If Albert Einstein describes Insanity as “doing the same thing over and over again and expecting different results” then why do organisations insist on delivering the same learning and development activities while still expecting capability development, greater employee engagement and improved performance? This is something I have pondered for a while...
Many organisations today are lamenting the dearth of "high potentials"; those future leaders who can lead them to success well into the 21st century.
According to Keith Sawyer, research psychologist and author of "Zig Zag: The Surprising Path to Greater Creativity", coming up with good ideas is a skill that can be practiced daily, to solve life's problems as well as discover its opportunities.
Recent updates to our Online Activity Centre (OAC) means Team Management Profile accredited facilitators can now give their TMP learners another simple tool for measuring project performance.
There are often good reasons for measuring the performance of a team, in relation to a project they are undertaking or have completed. Project performance evaluation does not need to be complicated; it just needs to be done. Evaluations benefit both the project team members as well as the organisation. It’s a great opportunity to recognise success and areas for improvement for future project performance.
The dumb get confident, while the intelligent get doubtful.
That's the conclusion that David Dunning and Justin Kruger came to when studying people's perceptions of their own talents; what has now become known as the Dunning-Kruger effect. Under-performers tend to overestimate their abilities and top performers tend to underestimate their abilities.
Here, Lencioni discusses team versus individual status to remind us of how critical team goals are.
An unwavering commitment to team goals is what pulls the team together. It is what separates a collection of individuals from a high performing team. It is what makes the whole greater than the sum of its parts.
Accountability not only means being answerable and responsible for your work, but also being able to take constructive criticism when required. It is all about the results.
Effective delegation of tasks initially will improve accountability and therefore outcomes. For this again, we need look no further than the Team Management Wheel, which tells you what people prefer to do at work and how they like to do it.
Commitment to a team goal comes from commitment to team members, which in turn is born through understanding, acceptance and trust.
It is also the result of valuing individual difference. All people are capable of contributing equally to team performance, in different ways. The Team Management Profile (TMP) accurately pinpoints how each person can contribute most effectively, allowing you to delegate and organise work more productively.