Sum is a development process with teams that, from the people and qualities on board, want to take a step in their guiding, connecting and realising abilities. They want to strengthen each other more in their person, task and role. They want to get beyond a limiting pattern/repetition. They want to utilize individual essences and differences and want to make conflict workable. They want to see what dynamics are personal, group-related or related to their task & context. They hereby want to create a better flow of energy in their co-creation and realisation.
The key is that they want to be successful in their team cooperation and in their task and role towards the organization (and towards possible others parties like supervisory board), working from the persons, intentions and qualities of the team members.
Scope and timeframe
Orientation meetings with the team leader/chair and all team members, 4 to 6 team work sessions of 4-6 hours, possibly observation of the team in action. We work with selected third party specialists where needed to enhance or accelerate . Time frame is approximately 3-8 months.
Approach
Based on the orientation with team chairperson and team members, Development Works makes an outline for team development and agrees on a course of action with the team leader/chair.
Roughly the process steps will then be:
With all team members we construct a picture of how the team functions: business-wise (the strategic agenda, results, issues), individually and ‘together’. We do this by getting feedback and doing analysis on some key points. Team members determine the development objectives for the team and for themselves. This spirals around the relationships between:
- individual qualities and values;
- the strengths and complications of the differences and similarities between team members;
- tasks, purpose and goals – realising progress in business agendas, acceleration or innovation;
- the conscious and less conscious dynamics in the group and context
We identify present issues and priorities in which development objectives actually play a role and where development has most impact. We focus and ensure action, so that the team progresses from concrete experience. Reflecting and challenging then serves to accelerate and deepen the process, so that changes become well anchored. The team establishes how to embed strengthened and new repertoire and what further actions contribute to the realisation of strategic intent/goals and team development.
Results
The nature of the desired team development and of underlying issues/patterns can vary widely. Concrete experience shows that teams with help of this team development program accomplish results such as:
- A clear answer to the questions: where are we as team and as members in our development process, what is our purpose/intent, what are the key strategic drivers and objectives, how do we organise and behave to guide the realisation of these;
- Positive patterns in the team have been strengthened, dysfunctional/energy draining patterns have been put on the table, have been investigated and workable solutions are tested in practice;
- More ability to work with differences and conflicts and to use them positively;
- More focus on and consonance about the headlines of the strategic direction and each team members’ contribution. More real contact about issues. This makes the team radiate more unity and give more clarity and focus to the organization.
Start date
Flexible.