From DJ’s hand,
Showcasing Dr. Marcia Reynolds, the Training and Certification Director of the Healthcare Coaching Institute.
Dr. Reynolds is a leader in the coaching industry and we thought to share her thought provoking five minute talk at this week’s Conversation Among Masters conference in Lake Geneva Wisconsin. Click this link to check it out!
From DJ’s hand,
“I have had a theme, a vision board, and a journal that begins the first day of every year and that depicts my inner longings, or my platform for growth. Often these are simple, one word - such as a year of independence - – or a phrase such as this is my year for kindness or a year of abundance and appreciation. I imagined Oprah reading one of my books one year and placed her photo and my book on my vision board. I imagined the companies I want to work with allowing us to create change initiatives and coach their teams. I visualized the places I would like to travel. After watching the endless football last year and seeing the kick off team chasing the receiving team I declared I was tired of directing my focus to always driving things and I simply wrote the words I watched a captain of a superbowl team say, “I will receive!” and then quickly added blessings so the Universe would get it straight. ‘We receive blessings’ has been our theme for the past two years. And if you asked me how that is working for me, I would tell you – great!”
See the blog post below from our colleague Dr. Cindi Ackrill for some tips on how to make this work for you!
Cindi Ackrill, MD – The Power of a Theme!
How can you use a “theme” to support your growth and performance?
By repeating it over and over and over and over–upon starting your day, in response to the demands of the day, upon ending your day, and when evaluating each and every move of your day. Tape it to the mirror; sticky note it to your laptop; use it as the screensaver on your phone. It becomes a mantra that repeatedly brings your attention to your intention.
Repeated attention to intention builds connections between the neurons that support that intention. Minute to minute, your thoughts, feelings and actions direct the connections created between brain cells. Our brains are constantly remolding themselves. Focusing on a theme is a way of directing that constant building and pruning to create pathways that support the habits, beliefs, thought patterns, behavior choices, and ways of being that align with our intention. Neuroplasticity in action! This is far more powerful than stating a goal and relying on willpower to undo the habits that sabotage that goal. Willpower wears thin with any challenge.
With repeated attention to intention we build greater awareness, shift perspectives, change our beliefs, strengthen our skills, and build habits of thought and behavior supported by strong neural pathways. We begin to see more opportunities to make choices in line with that theme, and we gradually shift our identity toward a more intentional way of being.
Dr. Ackrill is a graduate of Duke University and the University of Maryland School of Medicine, a Fellow and Board Member of the American Institute of Stress, a charter member of HeartMath, and a former board member of the International Society of Neurofeedback and Research. A certified Wellcoach® and Wellness Inventory coach, Dr. Ackrill has also completed training in advanced executive coaching, positive psychology, intrinsic motivation, peak performance coaching, Team Advantage®, and mentored in organizational effectiveness and leadership development. She is affiliated with Pyramid Resource Group and is a member of the International Coaches Federation and an affiliate of the Institute of Coaching of the Harvard Medical School.
Imagination
June 21, 2012 by Bobbi Gemma
From DJ’s hand . . .
When we work with teams we facilitate an exercise to prompt them to think of an outrageous outcome and envision that outcome playing out over the course of a few months or years. Seminal leader in the Coaching World, the late Thomas Leonard once said, “DJ, you only have three resources same as everyone else… time, creativity and money. In the absence of money, you do more with the other two.’ That statement was permission granting for me. He made creativity as valuable as any other resource I had or needed to make a great business. Tapping into imagination is the most special gift of being human.
Our colleague and master coach, Bobbi Gemma writes about imagination….
Ever catch yourself mentally off somewhere? Ever just stare off into space and picture life as you’d like it to be? Ever had some flash of brilliance and played it out in your head to see what it could become? When you snapped back to the present moment, did you feel like you’d just wasted good productive time? Imagination, creativity, innovation is just what we need today. We need new ways of doing, growing, developing, making, servicing, responding, relating, communicating, supporting, leading, managing. A man who worked for years in a think tank used to tell stories about sitting back, feet propped up, staring out the window for long periods of time. And the developments that came from that environment changed our world. Let your imagination run free; play with outrageous ideas. You never know what the outcome may be!
