MARK'S REOSURCES: BUILDING EFFECTIVE TEAMS
GENERAL RESOURCES
MARK’S SLIDES
NEW LEADER Assimilation tool
The New Leader Assimilation Tool is a process for opening communication channels for new or existing leadership and their staff. In the case of a new leader, it answers questions that would otherwise take up to a year to answer, and sets the stage for building individual and team relationships.
STEP 1: CONTEXT AND MOTIVE
ORGANIZATIONAL HEALTH OVERVIEW
This document provides a summary of the four disciplines of organizational (and team) health. I use this model all the time to great effect.
THE MOTIVE
Use this simple self-assessment to evaluate your leadership in terms of taking a responsibility centered motive for the situations that you must embrace as the leader of the team.
DISCIPLINE 1: DEVELOP A COHESIVE TEAM
STEP 1: DEVELOP IDEAL TEAM PLAYERS
Conduct this simple, 30-60 minute activity to develop trust and begin to change the conversation on the team. Suggested sequence:
STEP 2: DO WORK TOGETHER
Information on the Working Genius model – a game-changer to do work collectively as a team instead of in individual role silos:
The Working Genius site (general info + take your own assessments)
STEP 3: PERFORM AS A TEAM
Based on The Five Dysfunctions of a Team by Patrick Lencioni.
Trust: Building vulnerability based trust is an essential piece of re-engaging teams. Here is a 30 minute exercise, which I use on leadership team offsites, that quickly changes the conversation on the team.
Conflict: With vulnerability based trust, team members are willing to engage in healthy, passionate debate around ideas. View the healthy and unhealthy conflict behaviors in the slides.
Commitment: When team members are willing to engage in healthy, passionate debate around ideas, they are more likely to commit to the team’s direction
Accountability: When the has truly committed to a course of action, it is more likely to hold each other accountable. Activity: ask each person on the team how they want to receive feedback from others.
Results: When team members hold one another accountable, the team is more likely stay focused on the results that matter.
Download an Overview of The Five Dysfunctions Model
DISCIPLINE 2: CREATE CLARITY FOR THE TEAM
SIX CLARITY QUESTIONS
This is an overview of the six clarity questions that I briefly reviewed.
THEMATIC GOAL MODEL (question #5)
Don’t have the time necessary to walk through all six questions? No matter what, use this model to answer question #5. Answering this question takes diligence and time but is transformational for a team to start working together and focus on what is actually what’s important.
DISCIPLINE 4: REENFORCE CLARITY FOR THE TEAM
recommended meeting rhythm
Download the recommended meeting rhythm to make your meetings and team much, much more productive, enjoyable, and cohesive.
START THE CONVERSATION
Click on the button to start a conversation with Mark about your team.