Creating Your Dream Team

Over the last fifteen years that i have worked in the training and coaching field I have met many business owners and executives who always had concerns about people performance in their organizations. I see this as good because I don’t think we are ever fully satisfied with ourselves and people when it comes to our business and organizational performance. Being able to openly admit what bothers you to a stranger is not easy, but it is always beneficial to voice your concerns.

One thing i have noticed consistently over the years is that most business owners and executives do not understand what teamwork is. They often mistake people working together as teamwork. In our training workshops we explain the four stages of team development and what it means for people to function at each level. Most employees in organizations I have visited or worked with usually had people functioning at the first level of team development most of the time, which we describe as the dependency level.

To have teams function at a higher more productive level requires team members to learn new skills in collaboration, communication, decision making, problem solving etc. It also requires the business owner to change his/her leadership style to foster team development and less dependency supervision. I mention again the business owner because change has to start at the top or the culture of the firm will not evolve much.

I posted the question, what is the difference between groups of people working together versus a team of people to my leadership groups on Linkedin. Interesting responses have started to come in. Someone posted links to two articles which I think are great, especially the first one.

Here are the links to these articles:

The Top 10 Key Differences Between a Team of Individuals and a Group of Individuals

Team Tactics: The Critical Difference between Groups and Teams

So what does it take to create a dream team starting at the top management level?  It starts by understanding the difference between a group and a team followed by the role of the leader in making this happen in his/her organization.

This month we will be holding a tele-seminar, Creating Your Dream Team where we will describe the Three Brain Synergy approach to creating a dream team and the fundamental knowledge that it takes to make this transformation a reality.

You can join the discussion by signing up for the free call now.

Stephen Goldberg

Leaders come in different sizes and shapes and their approach to leadership varies from one leader to the other. The style of leadership that is most effective today is one of facilitator or coach, rather than directive, especially for the younger generation entering the workforce.

 This weeks (September 28th) leadership and team development question is:

How does a leader get his team to improve performance by utilizing the qualities and strengths of each person?

Post your comments here or in our member's forum. Log in as a member or register for free.

Our last question of the week was on ''How does active listening differ from just good listening skills?''

Here is the answer from Fritz Glaus along with a video below.

This question requires one to do a little thinking, and it turns out that a lengthy answer is needed. After reflection, one realizes that the difference is rather subtle, in that active listening is a prerequisite for good listening, whereas the opposite cannot be said with the same logic, i.e. it cannot be said that good listening is a prerequisite for active listening.

Most persons do not recognize this difference because superficially they tend to see good listening and active listening as equivalents. The fact is being ignored that active listening is a technique that requires one to go through the following precise steps:

1. Listen carefully and then reflect (repeat) in your own words what the other person said
2. Wait for confirmation from the other person that the message you think you were given is really what he meant to convey
3. Continue the conversation and express your own view 

This means two things. One, in active listening the listener needs to be patient, as his own view is given only as a third step. This is very hard to do for many leaders, as they are usually action types who tend to be directive, who want to convey their message first, and who above all want the other person to listen. Second, whereas in standard ‘’good listening’’ one assumes that one understands perfectly the message expressed by the other person, in active listening one needs to double-check with the other person to make sure that the meaning one thinks was contained in his message is really the same as the one he intended.

 

You can also listen to the audio recording of the tele-seminar from September 24th on the subject of active listening and how it affects leadership and teamwork. During the call we explained how different types of people have different challenges when it comes to listening well.

 

 

Last week's tele-conference seminar was on effective decision-making using all three brains in a balanced manner and the decision-making style preferred by each of the classic types of people.

Here is the audio file to download.

Three Brain Synergy is about creating personal balance in yourself and helping others in your organization to do the same. This leads to greater mutual understanding, which makes teamwork and the process of managing performance much easier.

 In fact Three Brain Synergy provides a process for developing people to work as a team, solve problems on their own and become fully autonomous.

 But of course every business and organization has many processes that need developed, implemented and managed to be successful. However, many business owners fail to recognize and understand how important this actually is. It could also be directly related to their personal style of leadership that is dependent on a tendency of their type. That is why self-knowledge of your type and the inherent tendencies is such a powerful tool and why we base the foundation of our development program on knowing yourself and others through our types of people system.

 Here is a link to a newsletter from Wayne Vanwick, president of the Achievement Center who, along with his authors share some valuable insight into the importance of processes in business.

Good articles on business process & success.  A must read

Next week we are conducting a conference call to discuss the three categories of people. To register for to the News section of our website

The Three Categories of People Telephone Seminar

Date: Thursday 30-Jul-2009

Details

Our next free information tele-seminar is Thursday July 30th at 2:00 PM EST. This seminar will focus on the three center of intelligences, which defines the three categories of people.

We will answer questions about the three categories of people and explain how this forms the basis for learning about your classic type.

We will also provide information about our online membership coaching program and why it is important interact with other people following this method in order to integrate the knowledge into your daily life.

Please go through our free e-Learning on the three categories of people and register for the conference call.

For the majority of people, ''KNOW THYSELF'' may not be as easy as it sounds. The reason it sounds easy is that we tend to harbor the illusion of knowing ourselves because we know our name, we have documents confirming not only our name, but also our height, weight, and color of hair and eyes. Furthermore, we may think we know the limits of what we are able to do, or we have confidence about our potential, or we are convinced that there is no limit to what we can accomplish. As we can see, the interpretation of the meaning of ''KNOW THYSELF'' varies in accordance with the things we have learned about the world and about ourselves in our upbringing and through social conditioning. Nevertheless, for the most part, people tend to be satisfied with their knowledge about themselves - until the discovery of mistakes in that knowledge or of misinterpretation of information that underlies that knowledge which cast some doubt about the correctness of one's self-knowledge. For instance, a person might discover that in his school days he came to the wrong conclusions in his studies of psychology, because he now follows the theory of a different psychologist. Or a person might dig even deeper by studying typology, getting to understand the six classic types of people, and discovering the esoteric origin of the classification of people into types. This might lead to still greater introspection and to the discovery that learning to apply this knowledge of typology to his life is bound to improve the results of his activities and heighten his satisfactions. It might eventually turn out that his personal life is improved, or his professional or business life is improved, but most likely both will be improved.

 If you would like to deepen your understanding of the meaning of ''KNOW THYSELF'', you are invited to read the book ''CRazYZoo! - 'KNOW THYSELF' made easy'' by Fritz R. Glaus. You are also invited to go to the website http:/threebrainsynergy.wsiefusion.net/, and click on the link ''The Law of Attraction, The Secret, and Neuroscience'' where Fritz R. Glaus provides further insight into the meaning of ''KNOW THYSELF''. Fritz R. Glaus is co-creator of the threebrainsynergy website cited above together with his partner Stephen Goldberg. You might come to the conclusion that this website is a real find for your continued effort to better ''KNOW THYSELF'' and to attain the success and the satisfaction in life that you desire.

 

Copyright © 2009 by Fritz Glaus

 

Fritz Glaus

Leadership training and team development expert

Creator of the 6 classic types of people approach

Author of ‘’CRazYZoo -  ‘KNOW THYSELF’ made easy’’

Co-founder of ThreeBrainSynergy.com

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