Team Effectiveness

Introduction

It was Peter Senge who pioneered the notion of 'team learning' within the 'learning organization.' In his work 'The Fifth Discipline' its criticality to sustainable organizational performance excellence is highlighted as the fifth of five 'disciplines' - systems thinking, personal mastery, mental models, shared vision and team learning. The importance of continuous personal development (CPD) and learning is well recognized but this is not always extended to the level of team.

Research shows the importance of team talent and effectiveness in organizational success. So just what are teams? How do they differ from task forces, committees, groups of co-workers, and other types of group? Do they need stars to succeed? How can we measure team success; indeed, what do we mean by 'team effectiveness; what factors, features or attributes do we measure them against? How can we support teams - as opposed to individuals - to achieve higher levels of effectiveness, increased performance, and bottom-line results? How can we ensure that teams do not slip into the dysfunctional through lack of self-management - into 'group think' and worse? Do teams need renewal; what happens when they disband? Are we all motivated to be part of a team or are some individuals better suited to offering individual contributions? Could it be that an individual may thrive in one team that is rated as effective and successful but then fails when moving on and joining another with equal success ratings? How will I/we know what will work for me/us?

Equilearn's team products address these and other 'team issues.'

• Team Diagnostic & Assessment Tools
• Team Build
• Team Development
• Team Evaluation & Measurement