Posts Tagged ‘Team building’

Congratulations to our Spring 2012-2013 leadership program graduates!  They are:

  • www.ellisonpartners.comCarmen Sirizzotti, Director of Strategic Staffing and Compensation at University of Nebraska Medical Center
  • Cathy Spicka, Vice President of Accounting at DEI Communities
  • Crystal Thompson, Production Planning Manager Epsen Hillmer Graphics
  • Kari Heunink, Compliance/SBA Officer, Washington County Bank
  • Mike Arkfeld, Vice President of Operations at Titan Medical Group

We are proud of your leadership, your hard work and most of all we are proud of the business results you have achieved.  Read More!

Contact us today for a no-obligation, no pressure conversation about your leadership development needs and whether our program is right for you.  402.884.7300.

Nikki Ellison is a business advisor, master-certified executive coach, and founder of Ellison Partners.  Through effective leadership coaching, proprietary skill acceleration programs and assessments, Ellison Partners helps individuals and business leaders achieve results.

2013 ©Nikki Ellison

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light bulb team

Creating a Team Building Culture

Last time, we reviewed the four things  you must do to create a

Team Building Culture and they are:

  1. Assess the individual employee
  2. Assess the leader
  3. Assess the team
  4. Create a culture that values engagement

Now that you understand the individuals on the team and their leaders,  combine what you’ve learned and develop an understanding of how the team members will interact with each another.  This is when you bring them all together to assess the team dynamics.  A team workshop will help everyone see a big-picture perspective. Each employee brings unique skills, behaviors and interests to the work environment.  This process will allow everyone to understand how those qualities interact.

You will no doubt find that you’ll need to make adjustments. Clarity is easily achieved by having the results and data.  Adjustments to the current work environment become obvious and much simpler to make.  The way your team works together directly impacts on productivity and now that you have clear understanding of where strengths and weaknesses vary, managers can make intelligent adjustments to maximize efficiency.

Once a team is correctly assessed and adjusted, job satisfaction improves significantly!  This happens because with the right job fit and a well aligned team, employees feel fulfilled in their roles.  When all roles are understood and appreciated, employees feel engaged and work to their full potential.  Happy employees also encourage their peers and coworkers to achieve maximum productivity.  Better fit and better alignment creates higher engagement, better productivity and increased profits.  It is that connected!

Next time we will bring it all together when the culture of having strong teams really becomes a part of the fabric of your company’s DNA.  No longer a “flavor-of-the-month” management topic, an organization that genuinely values engagement will begin to see the fruits of their efforts through stronger branding, enhanced company identity, better retention and a leg up on the competition when recruiting.

In our final discussion, we will explore the attitudes that will keep this culture at the heart of an organization.

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Key IdeaPosted on March 8, 2013

Synergy, now there’s a buzz word if there ever was one.  So what does it mean?  “The whole is greater than the sum of the parts.” Everyone’s heard that expression. OK, but what does that really mean? Simply this, an effective team can accomplish more together than the individual members can accomplish on their own. Building a high-performing team culture requires more than just throwing a group of outstanding folks into a room and telling them they can’t come out until they have a solution. Maintaining a team culture that’s highly productive requires planning, communication and decision-making. Assess individual strengths and weaknesses, build support, establish the conditions for effectiveness, agree on your goals—and you’re on the road to building a championship team.

If instead, you lead with your emotions, shy away from hard decisions, cross your fingers and hope that the process will “work itself out”, or if you build a team made up of your personal favorites, then don’t be surprised if your outstanding individuals fail to become your dream team. We see it in sports all the time and it happens in businesses too, maybe even more often. Based on our experience with many of America’s Most Productive Companies, we’ve identified four things you must do create an effective Team Building Culture which will sustain your high-performing teams. In order to create a team-building culture you must do the following:

  1. Assess the individual employee
  2. Assess the leader
  3. Assess the team
  4. Create a culture that values engagement

Next time, we’ll explore ways that you can do just that and you might be surprised at the results and delighted to see what it does to the effectiveness of your team.

Betty Streff is a Human Capital Expert and Leadership Coach with Ellison Partners.  She facilitates the LEAP™ leadership acceleration program and helps ensure leaders have the employee data necessary to effectively and profitably manage their workforce.

©Ellison Partners 2013.

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