It’s a familiar story; two departments are merged with great care and sensitivity, and then people are left to get on with the day job. Only there are two best ways of doing everything and no one is happy...
We were engaged by a newly merged department to undertake an anonymous survey of working practices and confidential interviews with staff before bringing everyone together for two team development sessions. The survey and interviews revealed many problems with team working arrangements and interpersonal relationships. This informed the scope of the team sessions and allowed us to make further recommedations to the Head of Department to deal with ongoing issues.
The team sessions were split, so that the first day focused on communication styles and shared decision making. We identified personal habits that inhibit listening and understanding and generated an open conversation about how to improve trust, honesty and respect. The team created a decision-making process that would enable them to feel involved and consulted, but not to rely on complete consensus every time - as this was causing indecision and frustratio at all levels.
With relationships more positive and communiction lines open, the second day focused on the operational needs of the team. We explored how well current systems and processes supported their goals and decided on changes that would enable the team to work more effectively.
Six months on the Head of Department commented
"Without Kate's involvement, it is unclear what the outcome [for the team] would have been, given the negative cycle that had developed.I am certain however that improvements would have been much slower. Her style is very easy and non-threatening which allows her to quickly build trust...the impact of [her] involvement was significant. The team is now far more cohesive and relationships much improved"
To request a full testimonial email kate@buddevelopment.com, or complete the form below.
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