The procedure to assess the current team’s status, causes and remedies follows this general guideline:
1. Assessment of the team/s in question ties to overall missions/vision
2. Initial Take-in session with the team/s
3. Follow up with individual team members and leads
4. Design individualized action steps and assure implementation
5. Monthly/bi-weekly training sessions
6. Impact Assessment
7. Follow up
The assessment of the team’s status is crucial. YLC Trainer has an objective tool that helps analyze the team’s success, strengths and weaknesses while simultaneously beginning to assess the team’s leadership style, strengths and weaknesses.
From there the team, including the leader, will participate in scheduled group meetings as well as individual meetings. These will enable the YLC Trainer to refine the program to ensure that all team members are participating, benefiting and excelling in this process. In addition, this will help shape the order and specialized questions/tasks for this particular team.
Group meetings explore the current trust level and reasons therefor to integrate remedial actions so that the team can come together and work from a common base to a common goal; where all are stakeholders with a shared understanding of the next steps that lead to success.
There are group meetings for discussion, group meetings for planning, group meetings for accountability. All these are facilitated by the YLC Trainer.
At the end of the first, the team will have clearly identified their hurdles towards success. This is followed by the second round in which the team members will create agreed-upon action steps to arrive at more collaboration, mote engagement, more productivity, more profitability and more happiness at work. All those lead directly to a team’s success.
At the same time the team lead also needs to attend these meeting and participate in 1-on-1 meetings with the facilitator. This means that Team leads will gain insights and practical action steps to create and recreate successful teams through identifying their own leadership style and the performance styles of their team members. Are team leads engaging in leadership or managements? Have they created trusting relationships with the team members? Have they assessed the performance strengths and values of all members and made assignments according to those? Action steps to be great leaders, not just managers, are created and followed up on with pre-determined meetings. How can leaders be created or allowed to shine – is one of the questions and it can work if everyone shares a common goal and understands that life happens. In particulate Team leaders will gain insights and strategies on how to best understand the other team members so that the team leader can be open and in assigning tasks in connection with and understanding of the team member’s strength and weaknesses while maintaining a trusting relationship that allows for collaboration in a trusting and judgment free.
That said, it all begins with an AI-style approach with additional business-related and psychology-connected parts, all team members will fully participate in creating the environment they need to perform at their highest and best levels at all times; this will be done through a combination of physical and mental tactics. These lead to 1. Creating the physical environment needed for each member and arriving at feasible solutions, 2. Creating the mental/psychological environment in which all team members are stake holders in the team’s work, success, and members.
From there we move to more players and possibly reasons. The hard part is, at times, getting the leads to just listen and getting everyone to wait for pick up.
In the end this is the remedy to sickness, especially long; fewer people leaving the company), lack of retention, increase of abundance, increase job satisfaction and accountability through a new, innovative style of leadership on a daily basis.