Companies are paying the price for avoiding feedback. We might think we’re dodging a bullet by using self-reporting personality tests. But avoiding candid feedback can spell disaster for teams.
How do you break the ice and establish rapport quickly? How do you create a collaborative, engaged atmosphere and work towards psychological safety while ensuring the work stays on schedule?
Have you experienced the impact of anxiety in your team? How does it affect the team's performance? Who in your team is likely to be driven by anxiety? How is this managed, so that it is beneficial?
What’s the tipping-point? When does a team become a group? How does the psychology change, and what influence does this have on individual behaviours?
Gallup tells us that employees who play to their strengths are six times more likely to be engaged. Nice work if you can get it, but what happens if you don’t have the opportunity?
Virtual teams carry a lot of potential. In deploying virtual teams, organizations can gather the best human capital for the job, wherever in the world their people may be. Download our Report now!
Diversity of behavioural contributions is essential for a healthy workplace culture. Here we look at what happens when one Team Role behaviour pervades a team or group.
In his bestselling book, The Five Dysfunctions of a Team, Patrick Lencioni described the pitfalls that can spell a team’s downfall. Here, we take a look at these five dysfunctions...
In 2012, Google set out to investigate what makes some teams successful, while others fail. Sound familiar? Here’s what they discovered and how it relates to the research of Meredith Belbin.