Creating, developing and motivating high performance teams that deliver exceptional results. It is essential that a team have the ability to work together effectively. A team must interact efficiently, capitalize on each member's strengths, leverage diversity, and manage conflict. The team's ability to function has a significant impact on creativity, innovation and overall performance, motivation, and morale.
Opportunity Knocks has helped many teams and functional work groups assess their capability and capacity for change. We have helped build empowering action plans that transformed teams into high performing groups that create and seize opportunities.
Team Start-Ups - We work with newly established teams and special project groups to ensure that they get off to the right start. This includes establishing the team's vision, purpose, roles and responsibilities, as well as communication, decision making, operational and management processes.
Team Development - We work with established, intact groups to assess team performance and dynamics, identify opportunities and create/implement action plans to improve the group's functioning.
Partnership Development - We work with clients to identify key strategic relationships that will help further your organizational objectives. We can establish contact, define mutual benefits, and negotiate partnership relationships and parameters.
Conflict Resolution - We work with individuals and groups to resolve conflicts that are impeding their effectiveness and progress.
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Examples of Team Effectiveness Initiatives
Partnered with several regions within a federal agency to deliver lasting organizational changes through effective facilitation and relationship building programs. Our team has planned, implemented and facilitated change and transition planning workshops and meetings with Regional office program area staff and Directors who had various goals, such as transitioning to new leadership, building relationships after a decade long hiatus from meeting in person, and developing Regional priorities under budget constraints.
Planned, implemented and facilitated several teambuilding retreats for a government agency, with the goal of enhancing team effectiveness. Each retreat provided tools for self-assessment, identification of best practices, conflict and problem solving interventions, practice of new communication techniques, as well as clear action opportunities to carry forward. Our team utilized several tools, including the Myers-Briggs Personality Indicator Assessment, Patrick Leniconi's "The Five Dysfunctions of a Team", and Bridges (Transitions). Results of these activities were used to: coach team members on how they could begin leveraging their personal/team preferences to facilitate more effective team interactions; assist teams in developing and agreeing upon team values; establish team goals and detailed action plans to accomplish and measure progress; and create lists of aspirations that could be recorded, shared and posted for team members to view, remember and draw inspiration from. Through our work during these retreats, the teams showed substantial improvement in the areas of trust, conflict, commitment, accountability and results in terms of team dynamics, in addition to an increase from previous years in team performance and effective working relationships.
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