Stop for a minute and write your most outrageous idea about something you wish for or want to manifest on a piece of paper and tape it somewhere visible – to your computer screen. Watch what happens! Let us know what you do with this challenge!
From DJ’s hand –
The word “competition” is from Latin origins, “cum-petere,” meaning “coming together – or striving together – to petition and recognize excellence.” Somewhere along the line, we lost this meaning and competition became something that we did to decide winners and losers, victors and victims – somewhere as early as Kindergarten. I am wondering what would happen if business leaders and politicians remembered the lessons from their elementary school field days. Or maybe that is where they learned to be competitive at all costs. Read this observation from Stacy, our director of business development and super mom!
Observations from Kindergarten Field Day
June 8, 2012 by Stacy Lindley
This week I had the opportunity to volunteer at my 6 year old son’s elementary school for Field Day. I had the hula hoop station where kids held hands in a circle, and without breaking the circle, moved their bodies through the hula hoop. The adult volunteers were given written instructions and I noticed that for grades K-2, they wanted us to encourage the kids to work together vs. competing with the other teams. One of the other parents thought we should definitely have them compete after they had a chance to practice. During the practice round with my very first group, I was relieved to see how much fun they were having: there were smiles on their faces, they helped one another and they laughed a lot, especially when someone twisted their body around like a pretzel trying to get the hoop over their head. Unfortunately, this DID NOT last. As soon as the other mom instructed, “On your mark, get set, GO!!” the kids began jumping up and down, screaming at a deafening pitch. The child who was supposed to start was absolutely frozen – his teammates were screaming his name followed by Hurry Up! GO! GO! GO! As the hula hoop painfully, awkwardly and slowly passed from child to child, I noticed their attention was on how the other teams were doing instead of helping one another. A fight nearly broke out between two boys on our team when they got tangled up like a pretzel…something that was hilarious to them while they were “practicing”. In the end, our team finished after the others and my heart broke when a little boy on our team screamed at the others, “We SUCK!” I couldn’t believe it – we were breaking the Field Day oath we all had taken 10 minutes ago: Demonstrate good sportsmanship. Be supportive of one another. Have fun. The other kids looked totally defeated. They had been having so much fun, working together and the object of the game was enough for them – but it wasn’t enough for the adult volunteers. We turned it into a competition and crushed the teamwork, the fun and their spirits. I walked over the other volunteers to suggest that we not make it a competition. I referenced the written instructions for K-2 kids and conveyed details of what had happened with my group. They didn’t have the same observations and felt it wouldn’t be as much fun without the competition and so it continued. My next group finished before the other teams and then instinctively began screaming at the other teams, “We won! We won!” I quickly redirected them to high five one another and celebrate their team work. Thankfully, we had a shift change and the new group of volunteers had no interest in making the kids compete. The energy totally shifted – the smiles, team work and fun returned. They even came up with creative ways to play, “Let’s try it with all five hula hoops at once,” one kid suggested. “Yeah, yeah” the others agreed. They quickly mastered this new challenge and then practiced hula hooping, each taking turns and demonstrating new moves.
As I left Field Day and drove to our Team Advantage Certification training, I couldn’t get the drastic change that I had witnessed off of my mind. Are we really designed to work together but at some point taught to compete with one another instead of work together? When I arrived at the Team Advantage training, one of the participants provided an update on what I had missed during the game experience – her group had quickly completed what they were supposed to do but then didn’t help the other team accomplish the mission, to which I replied, “Shocker!
I suppose it is really true that we learned everything we need to know in Kindergarten and if the adults could learn to play again, they might learn a thing or two as well! That is one of the things we accomplish in the Team Advantage… through games, simple games!
From DJ’s hand…
We hear a lot about collaboration these days. It lives in the tenets of corporate mission statements and leadership competencies. I love that Pyramid colleague and Master Coach Marcia Reynolds has taken a different view (which she often does in her writing) to note that striving for collaboration, while typically a good thing, can kill innovation. Note that she mentions the Team Advantage addresses all sides of collaboration – - which it does. For more information about the next training for the Team Advantage, click here.
