The four packages focus on the minimum Collaborative Group Behaviors in each of the eight categories—Mission, Culture, Effective Interpersonal Relationships, High-Quality Communication, Technical Competency, Productivity, Problem Solving, and Continuous Improvement.
You’ll learn how to use recovery behavior through Collaborative Leadership Initiatives and also how to use highly effective methods for implementing feedback evaluations. I can also visit your group for training after you have had a chance to review all the training materials, I offer an option to purchase a lump sum amount of consulting time at a discounted rate. This is the lowest-cost package, and while it will be a real game changer for most groups, you might want to consider going farther now for considerable discounts by purchasing the other packages lump sum at the time of purchase.
This package is specifically designed around the people and productivity issues you want to resolve. The custom package is usually for fine tuning an already high performing group.
After we have had a chance to talk and I can get a little closer to your specific problems, I can design the fix for you. Know that some problems may seem easier to fix than they really are. It’s not unusual that problems that are systemic and have shown themselves to be hard to solve usually take some fundamental changes.
Either way, there isn’t a group collaboration problem that can’t be solved. It’s just a matter of identifying the true problem and all the underlying factors that support it, and going after the entire infection in order to effectively create the depth of change required so the fix has the staying power you need.
The initial phase of improvement will always present difficulty, because you are taking several actions all at the same time that are not necessarily obviously compatible. It can be chaotic to be training leadership; improving working conditions; and reaching out to increase inclusion, control, and openness while simultaneously tamping down inappropriate or toxic behaviors, either through retraining or removal. The key here is to consistently stick to the implementation plan and over time the group conditions will improve. And along the way will also see improvement in mission accomplishment, effectiveness of relationships, collaboration, problem solving, and productivity.
This Starter package, along with the initial phase of addressing working conditions, reducing the most toxic behavior, and starting the conversation of inclusion, control, and openness, will create an environment that:
- Starts to stop negative events (doing things we shouldn’t be doing)
- Increases the quantity and quality of communication between leaders and those they supervise
- Gets the mission center stage as a method to prioritize work
- Sends an unequivocal message that respect and dignity are required behaviors
- Starts to build an environment where relationships are important
- Starts to create clear expectations and processes that significantly improve compliance towards a central focus of improved performance
- Starts to define and demonstrate leadership as a support role while not giving up any power needed to lead the group
- Starts to improve problem solving
- Starts to improve productivity
The Growth package starts where the Starter package left off and takes the group to high levels of maturity and collaboration. When the Growth package has been completely implemented and integrated into the group culture, you get that “well-oiled machine” feeling where group members start feeling special, involved, and part of something larger than themselves because they ARE! Just walking down the hallways or the shop floor or the loading dock, you will hear a change in the conversation. Recognition of excellent performance becomes very important, and the evaluation process becomes even more serious for giver and sender alike.
Some of the new behaviors that show up in the growth stage once it is completely integrated:
- Group members become involved in creating outcomes that are consistent with objectives and the mission
- Group members accept more responsibilities
- Group members volunteer for jobs no one else wants to do
- Inappropriate, toxic behaviors are trounced once and for all
- Ability to deal with adversity and still get the job done increases
- Ability to keep interpersonal relationship problems separate from work performance increases
- Group members start collaborating at very high levels as quantity and quality of communication climbs along with respectful behavior
- Performance feedback sessions become more effective
- Submission of ideas for improvement start to rise, particularly related to productivity
- Problem solving becomes more effective
- Group members become very good at what they do; they know it and therefore need highly collaborative leaders
- Leaders grow to very high levels of effectiveness as they now have a highly effective work group and they themselves are tested to improve as they emulate all of the behaviors they expect from others
After the Growth package has fully settled into the group ethos, the next step is to forge ahead in becoming an industry leader in the use of collaboration. What group members, including leaders, learn at this stage are skill sets that most people might never have otherwise learned in a lifetime of group interactions. This pushes the group members to PhD/black belt/champion-level performance.
After the Transformation package has been completely integrated, negative performance events are extremely rare and unique, many group members are performing some type of management task, and leaders are freed up to manage less and lead more. Eventually, the group arrives to a place in time where most everything seems to be going right, spontaneous hallway strategy sessions just start happening, the whole staff becomes a gnarly bunch of problem-solving gurus, and continuous improvement goes organic.
The following is a taste of what you get. Group members:
- Make independent decisions that reflect the mission
- Have confidence to make decisions and know when to include their supervisor
- Create improvement ideas using the continuous improvement strategy
- Build trusting relationships using savoir faire
- Help others recover from unproductive behaviors
- Ask for additional assignments
- Learn to agree to disagree about non-mission-related subjects
- Learn to check their ego at the door
- Make effective decisions at the right time
- Think, organize, and plan prior to acting
- Avoid cognitive biases
- Are aware of fallacies and false reasoning
- Allow new facts to change their minds
- Use the Improvement Investigation Matrix to determine if an idea for improvement is viable