Our team development programmes create teams who have:
Safety such that everyone feels able to share their authentic experiences, opinions, feelings and beliefs as appropriate to the organisational setting
Space which enables everyone to express their perspective on the work topic and have it honestly heard before a decision is agreed
Clear and co-created decision-making processes (these maybe different in different situations) in which the boundaries of responsibility, authority and collaboration are clear
The ability to recognise a conflict of opinions and give them space to be rationally resolved
Conflict caused by power, politics, inequality and other factors can is uncovered, labelled and addressed in a way which honours the influence of the team's external environment and organisation structure
Is your team courageously inclusive? Contact Us to takethe survey and find out.
Networked teams (including diversity and inclusion teams)
In our unfolding VUCA (volatile, uncertain, complex and ambiguous) business world new types of teams are emerging and the types of problems they need to solve are becoming increasingly complex. Business problems now require collaboration across the whole of the organisation, creating teams which include employees who report to multiple board directors and/or multiple teams working towards a shared goal.
These teams vary from a small centralised team who rely on people from across the organisation to support their activities to large centralised teams reporting directly into a Strategy/Transformation Director or the MD. Examples of these teams we have already worked with include a transformation team working on a whole organisation redesign to support the implementation of a new strategy and a customer experience team focused on improving end-to-end customer outcomes in a large, national department store.
Additional examples of networked teams include a the more informal teams whose work is often voluntary (in addition to their main role). Diversity networks fall into this category where groups work towards improving the experiences of specific groups of people in the workplace including; Women, LGBTQ, BAME, Disability and mental health etc.
These teams face specific problems including;
The impact of political and emotional dynamics at board level on team activities
The challenge of gathering and analysing data from across the whole organisation
Pressures external to the organisation forcing change within the organisation
Unclear benefits of outcomes for everyone required to collaborate
Competition for resources and funding within the organisation
‘Sticky’ and dynamic problems which take time and resources to solve
Unclear goals and decision making frameworks across the organisation
Contact us to explore options for developing courageously inclusive teams in your organisation.