And note as our current clients do… that you can accomplish a new reality in a very short period of time if you innovate and communicate in new ways. Read this post to prompt your best thinking…
When Collaboration Kills Innovation: 5 Time Bombs to Surface and Defuse
December 31, 2011 by Marcia Reynolds
Your efforts to promote collaboration could be killing innovation.
Collaboration is the hot word today, which means leaders and teams are expected to know how to do this. So we train people on how to honor everyone’s strengths, how to include different perspectives in decision-making and how to celebrate team milestones. We push people to say “we” instead of “me.”
Knowing how to collaborate is also handy for families, volunteer groups and team sports.
Yet the “rah-rah” of teams may mask the shortfalls of teamwork.
In a brilliant article recently published in the Harvard Business Review, Nolifer Merchant brought to light Eight Dangers of Collaboration. Subtle and sometimes invisible blocks to team productivity include:
• the fear of speaking up against the majority
• subtle tribal behaviors of inclusion and exclusion
• slow reaction times as problems are talked to death
• team assignments create more busy-work for already overworked people
• conflict avoidance so as not to rock the boat
• watered-down solutions
• lack of accountability
I am often told to keep my training positive. Negative views bring down the energy. Regardless of how it makes my participant feel, I think it is important for teams to answer the question, “What will stop you from succeeding?”
In my doctoral studies, one of my professors shared some additional time bombs that can kill collaborative efforts:
1.Hand-clasping – When one or two strong members agree with the leader no matter what, forcing others to align with their decisions.
2.Majority voting – When the majority silences the minority without fully hearing their points of view.
3.Collusion of rebels – When a number of members resist the leader’s decisions no matter what or they question the leader’s action enough to slow down the process to an inefficient pace demonstrating that the team is as useless as they predicted.
4.Near Consensus – When some members don’t have all the details but the solution sounds good enough for them to go along with the others. This could lead to groupthink and possible serious errors.
5.Village Idiot – One person’s ideas are continually ignored or killed without any consideration.
In the 1980’s, I worked for a computer company that was sold to a group of four Harvard MBA graduates. The company was having difficulties shifting to the new smart computer technologies. The new owners thought they would fix our problems by creating cross-functional teams to make decisions. In a culture where departments didn’t get along and there was no corporate training, this grand experiment failed due to the collusion of rebels. The company went bankrupt a few years later.
My next job was to help take a floundering semi-conductor company out of near- bankruptcy. We re-organized into cross-functional teams based on business units. Based on what lessons I learned from the Harvard leadership team, I created a team training program that taught both the light and dark sides of collaboration. This allowed the team to surface and resolve resistance, poor decision-making, and unproductive practices. The team training was recognized as one of the key contributions when the company went public and became the top IPO in the United States in 1993.
Collaboration can increase creativity and innovation as people build on each others ideas. Collaboration can increase team spirit and motivation when people succeed together. The younger generation of workers tends to thrive in collaborative environments.
To make collaboration work, people need to be trained on both how to do it and what to watch out for.
A great program that addresses all sides of collaboration is The Team Advantage by my colleagues at the Pyramid Resource Group.
You must go into any partnership or team with your eyes wide open. All participants should have the “language of dangers” and feel safe enough to point out the possibility of these hazards occurring.
Highly productive teams know where they are vulnerable so they can bring problems to light and commit to moving on to create a more open, respectful and enjoyable experience.
Meet Marcia on our Coaches Page >
Bless Your Heart, Jack Welch (and Thanks a lot!)
By DJ Mitsch, MCC
I am not sure if it was in the tobacco fields, my first sales job, my broadcast management roles, my last leadership position, or my entrepreneurial venture with my husband that I learned firsthand that women don’t really need to work harder or longer hours. . . they need to learn to ask for what they want and need. In my experience and in my observations as a coach of both men and women over the last 20 years, women are the last to leave the field, the barn, or the office because, as a rule, they hate to leave work undone.
Jack Welch, often proclaimed as the performance management guy who made GE profitable two decades ago (and took all the credit) was lambasted this month after a speech at the Women in the Economy conference held by The Wall Street Journal last week; Welch, standing by his ” third” wife Suzy, told a group of women that the only thing that would aid their advancement is getting results. “Over deliver,” he said. “Performance is it!”
