Teambuilders, Inc., provides the following services. Brief case studies
are included to show how our services have been implemented.
- Learning how to resolve
differences on a team successfully, will often require members to articulate their views
forcefully, even if they are unpopular. The conflict that may arise, if
managed in a respectful and non-personal way, will provide an opportunity
for the team to develop new solutions to old problems, and will contribute
to a greater sense of ownership by all members. Avoiding conflict, or
being overly accommodating, can “back-fire” when used often, because such
behavior masks important differences on a team, and leads to critical
- Tools for evaluating and
developing negotiating skills have been provided to firms, thru the use of the
Thomas Killman Conflict Style Inventory ® ( TKI ). By learning more about
the way teams manage conflict, progress has been made in improving
collaboration, and increasing productivity.
- Communicating with staff in
difficult times can be critical to a firm's well being … giving staff opportunities
to become involved in improving the firm, including getting their input on
proposed changes can significantly improve the sense of ownership that
staff feels towards the firm.
- Conducted a 360 degree
assessment for a 60 person structural engineering firm to identify “what’s
working well and what needs improvement”, and then facilitated a
leadership retreat to reach a consensus on firmwide strategic and operational
goals, and to develop preliminary implementation plans.
- Worked with the principals and
associates of a 25 person architectural firm to assess firm’s potential
for growth, and through a leadership retreat, explored alternative
scenarios for firm’s direction, and developed action plans to implement
changes agreed upon.
- Developing new leadership
opportunities within a firm has important consequences for senior
unless a plan is adopted for training and mentoring new leaders as well as
re-defining the roles of those in power, the entire effort can be
undermined, creating dissatisfaction at all levels. When existing partners
continue to manage day to day details of projects and firm, it is much
more difficult to give younger associates the " on-the-job"
training they need to develop leadership skills. Often, those that are
already capable of taking on greater responsibilities, become discouraged,
and seek opportunities in other firms.
- Providing firms with tools for
improving communications and decision making, and for training of new
leaders : Myers-Briggs Type Indicator ® Workshops* have been provided by
Teambuilders to firms since May 2001 and have served to uncover obstacles
to improving working relationships, and to break new ground in leadership
training, improved communications and in decision making. ( * Using a
self-report questionnaire based on Jung's and Myer's theories of
psychological types, as a jumping off point, it gives colleagues tools to help
them better understand themselves in their organizational roles and thus
makes them more able to work together effectively).
- Mediated a dispute between the two founding
partners of a successful design practice, who had decided to end their
association, and assisted them in reaching an amicable separation