Copyright (c) 2008 Jennifer Selby Long
Have you ever had to take over a team that had reason to tell the truth? These situations can be difficult, as when the team needs a performance of delivery or when you have the leading position in some of the candidates already in the computer. In other cases, the team in May, is considered a competitor to his former team, and now you can take the two teams together.
I was talking recently with a client who was in a situation exactly this. I wanted to point the team members during their first meeting, he knew that to get their thoughts and concerns on board begin to dispel the bad feelings and give information about how they were aware of the various problems to be confronted. How wise of him! It was a great success at this meeting, and you can you.
Start with a shared document, blank divided into four quadrants. If everyone in the team is in the same room, you can skip the document sharing and use of a flipchart to a more active and alive.
Assign each quadrant a question and make sure there is a mix between the objective and more subjective questions.
The following list includes questions that have worked well for my client and others that have worked well for me over the years. Multiple options name was included because – you guessed it – some teams respond better to certain words than others:
1. What possibilities and opportunities do you see for our team?
2. What are your hopes / goals / outcomes have on our team this year?
3. What do you like working?
4. What would you like to see a change in the next year?
5. What are the concerns / fears have for our team?
6. What do you know me?
7. What are two things that are proud of?
8. What is sauce "secret" of this team, something that works so well?
Ask each individual to contribute a response to each quadrant, including yourself. If you have a virtual meeting, a person is to write the answers as they are called. If you are all in the same room, you can give everyone great post-it and ask them to put their post it on the correct quadrant.
It will be very little time to do so, leaving enough time to study their responses to a better understanding of their perspectives, and, of course, listen, listen, listen.
You may find that they are face to face with you more than I had thought possible, and equally important, begin to build confidence really listening to what they are saying and share openly about yourself. Surprisingly, they begin to tell the truth.
About the Author:
Jennifer Selby Long, Founder and Principal of Selby Group, provides executive coaching and organizational development services. Jennifer’s knack is helping clients navigate the leadership and organizational challenges triggered by change and growth. She knows firsthand that great plans often fail because companies don’t take into account the human factors that come into play when implementing them. Visit Jennifer at: www.selbygroup.com
Article Source: ArticlesBase.com – How to Quickly Warm Up Your Team so You Can Get Them to Tell You the Truth
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