Team building isn’t as easy as it may seem. Tune in to learn how personality affects teams and how to maximize team potential at work.
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What is a team, and what is a group? The difference between teams and groups lies in how the group or team members pursue goals. Here’s how you can differentiate between groupwork and teamwork.
Building team trust is key to individual, team, and organizational performance. Learn about three strategies you can use to build trust within teams in your organization.
In sports, success isn’t all about ability. Learn about the personality characteristics of the best athletes, coaches, and teams and how they affect athletic performance.
I hear so many managers and leaders talk about wanting to invest in team development. But in the COVID-19 era, with budgets under pressure, this sort of activity is often under the microscope, and it is easy to see why. Too often, leaders don’t focus on what a good outcome looks like or how it can be measured in terms of progress on both the team and individual levels. Having a clear purpose is necessary to achieve success with team development initiatives. What is the team intended to deliver, and what does the development initiative need to achieve?Read More »
In August, Hogan published the first of a two-part blog series about accelerating team performance. If you recall, we shared the importance of adapting by creating new strategies or running the risk of having an ineffective, unproductive, and misaligned team as a result of our changing environment. In this blog, I will discuss common challenges that teams are facing today. In support of these challenges, Hogan has developed a framework to enable teams to navigate complex dynamics quickly and focus confidently on what will accelerate their performance. The Team Acceleration framework guides teams through a process of self-reflection, discovery, and shared accountability, so they can move through the challenges posed by our changing environment and achieve higher levels of performance.Read More »
Earlier this year, before the global pandemic, I returned to the office after an extended business trip. When I walked into the building, the environment felt different. The building was the same, the furniture was where it had been before, and my colleagues were still the same lovely people, but the atmosphere felt somewhat unfamiliar. It was because there had been a break in my routine. Humans are creatures of habit — we rely on routines to help us manage our busy schedules, remain productive, and keep us sane. When our routines change, we must adapt, create new strategies, or run the risk of being ineffective, unproductive, or even misaligned.
COVID-19 has significantly impacted team functioning. In our work with organizations during the pandemic, we have observed three common challenges that teams are facing today:Read More »
At Hogan, we define leadership as the ability to build and maintain a high-performing team. And high-performing teams consistently outperform the competition. You want your team to be one of those, right? We don’t know what impact the current pandemic will have on our businesses, but we do know that high-performing teams are critical to our success.Read More »
The world of work, and our individual and collective place in it, has been continually shifting over the past hundred years. But with the current unprecedented global disruption, these shifts have become dramatic and jarring, seemingly redefining weekly what it means to work. Employee motivation has been thrust into the spotlight, and for good reason. People’s motives affect, at conscious and unconscious levels, the way they make sense of and respond to the world around them.Read More »
From 2008 to 2011, I worked as the leader of the human resources team at a Fortune 50 company. During that time, I had a challenging experience at one of the company’s manufacturing plants, which employed 1,200 people. Immersed in a list of negative key performance indicators, my challenge was to recover governance while facing the possibility of a plant shutdown.
Some of the issues that we were dealing with included a very controlled environment with restrictive labor laws, employee behaviors that contradicted corporate values, a high rate of absenteeism, unpaid wages and benefits, and jeopardized safety compliance.Read More »