- Engagement is shallow
- Cultural conditions overplay
- Members function individually, not as a synergistic team
- Trust is suspect
- Goals are not shared
- Accountability is vague
- Changes don’t “take”
An emphasis of Tom’s MA in communication was small group behavior. He later taught the first and second level courses on group dynamics at Montana State University. Since joining industry, he trained with Cotter Associates for practical team building, and he has led many teams in matters of team formation, re-formation, trust building, goal and measures incorporation and accommodating change.
He has also facilitated teams to accomplish things as varied as revising the benefits for company employees to building a go-forward business strategy. Tom is also a student of popular writings on teams, such as The Five Dysfunctions of Teams or The Speed of Trust. Recognize: A mere collection of individuals often only attains average performance. Effective management can generate a true team with synergy and eye-popping results.
How Tom Can Help
Facilitative, empowering coaching will bring out your best. You will have clarity on how to proceed to lead your teams. It will be you exercising your own greatness. If necessary, consulting can augment the coaching to tap techniques that have proven effective in multiple settings.
Engaging a team directly can yield a common goal, clear roles, mutual accountability, reciprocal use of others styles (See Communication), cross-member trust and winning scorecards. It also can resolve conflict, establish effective communication patterns, tackle barriers to success and guide sustaining leadership.
At times a team benefits by being led through activity. It could be business strategy, problem resolution or change management plans, to name a few.
Training can be mixed with teambuilding or conducted independently. At times teams simply do not know how to function. Training may be their ticket.