The inner teamwork can be a great advantage or constitute an Achilles Heel for the organization. A team, as the name implies, teams up a number of different people. It can sometimes be heterogeneous, sometimes homogenous & is always overflowing with various challenges, both professional & interpersonal. Organization that succeed in instilling good values into fruitful teamwork benefit twice: They both benefit from employees who appreciate the workplace & demonstrate loyalty to it as well as succeed in accomplishing even greater achievements. How can such teamwork be created? According to the model we developed, you must first of all absolutely adapt the establishment of the team and its character to the team’s main task.
Building a Team
The team-building plan is intended for teams that are at the beginning of their joint path. The goal of this plan is first and foremost to jointly define the goal of the team and to afterwards assist in the establishment of very important infrastructures, which include conventions for working relationships, perceptions of a position, interfaces and work processes. Combining all of these together leads to pleasant and efficient teamwork. As part of building the team, our team of experts places a great deal of emphasis upon the administrative “Credo”, definitions of the various positions vis-à-vis the reciprocal level of expectations, correct working processes and work mechanisms that help the team to grow within the organization.
First of all, it is important to know: since the team development process is a constructive process that aspires upward, it is obviously intended for a high quality and “functional” team as well and not necessary for teams in a crisis.
When we approach team development, we examine a number of variables that include how the existing team conducts itself and whether its work patterns are good or whether it is preferable to perform certain processes in another manner? In an overwhelming majority of the cases, we find that each teams has its strong and weak points. It is worthwhile to analyze these in their entirety in order to understand the best way to leverage the good points even for those that still require building and strengthening. The team development process is tailor made for the existing organic team at all levels (from the manager and the team of employees reporting to him to the company’s executive level) and is conducted with the full cooperation of the team members. During the process, we place a great deal of emphasis upon formulation of a work perception, analysis of the internal and external environment and establishment of guidelines for organizational priorities. Since the team development process is led both by the unit manager in your organization and by an expert consultant acting on our behalf, prior to the beginning of the process we thoroughly prepare for the joint work with you.
Developments of Multi-National Teams
In the global reality in which we live and conduct ourselves, teams will frequently include members from a number of different countries. In addition to the regular difficulties the teams encounter on a daily basis, these teams contend with unique challenges stemming from cultural differences, differing time zones and remote management. Gaya’s consulting teams (as well as Gaya Europe) are very experienced in the development of global, international teams and do so while creating and establishing trust and clarifying the joint goal. Development of a multi-national team demands a great deal of sensitivity, relating on the one hand to all of the cultural differences but is cautious on the other hand of sliding into stereotypical biases. At the end of the development process, the team takes upon itself binding decisions for the building of management and communication mechanisms that are adapted to the various cultures and the physical distance.
Development and Accompanying of Management Teams (and Global Managements)
When we work on the development of teamwork at the management level, the emphasis is usually the achievement of the organization’s business objectives, the organizational culture and the managerial perceptions in the organization as well as development of the work of the management team. Accordingly, development of the management team focuses upon the formulation and precise selection of the processes that need to take place in order for the organization to meet its business objective, the most common of which are:
- What are the Key Success Factors in the management team’s work?
- Which currently occurring processes in the management team’s work promote achievement of the business objectives and which hinder them?
As part of the team develop process, we analyze the internal and external environment. Analysis of the internal environment allows us to identify the weaknesses that constitute a challenge and the strength that can serve as a tool for achieving the desired future. By comparison, analysis of the external environment hands us the tools to organize the information on the competitive environment in which the organization operates in order to examine the extent of its capability to handle and influence it.