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Start with WE!
Hardly any other structure is better able to deal with the complexity and the resulting necessity for decision-making in sustainable organizations – teams are the ideal source of success, innovation and belonging. However, in the absence of key elements of goal-oriented cooperation, no matter how well trained individual players may be, they cannot replace team success.
The “WE” in teams has changed: shorter time spent in teams, multi-teaming, remote working, peer working, individualization, all these elements increase the pressure on the success of collaboration. Nothing has changed – quite the opposite, the need has increased for a stable foundation of trust and the ability to deal with conflicts and find solutions.
Join us for your first exploratory analysis. How is your team – your WE – doing?
“Henning Keber and Paolina Virga from Process One designed and led an innovative virtual concept for our team offsite.
This has enabled us to take a big step forward in team development at the same time work through many specialized topics.
Through innovation and flexibility, they have proven that coaching and team development also work in a virtual environment.”
Marcel Halberg, Groupleader, DZ Bank AG
Do you want to get a clear picture of how your team is doing? Then draw your team culture wheel. This is how to do it:
Step 1: Read the statements about each of the Team Culture Dimensions. Examine whether and to what extent the statements apply to you and your team. Use a scale from 1 = not at all applicable to 10 = totally accurate.
Step 2: Calculate the average of the total points and the number of statements. Example: The Feedback processes dimension contains 4 statements. You gave the first statement a 6, the second a 3, the third a 7, and the fourth a 4. Divide the total points (20) by 4.
Step 3: Enter the average value in the axis of the respective category. In our example, you place a cross at the number 5 in the Feedback processes axis.
Step 4: Do the same for each of the individual dimensions. At the end, connect the crosses you entered by drawing lines. Dimensions whose average values are particularly low or high offer important indications for a purposeful “direction” in which the team development should go.
Have all team members create the Team Culture Wheel. Then, together, look at where you match and where you deviate. This will give you a good basis on which to have a constructive discussion about the different perspectives.