Dysfunctional Teams And Collective Leadership

In my experience the majority of the management team spent one day a month meeting with another 29 days and complain about what a waste of time, and how not talk about 'genuine problems.

Almost everyone I told a wry smile to crack. We've all seen. Most of us have experienced the consequences. Many of us have even become part of it. It seems to me that most organizations appear to survive, despite the fact that their leaders do not effectively work together - but few organizations actually do a lot more!

But before we get too cocky, we do not all members 'leadership team'? It is a part of our team that the organization, the things we are involved in outside activities or part of a team that runs the household and our family - we all have a leadership that we share with other people heads.

I call this kind of leadership of the collective leadership and I think it is vital that small areas of written or spoken.

So what is the difference between individual and collective leadership?

Basically. Collective leadership is that we together should lead to the things we can not achieve alone.

It is said that "nothing is really important in life can only be reached" and quickly agreed. collective leadership, but challenge our ideas about leadership.

In general, when we have the leadership we are talking about a person with such a position of power or authority whose duty is the direction of the first man bepalen and then either move to the second talk.

This model is perfect for the modern world. But our seniors, we continue to believe that we have no direct authority or control over the people we need to influence to achieve things. Even where we are, our ability to main body weakened by the agendas of others and their ability to find creative ways to accomplish their goals, while making the smallest possible to help us find run.

So why is it so difficult for a senior team?

The main issue is the division of responsibilities. Since Henry Ford was a production line, we never interested in the distribution of work and giving people the responsibility of individuals for that element.

The big advantage is that each person can focus and specialize on a portion of their puzzles, and over the years, we have more and more creative ways to enhance attention through measurements, performance management and prices of all kinds.

The challenge this brings is that when groups with different responsibilities, they come together representatives for their agenda not a member of a team collectively. This in turn leads on the agenda of the meeting which is usually filled with items from each head of department to seek assistance from other departments.

In this way time leadership team together nicely filled with marketing decisions or actions, or HR, so limited time means that, as a result, important matters such as strategy, customer services, processes, people and good leadership was not discussed at all or not enough time .

Because they affect every person that they alone can be developed by the leadership team together they can work blijven zodat restless as the walking wounded. This in turn a series of problems and symptoms in Marketing and HR and Operations team creates will top the agenda ... ....

So what can we do to our team to get working?

The first thing to do is explain what the major problems collectively. In my experience, there is rarely a consensus on this and how to get started is to talk with each team member to find out their views before presenting consolidated financial statements back to the team for discussion and agreement.

Once this is clear, and agreed, the meeting agenda be amended to reflect these priorities. This would involve some creative thinking and discussion about where the team before a decision that must be addressed.

This team may need help initially to work together in new ways. Normally this would be less ambiguous than previously dominated the tactical item and will require new ways to prepare, discuss and listen to progress.

It's also common for the existence of relationship problems that must be addressed.

Can we do this yourself, or we need help?

In my experience a number of teams to this change alone. Combination busy schedule, complicated relationships and the power of habit means that it would be very useful to help others identify and consolidate the problem, set the agenda for change and support the team through change. Right person will be involved in major organizational problems and will also be trained with people.

If you need help or ideas for your leadership team, the best way to start the talks. We do not believe in 'hard sell' and often find that people value from the exploratory talks - or we continue to work.