Teams
People are the most important element of team effectiveness. After all, it’s the people who design the systems, define the culture, build the structures, create the technology, sell the products, fix the problems, maintain the office, and set the vision. And people, as we know, are complex beings.
The Enneagram assessment gives us powerful, unmatched insight into the uniqueness of each team member AND into the team as a whole. This tool and the meaningful conversations around it help the team interact effectively, communicate productively, and collaborate efficiently…all things at the heart of a high-performing team.
Team Effectiveness Sessions
Every team will eventually struggle. That’s just reality. And when they do, taking intentional, focused time to get the team back on track
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First, Kristen gets the perspective of the team’s leader. What is important, what is working, what is not working…
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Second, Kristen ensures that the perspective and view of the HR partner is incorporated. Given their unique position, the HRBP often has insight that is vital to the group’s success.
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Third, Kristen will gather quantitative data about the team’s dynamics.
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Fourth, she will interview each member of the team to unearth their individual experiences and perspectives. She will look for trends and themes, and compare them to the other data collected.
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With all the data collected, and more well-rounded picture of the team’s health, Kristen will design and deliver a custom program with specific intentions and objectives to improve team effectiveness.
Team Interventions
Leadership Bootcamp
A 6-week intensive to get leaders upskilled and upleveled.
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This program uses the Enneagram to help leaders understand their personal styles and how they impact others. The value of this assessment is NOT identifying a number or a color or an animal ... but rather to unearth motivations, preferences, and behaviors, to better learn how to adjust those things to maximize leadership effectiveness.
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The research is clear that training alone is less effective in producing behavior change than training paired with coaching. The coaching component helps the leader integrate their learnings, apply them, and find a safe space to explore their personal limitations or fears. It is also a place where leaders can truly understand the impact of their behaviors - good and bad. This program includes ongoing 1:1 coaching to help each individual leader find their most effective leadership approach.
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While a one-time session can certainly add to a leader’s toolbox, their ability to implement what they learned goes down exponentially over time. That "forgetting curve" is a troubling reality, making this bootcamp a better investment in a leader’s growth.
The program includes 5 half-day sessions over 5 weeks, which gives leaders time to reflect, try, practice, fail, succeed, and collect experiences to learn from.
The topics will vary based on leadership needs, but typically include the most imperative skills like emotional intelligence, coaching, feedback, hard conversations, and motivation.
For many possible reasons, leaders don’t always get the feedback they need from their team members. Sometimes, an external resource can be the trusted partner we need to help facilitate more truth-telling.
Using a proven methodology, Kristen engages in a data collection process that helps create a clear, well-rounded picture of a leader’s performance and impact across the organization. With this information, she creates and presents a comprehensive report along with recommendations and suggestions for improvement and/or sustainment.
Example situations where the Leader Feedback process has been used:
The Board of a non-profit had only one main conduit to understand the ins and outs of the organization: the Executive Director. But with rumblings from the staff about the ED’s performance and impact, they were not sure they could or should trust the information they were receiving. Kristen came in and helped put together a more cohesive and comprehensive picture of what was happening inside the organization, particularly on the ED’s performance metrics, the trust amongst staff, and other myriad staff issues related to the ED. She presented to the board AND delivered the tough feedback to the Director, enabling more honest communication and measurement of her effectiveness.
A divisional leadership team was struggling to coalesce behind its leader, causing factions and splinters throughout their individual teams. Kristen deployed her process and was able to identify three key leadership behaviors that the team leader was lacking, and helped him develop those skills to bring the team together more effectively.
Leader Feedback
