HOW effectively they work together.
Why, well quite simply, it’s all about difference.
Different numbers of team members
Different learning styles and preferences.
Different goals that you want to achieve.
Different challenges to overcome.
Because each situation is different, an off the shelf team building solution is not good enough.
That’s why we listen to your needs first.
We then ask questions to…
make sure we have understood your objectives.
find out what you want to be different after the training.
understand how you’ll know that the training has been a success.
note what time and investment budget you have available.
be aware of any specific needs of those attending.
Only then do we put together a bespoke proposal for you to consider.
We make tweaks based on your feedback, if required.
We create the learning experience to meet your needs.
Oh, and yes, we put the training dates in our diary and make necessary travel arrangements!!
Handouts, presentation slides and materials are put together.
We also, via email, agreed with yourself, introduce ourselves to your team, so they have some background about who is facilitating the learning and what the learning objectives are.
We undertake instant feeback of the training, and to date, we are proud to let you know that 96% of delegates have told us that our training is Brilliant or Amazing.
We ensure all delegates receive a copy of any workshop slides used, plus, make them aware of our free online learning resource, Yours Behaviourally, which has lots of hints, tips and articles to help individuals and teams.
And, we have a follow-up call with you, a few weeks after the training to see how things are going and if you need us to do anything else in the short or long term.
If you are to create and develop a high-performing team, the first thing you need to know is WHO is in your team.
Using highly-regarded behavioural profiles, not only do individuals receive a unique personal development document that enables them to understand themselves better, by sharing this with their colleagues, they get a better understanding of each other and in doing so are able to play to each other’s strengths, collaborate and communicate more effectively.
Using the psychology of Carl Jung, his behavioural work is overlayed onto a colourful model that makes it easily accessible at leadership, operational and project level.
Having understood WHO is in your team, in order to achieve high-performance, you must next measure, and in doing so, understand HOW effectively they are working together.
The Team DyNAmics Model, created by Nick Fewings, enables you to do so.
Measuring 16 Elements that are key to achieving high-performance in teams, it helps you to identify what is working well in the team and what challenges the team face.
With this information, improvements in how the team work can be agreed and implemented.
The Team DyNAmics Model can then be used to monitor the affect that these improvements have, by re-measuring at an agreed future date.