Greetings!
Here we are at the beginning of another new year, new semester, new fiscal year, etc. Have you made a resolution? If so, is this a resolution you have made in the past? You are not alone if the answer is "yes". Why is it so hard to make changes? We expect that if we had all of the information we need, we would make the change. So, we read another book, attend another workshop or go to another conference. Unfortunately, information is not always sufficient to alter behaviors. Often, what we need is to change and expand how we think. We may need to uncover a hidden fear that is holding us back from making a change. Or, we need to re-write a story we tell about ourselves, our team, our organization or our world. Read a blog I recently wrote that goes into more detail about the process of cognitive development. I welcome your questions and comments.
Best wishes for a great 2012!
Cathy Pales
 
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Dimensions of Team Effectiveness Self-Assessment
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Effective teams are the foundation of successful organizations. That is an incredibly simple sounding statement, but it is hard reality. Often, organizations focus all of their energy on achieving their desired results, only to be disappointed when those results are not met to their satisfaction. There are many reasons for failing to achieve results, but a common reason is ineffective teams. Results are built on effective teams.
How healthy is your team? Choose any team in which you are a member and take the following self-assessment. Be honest with yourself and consider asking your colleagues for their feedback. Awareness is the first step in the change process.
Dimensions of Team Effectiveness:
Supportive and Empowering Relationships
What is the overall quality of relationships on your team?
How well do team members support and empower each other?
Complete Communication and Constructive Conflict Resolution
How is information critical to the functioning of the team communicated?
What is the flow of communication? (one-way, two-way, multiple channels)
What is the team's attitude about conflict?
How is conflict resolved in the team?
How well does conflict benefit the team?
Acknowledgement of Differences in Team Member Work Behaviors
How well are team members able to practice their strengths?
How are differences in team member work behaviors managed?
How well do team members understand each other's work habits?
Shared Leadership
How are decisions made in the team?
To what extent are team members able to give constructive feedback to team leaders?
How is responsibility shared in the team?
To what extent is there a culture supporting leadership development in the team?
Clear, Shared and Aligned Purpose and Goals
Is there consensus in the team as to its purpose and goals?
How well do team members understand how their role supports the team's purpose and goals?
Clear and Shared Procedures
How consistently are procedures carried out by all team members?
Use of Rituals and Celebrations
How often does the team celebrate together?
Mutual Accountability for Productivity and Performance
How are team members held accountable for their productivity and performance?
To what extent do all team members hold each other accountable?
Big Questions:
On which of the eight dimensions would you choose to focus your energies to improve your team's effectiveness? What role can you play in this improvement process? What would be your first step? Please include contacting PPL as an option :). We would be honored to work with you.
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| Seeking Associations to Pilot a Leadership Development Program |
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Leadership Development for Association Volunteer Leaders
PPL is in the beginning stages of creating a leadership development program - both competency and cognitive development - for newly appointed association leaders (ex. board members, committee chairs, etc.). We are looking for a few associations to serve in an advisory capacity as the program is being designed and to allow PPL to pilot various components of the program. If you are an association staff member or an active member of an association and want to participate, please contact Cathy Pales. |
