral / Commander of the major role. There are five qualities of a good leader. "Wisdom, trustworthiness, kindness and decency, courage (both physically and emotionally) and severity (temperament)" These five qualities influence the role of a commander, the its culture and climate of the effectiveness of organizational behavior to the environment and the effectiveness and value of his command is carried out by men under his direction.
Discipline and organizationThe property is an open communication system and the vehicles will be used to do that - like any level within the organization manages and leads the people and processes, including logistics. Requires communication loyal, consistent and clear to all. Communication is the greatest resource in all situations, not only in organizations, but in everything that we want to achieve. Effective leadership communication is the greatest tool to attract people, systems, processes and management functions.
AsThe five elements are linked together, leaders can not ignore or to understand the nature of constructive / destructive of the individual elements. Victory over the "failure" and "success" is to understand and analyze that clearly fall within the Five Elements. Therefore, the question of who provides the greatest reward and punishment, whose company is, team or organization is better trained and led, their equipment and resources are abundant and efficient, able to communicate and deliver to / guidesmoothly, efficiently and completely, which has better geographical advantages / time (culture and organizational climate), which is more resourceful leader and follower - teams, if the designated leader / guide smarter, more strategic in their thinking, tactical in their approach to be involved and, because ... the winner is clearly defined and understood.
Building leadership for all the teamwork as an essential objective Enhance
What I am referring to the term Leadership "for teamwork? "Companies can try to guide, influence at work as a team, but only the leaders will make it able to work. Why would you want to be a team oriented leader, and how you can take steps to make it happen, even if the status quo is not cheap? A strong motivator to a cohort better with your fellow colleagues leader is to take stock of what "not" cost you in difficult times (and the time is not so difficult) to take.
As they try to lead othersand himself, it is important to keep in mind your intention to improve the bottom line, deepen and strengthen the spirit of "We are absolutely on the same team, the unique sound with one voice, and committed to achieve the same result / picture for the future the other. "Integrate the quality of leadership for effective teamwork in your goal, strategy and tactics. Add in the vision and mission and ensure that all members of all levels of organizationto understand and can not communicate without it. It should not be "only" written on a picture of fantasy and the wall (which too often inspiring). It must be run like the blood in the veins and so important as the air we breathe.
Make the value of teamwork and leadership team for consistency, making sure that the cost factor is not so important in the decision to remain in a continuum of behavior in organizations, transformational leadership, strategic execution and train teamTo meet the construction operations such as the decision to do all assignments. The cost of not doing it, although it is difficult, it offers much more potential for failure.
If leadership for teamwork and effective team building maneuvers solely or heavily on the result of teamwork to get to see focused, you empower your team and organization in a position to ignore the means to your end and the removal of the solution results-centric in your future. ThatU.S. Navy to lose on purpose, proper care for his arms, while on the battlefield.
How do you think of each individual organization and the team is the most critical aspect of leadership for the team. With the main thoughts, it starts in the main paths. Sun discipline, which are responsible for the line as members of your team and not feel your problems, opponents or competitors. They "embrace the spiritual" thanYou and not against you, especially if they prove difficult behaviors. This is the true form of altruism that is forgotten in most cases.
A simple and effective tool to the largest disciplines form the Leadership Team work is for everyone to do his best to interpret the behavior of others, but dissonant, as a sign of a central challenge or initiative that requires immediate action. It 'important to recognize that behavior is a form of communication to dealLeadership for the team and this action can transform negative feelings of resentment in positive organizational behavior and gratitude. Our President, Barack Obama, the 44 United States have used similar techniques to win the elections with success, to lead the American people, "Leadership for change and teamwork!" The real message performs all over the world and is also used by communities and governments (including the shapes of the team) to bring together in a way, at a time, neverThought. Marcus Aurelius said: "Accept the things to which fate binds you, and love the people with whom fate brings you together, but not so with all my heart."
This statement may be used per team and defined the true meaning of leadership for the team. The team that is not productive and full of life has overwhelmed too busy to die. Creation of the life of each member and driven by each member. Leadership with regard to teamwork as an essential tool for overcoming fear,to change and leads to achieving excellence through collaboration that the organization needs to experience a higher level.
Lead your team to the next level of lead
What is the worst thing that could happen? In fact, people are asking a rhetorical question: "What could happen?" But they never really answer that is due to the fear of hope. Most of the time to ask the question seems like progress is being made or a significant amount of time (meetingsSchedule more meetings, that does not support anything but the time and talk) planning and execution. This is a question hanging in the spam folder, lost in space or on the internet a memo to the water cooler. Let it not be a technical "mistake" that someone else needs to get it done. Take the initiative to go against the status quo and the question answers itself. Consider the worst thing that could happen to answer the question for themselves and can not stimulateMoving in a positive direction. Often, the absolute worst case is not as bad as you think.
What is the best possible result? Seriously, what is the best thing that could happen? Consider the scenario in which everything fits perfectly. If this is the result? Maybe not, but your worst case scenario is not likely to happen. It takes both of these questions really understand your situation. Chances are, the results will be somewhere between the two. As soon as youthe range of possibilities, you are in a better position to decide whether or not, and you will definitely reduce the fear of failure if you take this step forward.
Later, you can explore the development of a "Memorandum of Understanding" (MOU) for the team. This is for the people in general, to learn, to inspire generosity in the service of others, and prepares to boldly into the future. A Memorandum of Understanding provides a perspective offirmly rooted in the growth potential of success with a series of constructs - an approach to portfolio management - an attitude that anyone who buys and efficient forward motion. A memorandum of understanding serves as a model for strategic leadership on the team and the entire organization.
