How Teams Operate when Management Isn’t Looking
Sustainable success is beyond skills, experience, leadership and company culture
We’ve all seen it. A great collection of skill sets, strong resume experiences, qualified leadership, nice team building and culture initiatives……yet the team struggles to work together. Managers spend too much time “managing” and far too little time “leading” and facilitating innovation. On the contrary, a group of less talented and unqualified people operating in windowless, basement or garage office space can change the world.
Left to their own devices, teams self-organize, employees take on ad hoc roles (some good, some obstructive) and the team direction can trend toward a set of individual agendas. Strong team chemistry starts with employee relationships, not policies or programs. We all know from our own experience that engineering relationships is unsustainable. However, understanding employee relationships and the way a team is naturally evolving is key in taking decisive actions that will create long term success for the employees, as well as the whole organization.
Strong team chemistry is unpredictable and largely an accident when it happens. Many tools exist for managing candidate resumes, individual performance, personality profiles, leadership assessments, employee engagement, and company culture. These provide great data, but offer few insights into creating strong chemistry among a group of disparate personalities, diverse backgrounds, and varying viewpoints. Rather, we’re provided with lots of information that is isolated and not actionable in affecting the real inner workings of the team. This data could be far more effective if we had visibility into how the team operates beyond the org chart and when management isn’t looking. Targeting where strengths and challenges reside within the organization provides a hidden competitive advantage and enables a multiplier for existing organizational initiatives.
OrgAnalytix provides a platform for easily collecting important interactions between employees by simply asking them 6 easy questions (5 min). No ratings, no rankings, and no need for politically correct (or condemning) answers that bias the findings. Sophisticated algorithms provide customized insights into how the team interacts on important business dimensions, as defined by the executive team. Results also include org chart impacts, individual alignments with key management objectives, key team influencers and employee attrition risks.