Team Development

KORU has acquired a reputation for a systemic and bespoke approach to team-building that pays attention not just to the team and its individual members, but to the wider organisational context within which the team operates.

For example, we have an ongoing involvement with an organisation where we have been working with a team that was establishing a new function – with all the attendant challenges around integrating a diverse agenda, winning engagement and buy-in from key internal “customers” and developing a sense of shared identity among people who were emotionally and intellectually still connected to their previous positions. This work has involved individual coaching with the management team, management team development workshops and large-scale team events for the whole function. A year down the line the function is established and has a clear identity, having won the respect of other functions.

Another example of our work was with an organisation which had just come through two years of tough but constructive review and organisational reshaping. The new Chief Executive had a strong feeling that he needed to face his team firmly towards the future, while honouring the past. The challenges lay in integrating the team and improving the internal team dynamics.
We did some preparatory personal development work with individual team members, using a psychometric questionnaire and designed a day of exploration, discussion and activity around the following questions:

• What is the shared agenda that represents this team’s contribution to the organisation – as distinct from the individual contributions?
• How can we develop a stronger appreciation of the diversity of styles within the team and how might this best be harnessed to help the team to carry out its shared responsibilities/agenda?
• How can we make connections as individuals and as a team with the other stakeholders - in a way that reflects our responsibilities as members of the management team?
  

All of the participants confessed to feeling apprehensive about the process. Equally, all approached it with full engagement and the result was a tangible step forward in the quality of the relationships within the team and a greater sense of their potential contribution as an entity, rather than simply a collection of individuals.

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