ledningsgruppsutveckling Ledningsgruppen sätter ribban för organisationens förmåga att kommunicera, samverka och
lösa problem
executive team development THE EXECUTIVE TEAM SETS THE BAR FOR THE ORGANISATION’S ABILITY to COMMUNICATE, COLLABORATE
AND SOLVE PROBLEMS
lösa problem
AND SOLVE PROBLEMS
Increased efficiency in solving management tasks through:
- an improved ability to identify, develop, resolve, complete and follow-through the organisations most important strategic questions.
- a positive development of the management team with a common acceptance of the team’s assignments and role within the organisation and towards each other.
- increased security, problem solving ability and comprehensive view of the management team.
When developing executive teams we focus on the following five key areas:
Clarification of the team’s assignment and responsibility – what the team should do
How the team should structure their work in order to achieve the assignment they have agreed upon? Guidelines for how to work
The individual
An important basis for our work is the individual’s self-perception, accountability and ability to make conscious choices. This is the foundation of a group’s effectiveness and success.
Collaboration between the team members – the group dynamics
The most crucial area that affects the quality and efficiency of an executive team is the collaboration between members. The goal is to achieve a group with high synergy and a common understanding that collaboration creates better results than working individually. In order to attain synergy the team needs trust and a straight open communication. A group with a common interest in unity can avoid sub-optimisation of parts.
Communication with the rest of the organisation
The team’s work should always aim at leading the organisation towards long-term results. In order to achieve this, the team needs to communicate their decisions, follow up and anchor their work in the organisation as they need the whole chain of command to work together. We create realistic platforms where we let the team deal with a number of important strategic and operational issues. We generate situations where the team and its members are allowed to mature towards increased efficiency.
Our fundamental assumption is that the team themselves have the answer to their problems but need external support to see the situation from different perspectives, and to find and implement their solutions.
The group dynamics part of our work is – to a large extent – based on the theoretical foundations of Will Schutz, Susan Wheelan, Amy Edmondson and Patrick Lencioni.
In order to increase the individual’s awareness about their own and group behaviour, and thereby the ability to make choices, we use visualisation, micro-labs (experience based exercises), self-assessment instruments, group effectiveness questionnaires and mini-lectures – as our tools.
