There is a frequently occurring mistake I encounter in organizations – missing to draw clear lines of authority, responsibility, handover points, emergency operation. The consequence is not only catastrophe in operation, but fast deteriorating relationships as well. This role optimization – expectation clarification is especially important at any change in team/organization.
Planned training duration: 1-2 days
Method of education: Training – workshop
Maximal size of groups: 12 persons
Competencies to obtain:
Team work
Conflict management
Goals of training:
- Identifying/setting responsibilities, authority, handover points
- Working out emergency operation
- Clarifying expectations among persons/departments
- Forging a TEAM from a bunch of people
Applied methods:
Trainer’s input: short theoretical introduction to topics and to closing blocks to boost experience collection.
Training exercises, situation practices: exercises with relevance to the topic simulating difficult cooperation situations. Participants always receive feedback from pears and trainer.
Models: we apply team structure theories, models to draw clear guideline to topic.
‘From the captain’s bridge’: the leader/s draws a picture on new challenges, expectations, and requirements to the team.
Forum: Participants ask the leader/s questions to gain a clear picture and common understanding.
Workshop: the core of the program. Participants/departments formulate their expectations to the others and what they offer for effective operation in return.
Videos, educational films: Relevant films are excellent means of deepening knowledge or inducing debate on some topics.
Small group work: processing some topics we work in more involving small groups. Giving everybody opportunity to contribute in learning.
Plenary discussions: with the participation of the whole group it is a good forum for processing some topic or phenomenon such as closing the day, evaluating sales performance.