This Is Why 1 Tool No Longer Works

Von new, VUCA blog
IT-SIMPLY-NO-LONGER-WORKS.-1190x669

Article by Tim Nash

Your team is separated by country, culture and language. It’s also a mix of generations.
Nevertheless, you need to do something ASAP to increase trust and improve teamwork.  You’re thinking of using a psychometric tool like Insights or MBTI to develop the team. However, all these psychometric tools stress that you shouldn’t consider cultural background if you want accurate results… Wait – you can’t ignore the cultural backgrounds of my team members! Recognizing and accepting the differences, including cultural ones, is key for building trust and moving forward.

However, to build trust and improve collaboration in a team (any team!), no one tool or method is enough – especially one developed in the last century.

Newsflash: You’re going to need more than a one-size-fits-all approach to develop a diverse team like yours – especially in the post-pandemic work landscape!
If you’d like to develop your team and the individual team members, here are 3 reasons to get to know Relational Organizational Gestalt (ROG).

1. It’s agile, not fixed.
The fields of People Development and Change are growing increasingly complex. By the day. According to Relational Change co-founder Marie-Anne Chidiac, a new approach is needed to “tackle the uncertainty and uniqueness of emergent change situations”. ROG is one such approach. Furthermore, one-size-fits-all methodologies no longer work to manage complex change. Or complex emotions.

2. It’s supportive, not manipulative.
Guided by The Paradoxical Theory of Change, it aims to supports others to become “who they already are by dropping futile efforts to become who they aren’t”. Moreover, Gestalt treats “human complexity as an asset to be harnessed.” No manipulation, no resistance.

3. It’s holistic, not fragmented.
Influenced by Gestalt theory and practice, it incorporates relevant principles from philosophy (Dialogue) and Organization Development (Systems Theory).
Above all, it’s anchored in a firm understanding of healthy human interaction with a clear focus on our interconnectedness.

So When Do People Change?
Growth and development involves change – at the individual, team and organizational level.
After 20+ years working as a development coach, trainer and facilitator, I’ve made the conclusion that people change if and when they want to. Not their boss. Not their coach. Not their partner.

 

Original article: pathtopeakperformance.org

By continuing to use the site, you agree to the use of cookies. We use cookies to ensure that we give you the best experience on our website. If you continue without changing your settings, we’ll assume that you are happy to receive all cookies from this website. more information

Die Cookie-Einstellungen auf dieser Website sind auf "Cookies zulassen" eingestellt, um das beste Surferlebnis zu ermöglichen. Wenn du diese Website ohne Änderung der Cookie-Einstellungen verwendest oder auf "Akzeptieren" klickst, erklärst du sich damit einverstanden.

Schließen