You might imagine how the attendees of the conference reacted. I overheard the comment at a reception for Dress for Success where a volunteer and executive with a global company exclaimed she felt gut punched and wanted to do the same to him.
What I see in Jack Welch is an icon of the old guard, a dying breed, and someone who is out of touch with what other executives are finding as a key to success – not just in hiring and promoting women, but in accessing the wisdom that comes from a feminine energy of vulnerability and receptivity to change. That energy is true for both genders.
Five years ago, Pyramid was invited to work with the top female leaders in a pharmaceutical company that wanted to address the gap in ratios of women to men leaders at the second and third line leadership levels. We developed a program entitled Accelerated Women’s Leadership Development Program (AWLD) to coach 92 women who had been identified as top talent. 78 of those women were promoted over the course of four years. Among the findings, most of these women relocated easily because they were the head of household and stay-at-home dads made the move easily or spouses with careers offered to change their jobs too. Most of these women were not interested in job titles rather in their ability to do something significant and contribute to making patient’s lives better due to the therapies the company produced. We learned that many hesitated to raise their hand to ask for a promotion, because they trusted leaders above them – mostly men – to notice if they delivered that high level performance that Jack speaks about. When they were overlooked they became resentful. We started our work by teaching them to ask for what they needed and wanted and to let go of the resentment or anger for things past. We challenged them to see the life lessons in each situation. When they shifted their mindsets, learned to ask for what they deserved and ultimately learned to trust themselves, they soared and were quickly promoted. The fellows around them became champions of the program and often looked for new leaders to promote from this group of talented females.
Most women don’t care about climbing the corporate ladder in their Jimmy Choo Shoes . . . they don’t care if they are the highest paid, or have to work late or harder to get things done. They care about making a positive difference and they – make that WE – care deeply about a sense of community. That community of women sustains us.
Jack Welch is married to his third wife, a woman he had an affair with while still married to his second wife who was an attorney with a prenuptial that paid her a reported $180 million dollars. She must have read Smart Women Finish Rich. He doesn’t have a great track record with women . . . or maybe he does. Maybe he really loves women if we would just learn that to get ahead, we need to learn what is meant by performance.
So “bless your heart” (for the real meaning click here) Jack. You are part of an old regime of executives destined to be remembered for the money you made, your philosophy on shareholder returns – how to fire the bottom 10% and reward the top 20% – which changed the face of American business in the 1980s and 90s and perhaps gave us the foundation for the work we do as coaches to restore the heart and soul in business in this day and age. And for that, I say “Thanks! Thanks a lot!”
Team Experience – A Link to Legacy
By Doug Leland, MCC, MBA
The experience of participating on a high performance team has as much (if not more) to do with life skills, leadership development, and legacy as it does with goals achieved by the team.
I encourage you to read that sentence again. It took me a long time to understand it.
From an early age I was introduced to the world of teams, and then immersed in environments of leadership. From captain of high school teams to the leadership lifestyle of the Naval Academy to corporate positions and assignments, all spoke of teams and leadership. Few, however, especially in the corporate world, spoke clearly or convincingly of what team participation and leadership is, why it’s important, or how to encourage, develop, and sustain it.
Too often I found corporate training programs ill-conceived, even if well intended. Too often the emphasis was on getting people to get along by analyzing personalities in effort to sidestep shortfalls, or develop workaround strategies that struck me as manipulative.
Many models had teams sharing a “coming-together, trust me experience,” though lasting benefit often fell victim to early expiration dates, because no one learned how to extend the shelf life. Too often the desire for improved team performance suffered when promotion, reorganization, or separation of a team member upset the equilibrium of a team that just learned how to get along — too often the team wasn’t prepared to invite and engage new members. Lacking the experience, skills, and knowledge to further the team’s objectives amid changing teammates and dynamics, many (most) would drop back to familiar patterns, as would the performance of the team.
