Building trust and accountability within the teams
context
The organization was an established player in a niche industry. They started missing deadlines and the leadership team was unable to work together towards the common goal.
challenges
The team members were working in silos and there was a lot of infighting and false harmony. They did not hold each other mutually accountable. The lack of trust led to missing deadlines and impacting the organization’s credibility.
solution
SOL team facilitated a 2-day lab to surface the team dynamics and conversations amongst the team members on the enablers and disablers in the way they work together. This helped each of the team members in understanding how they were contributing to dysfunctionality of the team. Post the lab SOL team facilitated multiple group coaching sessions where the team worked on a mission critical Action Learning Project. While working on the project, the team consciously uncovered the dysfunctional behaviors impacting their outcomes. The team applied the techniques from the lab to change the behaviors and have tough conversations.
impact
The conscious efforts helped the team to focus on the outcome, recalibrate the priorities and co-create. They started airing different points of view without worrying about how it would be perceived and, in the process, coming up with the best possible options. The CEO of the organization who in the past would take up all the responsibilities got comfortable with let go as the trust quotient within the team increased. The team came together and showed complete accountability in owning the organization building initiatives.