Leading Teams exists to improve team performance and we achieve effectively this through our team development programs.
There are no shortcuts to effective teamwork, but diagnosing the problem is often the first step to improvement. The foundation of a high performing team is always built around trust and mutual respect.
When we talk about team dynamics, leaders need to keep in mind that you must be able to satisfy people’s fundamental personal motivations. Team work has evolved over the years. Twenty years ago, when Leading Teams first started out, ‘teamwork’ usually meant following the instructions of your coach or boss and ‘to do it for the team’ without thinking too much about what they actually meant.
As education and society has changed, the current generation is more likely to ask “What’s in it for me? Why should I do what you say? What will I get out of it?” They are not as keen on being told what to do; they want to play a role in making decisions and new team development strategies are employed by successful groups. Staff engagement is key to improving teams. That is where our team development program comes in, to facilitate this empowerment process which will lead to better team performance.
One of the main elements of our model is developing strong professional relationships. To assist in this process, we use the DISC® behavioural profiling tool which is used by 75% of Fortune 500 companies. Each of our facilitators is fully accredited in DiSC® profiling.
The DiSC® behavioural model is based on research conducted by William Moulton Marston Ph.D. (1893-1947). Marston wanted to examine the behaviour of “normal” people in their environment or within a specific situation.