They wonder how an organization within the chief executive, team, managers and employees to build prosperity in the front line? To create an environment whereIndividuals, teams and organizations will flourish, and at peak performance, you need the best leaders, just pay for the construction of the elements around them (situation report).
The memorandum of understanding to formulate a clear intention to help create effective leadership teams, prioritize initiatives carefully, redesign organizational structures to occupy strategic intent makes strategic flexibility, to ensure proper implementation and strategic results, and especiallyintegrate all these tactics into a coherent strategy.
The MoU must include the following constructs:
- Cardinal Rules
- Offers of help
- The forms of provision,
- General Orders,
- Accelerating the Strategy - skill building and professional
- The center of gravity.
The cardinal rules are a set of guidelines to follow to be valuable for people and organizations in the design and execution ofstrategic or tactical. These rules, once established by the person (s) or teams, the rules that govern our movement and will not be changed (for example, to handle led by the Spirit, from memory).
Commandments are driving the people what they should and should not do to inform the execution of a strategy designed to win. The reasons "why" the action must take place and the impact should inform the individual and / or organization for the realization of thisTask (eg altruism, this feature is to prevent the provision for personal comfort and progress at the expense of other levels of comfort, pleasure and entertainment must be placed above everything and attention to the needs of others is the essence self-management ..).
The shapes of the provision to offer a substantial transformation "thoughts" on how people get a perspective on things in life. It refers to an orchestrated, systemic and revolutionary vision of the new worldleading to a "transformation" of societies, cultures and markets through the behavioral perspective. Today this is often called "systems theory", which features a network of something greater coalescence of parts. The individual must be able to see things from a perspective that they are constantly changing and evolving into new forms of research - "out-of-the-box" thinking we are condemned to a slow death unless changes radical in our thinking. Change your way of thinking or dieslow death (that is, errors are a fact of life that requires a rubber. is the ability to react, what is wrong can not live without an eraser).
The general orders are large, community-level "statements must" that include a number of problems in a person's life or the life cycle of an organization. These questions are called "guiding principles" that some elements that must be addressed, are called. Driving strategies (developed to fitcurrent conditions and future) are the main ways to address the identified objectives and policies guide are specific action steps to implement the recommended strategies to drive. General Orders, all eleven of them, offer the possibility of effects in an open and reflective to explore and reinforce each other in providing consistency and completeness is often lacking in the life cycles (ie, know yourself as a " Leader "and look for continuous improvement).
TheStrategy forward - League of professional construction. Traditional values are the foundation of today, that was yesterday. Tomorrow you will have the commitment, opportunity and the momentum necessary to determine to publish, share and teach a different set of life code, the values and ethics on a journey into the future to create. After much hard work, you are ready to develop a strategy for progress and plan the next steps to achieve critical success for the future development of the target image. Whatleaving a legacy, if you bring with personal and professional, others are following run. This is the way of the future. This is a new chapter (for example, removing covers the vessels': Allow for deep thinking through the use of growth transformation, navigate the maze of political organization - and to make the program - or to accept the change).
The centers of gravity. Just as the weather changes, changes in internal and external influences in your life and the life cycle of a company. TheCenters of gravity is the dynamics within a process that offer the greatest impact on the overall system when a change occurs. They offer a high degree of "value" and the return of energy "investment". If the concept of parallel build (creation of energy from various perspectives in a short period of time), making them centers of gravity can make the seemingly impossible task of success in changing the paradigms. The centers of gravity places a significant influence on the fiveepicenters determined to have the desired effects of the AC system: the leadership, processes, infrastructure, population, and unity of action.
In brief, a memorandum of understanding provides, your plan for the strategic management, the ability to release our actions in public service. And 'because they are authorized to allow and in a public way on the fundamentals, which we all must share. There are ethical malaise. It 'important to recognize that the discovery of newwhat has been lost. Rather, we like the way the Scarecrow in The Wizard of Oz story in search of a brain (brain-power in this context), the Tin Woodman in search of a heart and the cowardly lion looking for courage. Its value is intact and with you all the way until now. The Memorandum of Understanding with easily articulated and reaffirmed the basic values and point of view of behavior, which is already reason to achieve personal and professional appearance and behaviorsignificant growth.
To develop, learn and teach the Memorandum of Understanding well. It makes the difference between victory and defeat in every aspect of your life - personally and professionally - and maintain a positive team building.
Finally, maintaining a positive team building
Needs more effectively, the leader of fun and deeply rooted in the dynamics of the group and his steadfastness to be grounded, especially when associated with peopleseek for themselves and the organization are a part of growing up. The Memorandum of Understanding was used for the successful transformation efforts for the organization and teams to achieve their goals and lead the organization and the battle of life. A paradigm that changes the approach, the Memorandum of Understanding covers multiple disciplines across the entire life cycle of transformation, enabling managers and teams to help people build a stronger,responsive and resilient organizations.
Rather than in relation to a series of continuing problematic behavior as an obstacle or a threat to your goal, the development of the MoU as a guide for how you should refer to build team spirit and team strength for the unavoidable challenge of change and effective leadership.
If you want to send a copy of our memorandum of understanding to get to develop your leaders, just send meE-mail to Dpitts@thebisongroup.com. Speed of God, as we see further on the right track for its leadership status for the team, with team-building operations that take place around the employees and teams to new levels and the challenge of overcoming the "fear change "on the organizations and groups they lead.
Team Building and Leadership Team maneuvers
