Organisations large and small have their own set of challenges to maintain harmony, co-operation and a common purpose amongst their people. Often teams are large or spread out across multiple sites.
If you have people pulling in different directions, not communicating well or perhaps not co-operating with each other, the consequences are not good for business.
Ingrained attitudes, perceptions, and even prejudices can be difficult to dispel.
It’s a challenging area where a sophisticated application of action learning has proven to be very effective. With the help of a highly skilled action learning facilitator, we can bring your groups together for a positive experience of confronting their differences. Team members can begin to understand one another and work in collaboration to resolve issues and challenges within the business.
What happens in an action learning set? Our action learning sets create a safe environment in which all participants are fully engaged in the process. This may involve exploring team dynamics at the outset, to identify any known issues that need to be resolved before the team can really begin using action learning. Only then are they ready to make the most of the opportunity for change.
Objectives might include topics similar to the following:
- How to make your team meetings or away days more effective
- How to learn from each other
- How to have the important conversations that really matter
- How to build relationships and use your time together to focus on the ‘wicked’ issues
- How to address common concerns and take action to resolve them
- How to improve feedback skills and honesty in your team or partnership
- How to break down barriers that hold back co-operation
By building confidence, allowing individuals to air their issues and frustrations, reflect on problems and question methods, you can expect to achieve:
- A team that works together, shares learning and whose members support each other
- Greater recognition of skills in the team
- Motivation to work together to improve team performance
- Improved and faster project outcomes
- Team creativity and collaboration for resolving issues that had previously been seen as an individual’s problems
- A stronger, more proactive contribution to the organisation’s strategy
This approach is particularly pertinent to teams working across a number of different locations. Teams that don’t have the opportunity to meet and interact regularly find the process invaluable for creating team bonds that would otherwise be missing.
The organisation itself stands to benefit from a stronger sense of purpose through its key employees. Participants acquire new skills, enabling them to communicate more effectively and gain support and co-operation from their peers.