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Management Team
Facts: Many companies fail to deliver not because of the intrinsic challenges of the science and technology, but because of poor management. The quality of management and leadership makes all the difference, and yet few management teams look at themselves as the engine of success or failure and dedicate time to improve their own capabilities as managers and leaders.
"The leaders who work most effectively, it seems to me, never say "I." And that's not because they have trained themselves not to say "I." They don't think "I." They think "we"; they think "team." They understand their job to be to make the team function. They accept responsibility and don't sidestep it, but "we" gets the credit. This is what creates trust, what enables you to get the task done.."
Peter Drucker
Objectives:
To align the members of the management team or Board, whether it's a new team or not, around common objectives. To enhance the performance of the team as such and develop steps to true leadership, tailored to the particular phase of growth of the company. To create a strong team that becomes a role model to others.
Activities:
Assessment of individual members' working styles and preferences through specific questionnaires. Team performance assessment via similar route. One-and-a-half day Team Development workshop that includes debriefing of personal data, mapping of the team and gap analysis, chartering of the team and development of an action plan for team enhancement. Following a time gap, second follow-up workshop focused on leadership behaviours relevant to the stage of the life cycle of the company.
Outcome:
A cohesive team that has cleared up possible communication problems or 'personality differences' and that has an agreed charter. Personal insight is gained through the individualized assessment (individual dossiers provided). Foundations for leadership development and metrics to track progress as a team.
When?
A new management team or Board of directors in place, or when an established team needs to make sure that it will work cohesively for a next stage of organic growth, M&A or other immediate future.
Typical Time Frame:
This is usually a 2-3 month intervention. Data gathering occurs during week 1-2. The gap between workshops is 4-6 weeks.
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