PEOPLE
Culture & Change Management
UNDERSTAND
U
Conduct Interviews & Review Data
NAVIGATE
N
Identify Current Challenges & Develop Customized Action Plans
IMPLEMENT
I
Unlock Team Synergy and Cohesion
TRACK
T
Track Progress
YIELD
Adjust & Standardize
Y
Using the UNITY framework, let's explore a specific scenario that may keep you up at night...
Scenario
You have a new leader in place and the team doesn't seem to be connecting with the leader, possibly because this is their second leader in the last 12 months. There is a lot of unrest and turmoil on the team and the leader is struggling to identify the true issues for resolution in order to create a cohesive team.
01
Conduct Interviews & Review Data
Conduct individual interviews and group discussions with team members to gather their perspectives on the challenges they are facing.
Listen attentively to team members' concerns, emotions, and feedback regarding their interactions with the new leader.
Analyze any existing communication channels, team dynamics, and historical context that may be contributing to the unrest.
Collaborate with the new leader to understand their leadership style, objectives, and expectations for the team.
02
Identify Current Challenges & Develop Customized Action Plans
Define the client's objectives and desired outcomes for improving team cohesion and addressing the issues with the new leader's integration.
Facilitate a feedback session between the team and the new leader to encourage open communication and mutual understanding.
Identify specific areas of improvement, such as communication, role clarity, trust-building, or conflict resolution that need to be addressed.
Develop a customized action plan that outlines strategies for improving team dynamics and aligning the team with the leader's vision.
Utilize various tools such as Patrick Lencioni's Five Dysfunctions of a Team & DiSC Five Behaviors, Manager Assimilation sessions.
Develop a long-term plan for sustaining a positive team culture and leadership effectiveness.
03
Unlock Team Synergy and Cohesion
Work closely with the new leader to implement the action plan, ensuring their active participation in fostering positive change.
Provide leadership coaching or training to the new leader, focusing on areas identified as critical for building a cohesive team.
Facilitate team-building activities or workshops designed to enhance communication, trust, and collaboration among team members.
Establish regular check-ins with the team and the new leader to monitor progress and adjust as needed.
Work with the leader to establish a culture of continuous feedback to quickly identify areas/issues as they arise.
Develop a long-term plan for sustaining a positive team culture and leadership effectiveness.
04
Track Progress
Establish key performance indicators (KPIs) related to team dynamics, such as levels of trust, employee engagement, team turnover rates, and team satisfaction.
Collect ongoing feedback from team members through surveys (both regular and anonymous), focus groups, or one-on-one discussions to gauge improvements.
Analyze and evaluate the effectiveness of the implemented strategies and the leader's impact on team dynamics.
Provide regular progress reports to the client and the new leader, highlighting areas of improvement and potential challenges.
05
Adjust & Standardize
Continuously assess the team's cohesion and engagement, as well as the leader's effectiveness in addressing the issues.
Seek feedback from team members and the new leader to identify any lingering concerns or emerging challenges.
Adjust the action plan and strategies based on feedback and evolving circumstances to ensure ongoing alignment with the client's objectives.