Building a SUPERTEAM – our speciality
A Few Facts On a SUPERTEAM
A SUPERTEAM is defined by being able to beat the competition. A SUPERTEAM enables the management team and their sub-teams work more effective together.
The building of a SUPERTEAM will make the share a common vision and feel empowered; a team that will communicate openly with their relationships in and outside the team; a flexible team, that knows how to adapt to changing conditions; a team that works in harmony together, a team that allows individual contribution, and, finally, a team with members who are enthusiastic, confident & committed.
We build the SUPERTEAM by focusing on the softer sides of human behavior. Our experience is, that this approach will lead to a dramatically increased financial performance.
Lencioni’s learnings
This work includes vital areas for performance deliverance on the business goals. Hence, we need to
• Increase the TRUST LEVEL. A high trust level speeds up all processes and makes way for fast decision making. Faster decision making in trusted teams increases both quality (no loss of data) and speed
• Decrease the FEAR of CONFLICT. A decreased fear of conflict gives quality a major lift since the ‘political correct’ answers will be replaced with value adding discussions in a safe working environment.
• Improve LEVEL of COMMITMENT. An improved level of commitment will lead to that the team as well as the individual want to ‘walk the extra mile’ to deliver the promised quality and service.
• Improve level of ACCOUNTABILITY. An improved level of accountability makes each individual member of the team accountable to the team, not just the leader of the team. This is about an ethics that will hold each and everyone accountable to each other and the teams’ decisions
• Increase ATTENTION to RESULTS. An improved focus on goals agreed by the TEAM. A team member not only focuses on the individual’s own silo-results but also on the team goals and results.
A SUPERTEAM is characterized by its ability to PERFORM:
- Purpose: The teams has developed shared/common vision(s)
- Empowerment: The team has authority to make decisions
- Relationships: The team communicate openly without fear of criticism
- Flexibility: The team adapts easily to evolving conditions
- Optimal productivity: The team is known for deadlines met; work is harmonious and effective
- Recognition: The team acknowledges individual contributions, successes and efforts are celebrated
- Morale: Team and team members are enthusiastic, confident and committed
The way NDUNA works with building SUPERTEAMs is by ASSESSING, TREATING and MONITORING/EVALUATING the team members and the team itself.
The Approach
We do this by including the human factors and work with these as process consultants in a respectful but direct and challenging way.
Including all team members in all relevant value adding team-building processes does this.
In other words, we INVOLVE each team member in all processes. No one will be allowed ‘left alone’ and not participating.
An important part of NDUNA’s unique success formula is that we take a Participatory Approach, using Appreciative Inquiry in order to get stakeholders engaged in constructive, respectful and business-oriented dialogues.
Further, we recommend that we apply our unique business anthropological approach where we use our ethnographic skill set to analyze institutions, visualize formal and non-formal hierarchies, barriers for success, effective organizational and motivating “lubricants” and so on. We do this in order to visualize all the underlying assumptions, value sets, norms, implicit paradigms, non-verbal rules and regulations, sub-cultures, etc. that hinders stronger focus on Technical Division activities.
As a rule of thumb, it is not until (some of) these “invisible” barriers and hidden dynamics are disclosed that we can diagnose and design a set up that will deliver the wanted output.
