Healthy Teams Don’t Just Happen
Team health is arguably the most important thing for workplace teams to focus on. All the rest (profit, growth, success, happiness, fulfillment) is a direct result and reflection of overall team health. Healthy teams have certain identifiable traits that can be developed over time.
A manifesto is a clear, concise, bold statement of beliefs. I want to work with people who believe what I believe. This manifesto graphically depicts many of the things I believe most strongly. (Click the image below to view the enlarged PDF)
The model I work from is laid out in Pushing Back Entropy: Moving Teams from Conflict to Health. It comprises two interrelated models. The Demand Model of Conflict Prevention looks at three levels of conflict development and offers practical solutions to prevent it on all three. Conflict prevention and team health are actually two sides of the same coin. The Healthy Teams Model is made up of five interrelated and interdependent aspects of team health.
There are many ways to get to improved health and reduced conflict. I offer a systematic yet flexible methodology for my team clients to follow that utilizes my outside of the system expertise to help inspire the team to go forward. The process is detailed in the Getting Healthy section of this website. In short, it includes the use of assessments to establish baseline levels of team health and conflict potential and various means of moving the culture forward over time.
Nothing matters more. Life is more than the bottom line. Our personal well-being, happiness and sense of accomplishment of our core purpose lie at the core of what it means to be a human being. We all want to be part of teams that look at each other at the end of a week of working together and enjoy that sense of fulfillment and meaning that only healthy teams can share. The funny thing is that when we pursue health as our ultimate goal, we also realize greater external rewards in the form of profitability and market share. It’s truly a win-win situation.