Effective Leaders: Effective Teams

The Truths of Effective Teams

 A.   Individuals are effective when they

1. Understand that their contributions are of value

2. Feel they are valued for their contributions

3. Are working, at least 30% of the time, in their “Strengths Zone”

4. Are growing and see a path to continue to grow

 B.   Teams are effective when Each Team Member

1. Is inspired and motivated to be “SWOT Conscious”

2. Understands the value every other team member contributes

3. Recognizes and appreciates the strengths of every other team member

4. Recognizes the value and leverages opportunities to work collaboratively with the strengths of the other team members to increase the value of their contributions

5. Is alert to changing landscapes, motivated to rais observations, concerns, opportunities and risks to the team and team leader

6. Is in a constant state of energized opportunity: adapting to maximize the value of team contribution

 C.   Teams are effective when they

1. Contain diverse sets of strengths

2. Function as an organism: clear on A & B

3. Have a safe environment in which to work

4. Are able, inspired, and motivated to observe, speak, and contribute

5. Are inspired to disagree – respectfully – and co-create solutions

6. Embrace “change” as opportunity

 All these require Effective Leadership.

The Assumptions of Change Management.

According to Prosci, the leading trainer for Change Management in my region, Change Management is to prepare, equip and support individuals moving through changes so that they successfully adopt the changes. Without adoption, changes will not be successful and we will not deliver the desired outcomes.

While the 2nd sentence is absolutely true, the 1st sentence is based on some very unfortunate assumptions - which is the foundation of the ADKAR model:

“These assumptions fail to tap into the creative, innovative and adaptive potential of team members. ”

1. The status quo is the desired state of the majority

2. Most are unAware

3. Most have no Desire to change

4. Most don’t Know what they need to learn, and haven’t the Ability to do so without help.

5. For change that endures, most require others to determine what Reinforcement is needed.

6. Change is hard

These assumptions fail to tap into the creative, innovative and adaptive potential of team members.

And, these assumptions are counter to my observations.

• Humans are wired to change – from the moment we are born. We change every day. It is called growing. Even as adults, we seek to grow.

• Humans LOVE to change: Our advancements as humans – technologically and otherwise, would not be possible if we did not.

• Marketing would not be possible if people didn’t want change. Marketing seems to be a very effective method to drive change!

The Problem isn’t individuals reluctant to “Adopt Change”

The Problem is Leadership that is not creating the environment to realize the full potential of their teams.

Address the problem:

Leadership that is capable of establishing the 16 Truths of Effective Teams creates the environment of awareness, opportunity and adaptation. These teams expand the radar of the leader, recognize opportunities and risks, and are motivated to utilize their strengths to adjust and adapt: to seize opportunities to expand and grow as a team.

Strategies to realize increased productivity may be sound, but is your organization's human element enabling – or limiting - the results?

Our Vision: Organizations where leadership unlocks the full potential of their teams — and teams expand the potential of their leaders. The result: resilient, adaptive organizations that don't “manage” change, they generate it.