Teamunity™: Compassionate Values Alignment is the team coaching process for the executive team’s unity and immunity.
1. FOR WHOM
For executive teams showing any or more of these symptoms (‘elephants’):
🐘 A shared feeling that the team is failing
🐘 Doubts about the competency or credibility of the team leader
🐘 Rivalry, enmity, or even open conflicts among group members
🐘 Issues of poor performance
🐘 Poor interpersonal behavior
🐘 Competition for power, succession nomination, or for promotion
🐘 Issues of status (some roles being considered more important than others)
🐘 Feelings of being bullied, overlooked, or otherwise disrespected
🐘 Issues around fairness
🐘 Favoritism on the part of the leader
2. DESIRED CHANGE
Any of the above-mentioned symptoms represent fear. They are rarely outspoken, resting in the back of team members’ minds and impeding their engagement.
We call this ‘cultural entropy‘; it represents the creative energy lost in a team due to fear, conflicting values, and internal trade-offs. In other words, inauthenticity leads to fears that lead to apathy that leads to failure.
The entropy was statistically correlated with performance levels (financial and engagement-wise). A decrease in team entropy (an increase in team unity) leads to a three-fold increase in performance indicators.
3. WHEN IS SUITED
The following negative situations and contexts are favorable to investing in Teamunity™:
- there is a new leader of the management team, or the team significantly changes its structure
- the team is failing the expected results
- the team shows signs of a toxic culture (distrust among the members, poor interpersonal behavior, competition for power)
The following positive situations and contexts are also favorable to investing in Teamunity™:
- signs of team success, needing consolidation
- a new project needing objective, external accompaniment
- merge of two companies and forming a new, mixed team
The main reason for Teamunity is that it produces visible, measurable, and sustainable results, translated into:
- greater unity of the team around shared desired values and needs (decreased entropy, increased harmony)
- stronger performance (deadlines observed, decisions taken, positive impact on the business, improved internal branding)
The typical management team has an entropy level between 15% and 27%. An optimal level of entropy is 5%.
VALUES – THE FOUNDATION OF CULTURE
When your people thrive, your organization thrives.
Which is why building your optimal culture begins with understanding the values at the root of it. Values – conscious or unconscious – are the motivation for every decision made or action taken.
Employees have their own values when they walk in the door, and they are influenced everyday by the values they experience in your organization. Understanding the values currently at play is essential to put your wanted culture into action.
This is where our approach is uniquely effective. We have pioneered and continue to perfect ways to discover and activate your values to forge a targeted, measurable path towards a thriving culture.
As a leader, you make decisions and manage employees, of course, but you are also a de facto cultural leader. Consciously or not, your manner and behavior convey a wide range of cultural markers and set the stage for a healthy or dysfunctional organization.
It is no wonder then that leadership development is an essential part of cultural transformation.
We use Barrett AnalyticsTM to magnify leadership effectiveness by helping them recognize their true cultural impact and embrace an authentic leadership style. Leadership Development grounded in values-based insights builds the skills leaders need to:
- Work more effectively with their leadership team
- Better utilize the “soft skills” necessary to create a truly fulfilling and productive workplace
- Engage with integrity and authenticity, the basis of trust
- Find greater satisfaction, meaning, and connection in their work
- Online (offline not mandatory)
- Initial and final audit of team culture with Barrett Analytics™
- Regular accompaniment of team meetings, extended to include team coaching
What happens during Teamunity:
- an initial cultural audit of the team takes place, surfacing shared desired values and existing team entropy (actions based on individual ego and fears) – this is an example of such an audit
- based on these values, members define and clarify their meaningful collaboration and performance goals in terms of interpersonal behavior
- the coach accompanies the team in live interactions
- giving minimally invasive feedback on the behaviors against the desired values
- gently nudging the team towards more self-awareness of the desired values and set goals
Culture transformation starts with measuring your current culture and the desired culture. This understanding is gained through Barrett Analytics. We use Barrett AnalyticsTM because they offer the proven, customizable assessments used by thousands of organizations worldwide. Understanding culture with shared metrics gives you insight to how to intentionally develop it.
Barrett Analytics are widely recognized for their ease of use, detailed diagnostics, and meaningful insight. They are based on proven methodology and perfected over more than 25 years of real-world experience, used by thousands of organizations and leaders around the world.
THE BARRETT MODEL™ – click here for a one pager
The Barrett Model is the breakthrough work of Richard Barrett. Inspired by Abraham Maslow’s Hierarchy of Needs and tested over more than two decades of real-world experience with thousands of organizations, the model identifies the seven areas that comprise human motivations. These range from basic survival at one end, to service and concern for future generations at the other. This is a research paper on the theory behind the model.
It provides a proven and extraordinarily useful map for understanding the values of your employees, leaders, and stakeholders. Even better, it offers a means for creating more supportive and productive relationships between them, and a deeper alignment of purpose across your organization. This is an article of what the application of such an audit may produce upon the engagement in an organizational environment.
And here you may watch an in-depth explanation of how the Barrett Model™ is put to use for your benefit.
The group coaching sessions gave all participants the opportunity to get to know each other better, to collaborate better in this team, to be comfortable with each other, to open up to each other and, last but not least, to to establish a degree of trust as high as possible.
It is certain that we had the opportunity to see better “one in the other’s yard” and to learn from one another.
George created the context, put on the table the points to improve and the strengths observed during the meetings, offered an outside view of the way of working, giving everyone the chance to correct/change/improve their way of working and the degree of involvement. He highlighted the “unexplored areas” with possible impact on the results, and structured the way of working.
The collaboration with George was beneficial in the development and correlation of our group with regard to the vision, conception and approach to all the challenges we will encounter in our mission. At the same time, I can say that, following the meetings with George, our group reached another level of psychic and emotional interaction.
In conclusion, I strongly recommend meetings with George for a better, correct development of a team of this level. (HRD automotive industry)
I had the opportunity to meet George as part of a development program for management team. George is a great coach, trainer and facilitator, very structured, results oriented and with an extraordinary ability to customize the way he delivers the results, according with the typology, learning style and the need of the client. We are at the beginning of a beautiful collaboration and definitely a long lasting one. I warmly recommend George to anyone interested in personal and organizational development. (HRD automotive international group)
We have been working with George for training and coaching sessions for 2 years already, and he is a great partner to us.
As HR, I appreciate the great flexibility he shows in designing the programs and adapts the content to suit our development needs, because he really understands our company culture. I can feel he goes the extra mile and is personally engaged in our partnership, challenging also himself to deliver even better programs.
The participants appreciate his charisma and informal approach, incredible creativity and especially his challenging style that pushes one out of the comfort zone in order to grow.
It is a real pleasure to work with George and to see how the employees develop in time thanks to the programs they did together! (HRD transportation/ logistics European group)