The merger took hold and all the departments across four offices became one unit. Leaders of all ranks folded together to create a brand new firm. Disbelief and shock began to trickle down as the employees digested what had just happened to them. The mood was one of uncertainty and confusion, as teams imagined what their place would be in the new entity. They knew it was happening yet the reality of the change had not set in completely.
Leading on a small team or leading on a big team, we are often faced with challenges that we didn’t see coming. All of sudden we recognize that the direction the team is moving is totally off course. In some of my workshops leaders even feel defeated or stuck in the middle of a road with no obvious cross streets to walk down. Then the words start to fly:
“I tried that approach before and it doesn’t work.”
“It’s not our responsibility. Ask the other team.”
“No one cares or values what I am doing. I am just a cog in a wheel.”
For many years organizations have been focusing on ways to increase employee and team member engagement. Study after study pinpoints steps to help our companies cultivate deeper team engagement. According to a recent Gallop poll, only 15% of employees globally are engaged. Perhaps, attempting to improve team engagement isn’t what we should be concentrating on, but rather exploring and developing strategies to elevate the team experience. After all, leaders have been turning over backwards to fuel their customer experience. Maybe it is finally time to move from team engagement to team experience.
[Tweet “The time is ripe to move from team engagement to team experience.”]
Powerful ways to move from team engagement to
It’s that time of year again when pumpkins turn into jack-o-lanterns, children transform into goblins and witches and leaders begin to panic that the end of the year is not far off. For many of us, once Halloween arrives, Thanksgiving, the holiday season and New Years are just around the corner. Rather than allow paralysis to set in, leaders from across the globe need to make preparations for year-end results.
[Tweet “Take note leaders. The end of the year is right around the corner.”]
I enjoy watching house makeovers on TV. They always start with a major structural disaster and analyze which remodeling strategies will turn the house into a beautiful home. To make that transformation there is usually a great deal of dreaming, planning, hard work and finally elation. It’s a process that not only takes time but also depends on the expertise and knowledge of the designers and builders.
In a similar way, our teams and organizations sometimes need a makeover. The culprit of the dysfunctional team or institution is often the leadership at all levels. Team members and leaders don’t always recognize the signs of a collapsing leadership strategy. When we are in the… Continue reading | 8 Comments