As a leader, leaving the work where it belongs is easier said than done. How do you get people to where they can grow without disabling them?
Imagine this scenario: Over the last year, your direct reports have spent some time building bad assumptions into truths about other people on the team and maybe about you as leader! A person has become addicted to the idea that there is another person on the team who is a jerk and only sees ways that that person's jerkness shows up. These types of beliefs act like a slow cancer eating away at team productivity without an obvious illness to cure.
In the natural state (blue dots), there are a lot of very High Ds and very High Cs. These groups tend not to see eye-to-eye. In the adapted state (red stars), only one High D remains and many people are trying to move toward the S quadrant where there was originally only one person. Turns out there was a D battle for authority and the losers are adapting away. In either state, this team has very little adapted or natural strength working with people, which will certainly create negative results. Using the group's Team Model and report, the team can figure out the best way to get people where they can be most successful and intentionally mitigate the blind spots. In addition to the Team Model, each individual receives a 35+ page report that has valuable bulleted lists to share; including Value to the Organization, Do's and Don'ts of Communication and Environment.
If you'd like to learn more about these Team Models or view a sample of the reports, contact Brittney; or view this webinar with a more detailed description of this model.