Team Decision-Making Part 1

A high-performance organization is built on productive teamwork. It is essential that teams make decisions effectively and efficiently. In this newsletter, we will explore how to improve team decision-making.

 

Barriers to Team Decision-Making

• Limited experience together
• Conflicting member goals
• Not sharing information
• Competition: "My idea is better than yours."
• Agreeing too quickly before critical discussion
• One or two people dominate
• Group is too large or too small
• No one takes the initiative
• Low trust
• Limited time

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Recognizing the Need for Change

The first step in any change process is recognizing that there is a need to change.  This can often be a difficult initial step to overcome because many organizations and people hold the belief, "why change - I like the way things are!"  We all need to recognize that change is inevitable; there is always a need to seek out innovative ways to improve.

Experience tells us that too often organizations rush into change without really considering the need.  In their eagerness to pursue a change initiative, they can chase the wrong end state and ultimately waste valuable resources.  Often this goal of saving resources was the focus of the project in the first place.  This is most likely the result of poor change leadership skills. To be resilient, all of us need to develop excellent change leadership skills.

 

Communicating During A Period Of Change 

• Ensure that everyone is aware of the change initiative
• Offer reassurance that change is necessary and explain why
• Focus attention on the activities of those involved in delivering the change
• Offer reassurance that the change is being properly managed
• Provide timely information on the progress of the change initiative
• Ensure that all communications are accurate and that they reflect both the successes and failures of the change process
• Discuss the different options available
• Discuss and reinforce the desired patterns of behavior that are taking place as a result of the change initiative
• Be sure that those outside the business are also reassured
• Ensure that there are quick resolutions to any challenges encountered

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/

Personal Traits of Resilient Leaders

Have you ever noticed how resilient leaders continually deliver results?  We believe that all resilient individuals possess strong personal leadership competencies that allow them to successfully adapt to change and bounce back from adversity.  

Leadership is a key competency of all resilient employees.  It is important to remember that great leaders do not always have to hold a position of authority.  Sometimes, it is their personal leadership characteristics that are clearly evident.  These characteristics can be learned.

Five Characteristics of Resilient Leaders:

1. Stay Positive
Learning to stay positive is actually a simple decision to make.  It is often non-verbal communication that inspires rather than the words themselves.  You must have the confidence to believe in what you are proposing and make that evident to all those around you.

2. Stay Focused
The resilient individual knows what he/she wants and is committed to that focus.  This focus allows us to cut through the baggage that can distract from reaching our goals.

3. Stay Flexible
Seek solutions rather than complain or blame.  Suggest a positive action to take even if you are tempted to give up.  Persistence is crucial.   Draw on internal and external resources available.  Keep in mind that other individuals hold the answers, so listening skills are important.

4. Stay Organized
The resilient individual uses structured approaches to managing ambiguity.  Break situations into manageable pieces, then plan and take action.

5. Take Initiative
Change is a natural part of life.  The resilient leader takes the initiative and responsibility for actions.  It is persistence that delivers results.

Until next time...






Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/