Team development is based on a collaborative assessment, planning, and action taking.

Work teams, whether they are management teams, project teams, virtual teams, or operational teams, are among the most over-sold and under performing aspects of organizational life.

Why is this?
There are many reasons, but at the heart of the matter is many of us simply do not know how to work effectively in groups. Differences of perspective, expertise are ignored or downplayed rather than valued for what the difference represents. Cultural norms that define being a team player as one who does not disagree, or go’s along with the majority, contribute to ineffective teams that fall short of their potential.

Effective work teams require skilled leadership that understands the process of building a team- what is needed and when it is needed by a group. It also requires a culture of performance and clear expectations of each other. High performing teams have excellent communication skills, are able to effectively solicit and use differences to identify creative solutions, have clear roles and goals, use effective group decision making processes, and produce significant results.

Creating a high performing team requires work. Behaviors on a work team are the product of individual and collective histories. Creating new behavior to support high performance requires skill building, support, and time.

We use a team development model that includes collaborative assessment, distinct meetings to address specific team skill building and actual work on team projects or tasks. These meetings are designed to apply team skills (listening, leadership, differences, decision making) to actual work.

In addition, we strongly encourage the use of the On Going Team Development Process (ODP) in between team development sessions to further support the skill development of team members.