I hesitated to participate in furthering any of these dynamics. I did not want to confer leadership merit badges on those seeking to check boxes nor did I have interest in spiking the adrenaline of a team knowing there was insufficient substance to avoid the inevitable let down and disappointment ahead. There were (and still are) times when I question the business objectives of teams and whether my personal integrity is in peril if I support teams in reaching these objectives.
For all these reasons, I resisted facilitating leadership and team development programs, until …
Until, I shifted my perspective.
Reflecting upon my years in sports, and those as a Naval Officer and corporate executive, I realized that the brightest and most memorable moments were those as leader or teammate on what I considered a high performance team. The actual objectives (no doubt important at the time) are now forgotten or fuzzy, but the experience and sense of deep satisfaction remains clear and present. This is the most important product of experiencing high performance — knowing what’s possible and how to replicate the experience.
In any endeavor pursued seriously, there’s a point of high achievement … this is where the bar is set. From that moment forward you have means for orienting around a heightened sense of what’s possible and enhanced skills for pursuing what others may deem improbable.
Teams, colleagues, goals, and objectives will come and go. The life lessons, however, from attaining and experiencing high performance — as leader or team member — last a lifetime. The wisdom gained from shared experience, enhanced expertise, elevated confidence, and procurement of practiced instinctual skills inherent with high performance, undergird all great legacies. This is the experience and contribution of Team Advantage, which is why I’m back, and fully engaged with shifted perspective and renewed energy.
About the author:
Doug is an executive coach, team development facilitator, health enthusiast, and author. He has over 10 years of coaching experience and works with senior executives, business owners, and individuals in transition. Doug has specific expertise in the healthcare field where he spent 15 years in management roles focused on the tensions between medical care costs and quality. He has a special interest in health and wellness which he practices and encourages, believing that reasonable, responsible, and sustainable approaches to healthy living offer gateways to a balanced and fulfilled life. Doug is a graduate of the US Naval Academy and holds an MBA from Northeastern University.
Wow Factor #3: Sustainable Change
By DJ Mitsch, MCC with Lynn Hays of Haysmar Research Inc.
This is the final post in a three-part series about the impact of Team Advantage from our recent research project.
Question: “Do training and other development programs really work, and are they sustainable?”
Prior to starting the Pyramid Resource Group in 1994, I was a General Manager and a sales manager of radio stations and sports networks. I often purchased training programs and hired consultants for programming and sales as well as for leadership development. Like other leaders, my experience of buying expensive training programs and sending folks to sales rallies or events was good, but short lived. The best I could hope for at this time (during the 1980s and early 90s) was what research told me…that only about 5% of what folks learned would be retained and used. Employees felt good after an event. They enjoyed the time to reflect and learn more about themselves or others, but it was difficult for leaders to gauge the impact or return on their investment.
Part of my personal mission since developing Pyramid’s programs with Barry and the coaching team has been to identify ways that the profession of coaching creates sustainable impact. I intended to show that coaching could provide the missing link between content and adaptation or execution of learned behaviors.
To summarize, our intention for doing a research project over the course of 24 Team Advantage games, was to identify if team coaching could drive behavior changes, which are at the heart of significant organizational change. We innately knew through our anecdotal stories from following teams we had coached that our participants felt they had been impacted by the experience. Teams had achieved extraordinary results from games centered on thematic and strategic goals that the teams created, including: changing business models; reorganizing a company; achieving their company’s highest sales award; and improving their ranking in competitive sales organizations. We had seen amazing results for close to two decades, but we had no scientific data to support what we saw. So this opportunity to measure the impact was welcomed.
The third WOW factor we learned from the research was that all improvements in engagement and leadership behaviors were sustainable after the Team Advantage process was over. Not measured but no surprise was that most of the organization’s team leaders who had worked with our coaches and managed the four-month process went on to adopt the format, the frequency of calls to check in with the teams and the skills for coaching and developing their teams long after we completed the process.
The bottom line is that there were 3 WOW factors:
1) Employee engagement increased (see blog post #1 in this series)
2) Seven of 12 leadership behaviors improved (see blog post #2 in this series)
3) All improvements in engagement were sustainable (this post)
This is what we learned about WOW Factor #3:
3) All improvements in engagement and behaviors were sustainable.
