The Components

Building High Performing Teams

The Components

From the self to the team to the organization

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BHPT ComponentsBuilding a high performing team is a progressive process which requires a number of interventions and makes use of a number of tools. The ABAMI methodology is inspired by Patrick Lencioni’s work on team dysfunctions. We employ a number of components to make the team journey effective and impactful to reach the desired performance.

  • The first step in achieving cohesion between the team is to make them self aware of each other as individuals and as a team. Self & team type are identified using MBTI as the tool in a two day workshop. The team become more aware of their blind spots and their decision making approach.
  • To become an effective & high performing team they need to build trust, nurture conflict and hold each other accountable, only then can they all be committed to achieving the results of the organization . We use Lencioni’s five dysfunctions as the basis of these team coaching sessions.
  • A vital component in Building a High Performing Team is to work with the Leader separately, this could be through one-on-one coaching or by attending one of the ABAMI Building High Impact Leaders workshops.
  • Once the team have reached a sufficient level of cohesion, they are ready to create some clarity around some or all of the six critical elements of their business and their strategic directions. In the process they produce a playbook for cascading to other members in their organization.

Building A Cohesive Leadership Team

Team Cohesion through enhanced self and other team members awareness using MBTI – 2 days

Overview

  • Members of a cohesive team must trust one another
  • The first step in building trust is in knowing each other at a deeper level
  • We will help the team become more self aware of themselves and of other members of their team using MBTI as a platform
  • It will help them to identify their unique gifts
  • It enhances their understanding of themselves, their motivations, their natural strengths, and their potential areas of growth
  • It will help them appreciate people who differ from them

Objectives

  • Identify strengths and potential challenges
  • Identify potential blind spots
  • Improve individual and group capacities to solve problems, communicate, and use conflict constructively
  • Maximize the natural advantages that result from the similarities and differences of team members
  • Develop team and individual action plans with specific steps to help improve performance

Outcomes

  • Your team’s personality type
  • Your team’s strengths
  • Your team’s potential blind spots
  • Your individual contributions to the team
  • Your potential blind spots
  • Team decision making approach and your preferred problem-solving style
  • Team communication and your preferred communication style
  • Team conflict and your conflict style
  • Similarity/diversity on your team
  • Organizational influences on your team
  • Team and individual action plans

Team Coaching sessions

Building a high performing team

Team Coaching is primarily focused on accelerating the process of functioning as a High-Performance Team, to ultimately achieve organizational goals. As such, it is coaching for performance of the team, to meet organizational goals and results.Based on the participants awareness about their team dysfunctions, strengths and weaknesses, they will understand the tools & techniques to overcome their dysfunctionalities by holding each other accountable to achieve the team objectives. Learning how to build vulnerability based trust, overcome the fear of conflict, and how to gain commitment of other team members .

Coaching centres around people (the team), purpose (of the team), team leadership (style and directions), process (communication flow, team structure, roles and responsibilities) and team influences (engagement with others, environment, vision and mission).

After completing the team coaching sessions, participants will be able to:

  • Realize that teamwork remains the one sustainable competitive advantage that has been largely untapped in organizations
  • Learn as a team and as a leader, how to build a high performing team
  • Understand how to overcome a lack of trust among team members
  • Identify ways to help a team move away from situations where there are false harmony, and give them knowledge of how to engage in and manage conflict as an engagement tool
  • Force clarity and closure on issues so that team members are more committed
  • Help team members and show the ways of confronting difficult issues so that they can hold each other accountable.
  • Link it all to achieving organizational results
  • Follow a clear concise and practical guide to using the five dysfunctions model to improve your team
  • Understand steps to be done to achieve the real power of teamwork

The content of the team coaching sessions would depend greatly on the results of the team diagnostics

The foundation for the sessions will be the ABAMI Effective Team Member model.

There are variety of modules that would be covered:

  • Self & Team Awareness
  • Building Credibility
  • Awareness of Emotional Intelligence
  • Stages of Team Development
  • Characteristics of high performing teams
  • Waves of Trust
  • Building Relationship Trust
  • Understanding Conflict
  • Achieving Commitment
  • Embracing Accountability
  • Achieving Commitment
  • Influencing others
  • Aligning the Team
  • The Power of Organizational Trust

Building a High Impact Team Leader

The ABAMI foundation for the Leadership Development is the High Impact Leader model
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The ABAMI foundation for the Leadership Development is the High Impact Leader model

The recommended modules to be covered are:

  • The Role of the Leader in Engaging the Whole Person
  • Leaders Role in overcoming Team Dysfunctions
  • Building a Culture of High Performance
  • Communicating with influence and Gaining Commitment
  • Planning & Organizing
  • Problem Solving as a Team
  • Aligning the team towards achieving results
The ability to know one self, what motivates me and drives me to success.  My values, aspirations and my vison of me.

The first step to effective leadership is knowing oneself. Self-Awareness is essential to allow leaders to lead from their inner strength whilst confronting their weaknesses, developing their strengths and building healthy relationships built on trust. Knowing and leading self allows leaders to stay open to new ideas and constructive criticism. While being aware that the development journey is a never-ending exercise.

By looking inwards, we look at one’s preferred style and the strengths and weaknesses associated with their preferred style. This creates awareness for areas of development or understanding where complementary talent is needed. Leaders will be guided to become aware of their own inner core values, talents and competencies allowing them to understand the source of their personal credibility and to lead effectively and consistently from within.

 
Inspiring a common vision and instilling a winning organizational culture.

Once you can lead self, you can now connect with and lead others. In this component, the leaders develop their ability to build meaningful relationships with their peers, their team members and their leaders to obtain the best results. To enable leaders to do this we equip them with an understanding of team dynamics, emotional intelligence, conflict handling, influencing skills and an understanding of the concept of the whole person. Leaders develop their talent to deal and appeal to different people in different situations to help them to evolve.

 
Adapting your leadership style and behavior to engage, motivate, develop and influence others

The leader’s role is to ensure the organization is agile and resilient to deal with the myriad challenges of a fast-changing environment. In this aspect, we focus on building the leader’s ability to align his team with the organization’s vision and strategy. To develop the direction, communicate it and align others to it. And when circumstances change, redirect the organization to a new more effective path to achieve the desired results. All the while building a positive performance based culture.

 
The ability to not just foresee obstacles in the distance, but be adaptive enough in the market to continue to meet customers growing needs.

This component focuses on the leader’s ability to read and influence the landscape while adapting the organization’s direction accordingly. To be aware of the global as well as local trends, and can be adaptive to make the organization ready to respond appropriately to remain at the forefront. To always be focused on meeting customers growing and escalating needs, and finding innovative ways to respond to the market dynamics.

 

Six Critical Organizational Elements

Defining Clarity between the team on the six critical organizational elements

In order to drive the organization towards health, the team must obtain clarity around the most important questions that stand at the foundation of the organization. These six critical questions will be addressed during a team retreat through discussions and activities lead by our expert organization health consultants and using the input from all the stakeholders. The six critical questions that will constitute the playbook are: