Event Date: 03/11/2020 (2:00 pm EDT - 3:00 pm EDT)
We all spend time in teams that are unremarkable. While we may meet anticipated goals or objectives, we come away with less than fond memories of other team members or the experience.
It’s time for that to change! Kathleen Ryan and Geoff Bellman have conducted extensive research with teams and discovered key strategies that allow the team experience to be extraordinary. Their findings have been tested and re-tested so we now have a body of evidence to support the idea that with awareness and intention, teams can move from ordinary or solid to extraordinary.
In the webinar From Losing Out to Standing Out – What We Know About Extraordinary Teams you’ll hear from members of the Extraordinary Teams Partnership as they share their experiences in working with teams using the Extraordinary Teams strategies. Join this team talk about teams!
Participants will learn:
- Specific strategies that can help your team move to extraordinary
- How being “extraordinary” can benefit you, your team, and your organization
- What is meant by personal transformation from a team experience
- How to measure baseline team performance against the strategies
- The difference between and value of both tangible and intangible team outcomes
Who should attend:
- Team members
- Leaders and managers
- HR professionals
Presented By:
Kevin E. Coray, Ph.D.
An industrial and organizational psychologist and master somatic coach, Kevin Coray is a consultant to leaders, teams, and organizations. He is also co-author of the Extraordinary Teams Inventory and the Embodied Leadership Assessment (available soon from HRDQ). Kevin brings over 35 years of experience consulting to and coaching executives, teams and improving organizational performance as the leader of CGS Strategy, an award-winning, national consulting firm he ran for 27 years.
Sally Starbuck Stamp
Sally Starbuck Stamp is a certified coach and consultant who works with individuals, teams, and organizations, primarily in the areas of leadership development, communication effectiveness, culture transformation, and life/work balance. Her experience includes work for a variety of health care and technology organizations as both an internal change agent and an external coach and adviser.
Brad Britton
Brad Britton is an expert in organizational development, leadership development, and executive coaching. He works with individuals, teams, and organizations to offer transformative strategies that achieve real-world results and competitive advantage. Brad has over 30 years of experience with Fortune 500 companies in high technology, banking, health care, and engineering as well as significant projects in both governmental and non-profit sectors.
5 Comments
Here is a question from the webinar.
Question
When you talk about transformation, are you saying that it only happens to team members on an individual basis? What about team transformation?
Answer
Bellman and Ryan (authors of Extraordinary Groups) learned that members of extraordinary teams described the personal transformation that they experienced. In our experience working with teams, we have found that personal transformation can lead to team transformation in terms of the profound learning and memorable team experiences.
Here is a question from the webinar.
Question
I feel accepted in almost every area of my life except on the team I’m part of at work. What are some ways that I can feel more like I belong in this group?
Answer
A sense of belonging is one of the foundational elements of personal and professional success. As coaches, we would invite you to think about the areas in your life where you feel accepted and develop an understanding of what allows that to happen. With that insight, you can begin to identify ways to re-create the experience with your work team.
Here is a question from the webinar.
Question
Our team seems stuck in some bad practices after meeting together for almost 3 years. What are the chances that we can ever become extraordinary?
Answer
Without some intentional work on making some changes, it’s unlikely that the team will become extraordinary. If the risks of not changing are greater than the discomfort of the current reality, a good starting point for the team is administration of the ETI which provides some data on specific areas of team strength and opportunities for improvement.
Here is a question from the webinar.
Question
We’re always asked to DO more and more. How does that leave time for the BEING stuff?
Answer
Many teams struggle with the balance of task and relationship. The research on extraordinary teams confirmed that the presence of elements of BEING in team behaviors, such as strengthened relationships and embracing differences, actually led to both personal transformation and great results. The BEING facilitates and enhances the DOING – which is a compelling argument for maintaining some balance.
Here is a question from the webinar.
Question
What do we do when the person who talks most about safety in our meetings is the one who makes everyone feel unsafe? Or, unaccepted? Or not competent?
Answer
In our experience, one person’s behavior can impact the work and relationship of all team members so cannot be ignored. The process of change begins with awareness and it can help to “poll” the group (anonymously) to establish that a problem exists. Then the team can begin to have some conversations about the issue. This is an example of a situation where having the involvement of an external coach or facilitator can help create an environment of psychological safety so open and honest discussions are easier.