Of the 24 Team Advantage games, several concluded in July and August, and all had concluded by late October. In January, we conducted a third survey of participants to find out if the improvements we noted at the end of the games had stayed with the participants or if they had fallen back into behavior patterns from the time before they started Team Advantage. What we found was that every index score, for engagement and for all 12 behaviors, remained stable at the three-month point following the conclusion of Team Advantage. This is important because training programs are often criticized for getting feedback at the end-point of the training period while there may be excitement from the successful completion of the training and an overall glow from the attention of being singled out to participate. When you let the individuals return to their jobs and test again several months after the experience, you get a better measure of how sustainable the learned behaviors are. In this case, all improvements were sustainable, implying that an actual transformation had taken place.
Transformation is currently an overused word in the world of coaching, yet it is the best word to capture the essence of what happens when a team goes through these stages of development. Dr. Bruce Tuckman is famous for observing and capturing those as: “Forming, Storming, Norming and Performing” What we have added are the informing stage of listening to the team to create a gameplan for new actions and behaviors which results in the last stage which is Transforming – or going beyond the old form.”
The Team Advantage process is one that I created to coach one broadcasting team through the change of their business model. It worked so well for them, the company hired me to do six more in other divisions and they called it the Extraordinary Game as a result of their experiences. Hundreds of games later, we now have data that supports what our coaching team realized long ago.
This approach works! Team coaching provides the missing link between a training event and sustainable change! We welcome your comments and ideas.
Wow Factor #2: Improving Leadership Behaviors through the Team Advantage!
By DJ Mitsch, MCC with Lynn Hays of Haysmar Research Inc.
This is the second post in a three-part series about the impact of Team Advantage from our recent research project.
Question: When was the last time your company measured leadership competencies and behaviors?
I have often wondered who decides that these behaviors are the right drivers for leadership. We’ve found that large management consultancies determine what leadership capabilities could or should be, and we have also found that from one company to another, there is very little variation. Companies want leaders to be customer centric, to drive change, demonstrate business acumen, communicate well, collaborate with peers and others, build trust, continuously improve individually and, as a sustainability strategy for the company, drive cultural norms, and build teams. Some variations of these are at the top of every company’s list.
These competencies (and/or behaviors) are regularly adopted, printed in nice brochures, occasionally highlighted in a leadership meeting and about 18 months later, refined or replaced by the latest consultant’s new approach to leadership development. We have seen as many as 68 different leadership competencies outlined for leaders to hone and develop in others. And that is just crazy. Paring down to six top qualities gives leaders a sense of confidence that they can groom themselves and others to be empowered to take action, understand what they can control and align with a strategy for development.
Bottom line, “Measuring the improvement in leadership capabilities is possible with the Team Advantage process.”
During the Team Advantage process, we mentored a group of 28 change agents to deliver the team coaching process. The WOW factors from the research have been summarized in three key areas of impact:
1) Employee engagement increased (see blog post #1 in this series)
2) Seven of 12 leadership behaviors improved (this post)
3) All improvements in engagement were sustainable (next post)
This is what we learned about the impact area – or WOW Factor #2:
2) Team Advantage participants demonstrated behavior improvement in 7 out of 12 behaviors and believed they improved in all Team Advantage behaviors.
We looked at 12 behaviors: six from the client (flexible thinking, customer focus, driving change, developing people, building relationships and continuous improvement) and six from Team Advantage (self-awareness, communication, ownership attitude, collaboration, comfort in chaos and interdependency). We measured actual behavior change by asking questions that found out how participants behaved or thought in certain circumstances. The improvements we demonstrated in the research showed that seven areas significantly improved: flexible thinking, customer focus, driving change, developing people, building relationships, communications and interdependency. In other words, participants were more likely to act and think in ways that positively demonstrated these seven behaviors after they had gone through the Team Advantage experience than before. For the remaining five behaviors, none declined; they simply did not demonstrate a statistically significant improvement.
Besides determining the changes in behaviors by noting changes in the way participants said they acted and thought, we also asked participants to rate themselves on the six Team Advantage behaviors. These self-reported ratings increased for all six Team Advantage behaviors, indicating that participants believed they personally improved in all of these areas. In this case, these improvements are not so much an actual improvement in behaviors as in self-confidence, but that is an improvement in itself, particularly important for a sales force.
