Improving Team Performance
Overview
The complexity of industrial markets invariably means that for a company to be successful it will need to understand how to improve the effectiveness of its teams. Multifunctional teams comprising management, sales and technical staff are now often viewed as key building blocks for organisational growth. However, the ability of these teams to perform effectively depends on both the working relationships within the team and with those connecting the team to the outside. Overseeing these working relationships has become a vital management process. Our consultancy service provides the understanding of these team interactions and uses this information to recommend means of improving morale, performance and plans and strategies to drive business growth.
We use robust business tools and industry specific data and knowledge to assess your critical teams and develop recommendations for improvement.
This methodology has been used to improve sales and technical service team performance at three levels, as follows:
At the individual team member level
- Ensuring that the work style of new recruits fits the requirements of the recruiting manager, the team they are joining and the cultures of the company and their key customers.
- Tailoring training programmes and career plans to meet the individual’s aspirations.
- Reviewing the best career fits for an individual’s profile and refining training choices for personal development.
- Flagging potential mismatches between team members and their job requirements.
At the team level
- Improving the understanding of individual managers of how to allocate tasks to successfully complete a complex project or how to look for new ideas for growth.
- Auditing customer expectations against team performance and providing recommendations to improve relationships.
- Raising the level of individual and collective empowerment within teams.
- Reviewing the sales team to understand the strengths of the team and to identify the most effective way of allocating tasks. Who is best placed to source new business prospects and who should be responsible for maintaining established business.
At the organisational development level
- Ensuring that quality staff are empowered, retained and motivated.
- Identifying members of staff who have management potential.
- Providing data on the culture of critical teams within an organisation.
- Helping to identify and breakdown barriers to effective communication and unhealthy departmental rivalry and point scoring.
- Understanding the dominant business culture of the organisation and assess how to use this knowledge to develop a winning strategy.
posted on 22 Feb 2008