What we learned as coaches is this – a team really has to go through a full process of creating something that they own – in our process, the Team Advantage game “extraordinary goal” – storming through creative conflict, norming procedures, performing together so they can change their stories and transforming individually and collectively, ultimately taking ownership for the performance of the entire team.
We would appreciate knowing more about how you see leadership competencies being developed and how you think confidence can best be built in emerging talent and restored or honed in more senior leaders. What are the best leadership processes you have used or witnessed?
The Secret Advantage, part 1
By DJ Mitsch, MCC with Lynn Hays of Haysmar Research Inc.
Over the course of the last year we conducted a change process for select teams within a global organization using Team Advantage as the accelerator for team development, embedding coaching and change leadership skills. The goal of the program was to train and mentor a host of change agents who could in turn foster change leadership, continuous improvement and team development in their organization. We believed that these change processes could improve employee engagement among those who participated in Team Advantage, so we built a measurement into the process. We invite you to read and explore with us the lessons and successes from the field in this series of blog posts about some of the findings.
Here’s how we started…
The research for Team Advantage, headed by Lynn Hays, was based on a simple principle: behavior changes are at the heart of significant organizational change. Transformation can’t be achieved by thinking about or doing the same things the same way.
Our first research task was to identify the behaviors that Team Advantage was intended to influence. This was a little tricky because Team Advantage is highly personalized to the needs of the specific team. (The outstanding executive coaches leading the Team Advantage teams adjust the content to what they see is most needed by the team.) Nevertheless, we targeted six Team Advantage behaviors that seemed to cover the most significant portions of the curriculum, and we then added the behaviors that the client’s performance management system regarded as necessary for success within their enterprise. There was some overlap between the two. Being a team activity, Team Advantage is more socially-oriented, helping people interact more successfully with coworkers and clients, while the client’s high performance behaviors were more individually focused as expected with a field sales force.
After the behaviors were labeled and characteristics for each were specified, we created statements that were matrixed to each of the behaviors. The responses to these statements were intended to reveal a way of thinking or acting that reflected whether or not the person had adapted the intended behavior. The participants saw no behavior names with these statements, nor was the behavior being tested otherwise overtly identified. Some of the statements were positively stated while others were negatively stated with the intention of reducing the tendency to respond automatically.
To further strengthen the case for whether behavior change took place, the responses to the questions that were matrixed to each behavior were grouped and tabulated as a single index for each behavior. This technique is used to smooth the results among the individual questions so that changes over time for each behavior are easier to track. The results of individual questions are still provided so that changes in a behavior can be narrowed down to those characteristics that seem to have the greatest impact on the change.
That’s the how. Here is the WOW.
There were three WOWs that this research revealed. Each one will be explained in a post. The first was that employee engagement increased among the participants of the process. Employee engagement increased among Team Advantage participants, largely because they gained a new respect for working with others.
Employee engagement usually recognizes three components – people are engaged because (1) they love their job, what they do on a daily basis; (2) they believe in the company, its mission, leadership, products and direction; and (3) they respect and enjoy the people working with them. Of these three factors, the only one that can be externally affected by an experience like Team Advantage is the third aspect of engagement. And in fact, that is what we discovered. The specific engagement statement, “the people I work with adapt easily to new ways of doing things” increased by over 25 percentage points among Team Advantage participants. For this study it was one of five engagement questions that made up the engagement “score,” and although one other question, “Leaders communicate a vision of the future that motivates me” also increased, another question actually decreased by 4.3 percentage points, “Considering everything, I am satisfied with the company at present.” (The remaining two questions were unchanged during this period.) The conclusion from reviewing these responses is that engagement, as defined by the client company, increased among Team Advantage participants, largely due to the positive change in the way they viewed the other people working with them, and this was documented after they experienced Team Advantage.
That gives you a glimpse of our experience…tell us how you have increased employee engagement at your company. Have you found other ways to promote respect for others, improved communications, self-reflection and collaboration?
