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 team building FAQ's with a difference ...
Beyond
FAQ's
Unlike many FAQ sections, this one is
intended to be an interactive knowledge exchange. The questions below are
real-time queries that have been submitted to us, within the context of our
project work, our newsletter, or our websites. If you have a question or
an experience that would interest other readers about any aspect of team
building, please feel free to email it to:
info@changeRus.com
Check back frequently for new
information. While we can't promise every submission will be published here or
in the newsletter, we do promise a speedy response by email if you request it.
Your Team Building Submissions
Q. Why do you suggest that positive change needs a
team building strategy? If it's good thing, people should be happy.
A. Always remember: all and any
change disrupts the status quo. Don't be lulled into a false sense of
security just because it's a good thing. Positive change in organizations
often means growth. Growth means that job functions must change to
accommodate that expansion. Newer workers will be charging ahead, wanting to
find their "piece of the ground floor." More experienced workers will be
scrambling to catch up with the new requirements. Left unmanaged, this is
second only to downsizing for employee stress levels. Our
Managing Careers™
program provides team building solutions to all aspects of this puzzling
career paradox. It shows employees how to be more in charge of their own
careers during this, and any kind of change.
Q. How can we hang on to key people during a very bad
corporate scandal with far too much negative media coverage?
A. At the risk of sounding
glib, we actually have some "magic bullets" for this team building
challenge. While these kinds of organizational events are excruciatingly
uncomfortable, there are pragmatic solutions that you can rely on, every step of
the way. You'll need an out-of-the-box communications strategy, absolute
clarity about your critical priorities, a program for cementing employee
commitment, and a plan for how to do all this at warp speed. Our
P*U*S*H for Change™ program gives leaders a
team building guide for all of these strategies. Plus, they get a logical,
methodical approach to dealing with all the "squishy" stuff that always creates
havoc with morale and employee commitment.
Q. Our company has a turnover rate of over 40% for new
campus recruits in the first three years of their employment. I'm told
"new blood" is good for the business and not to be concerned. What do you
think?
A. Don't believe it for a
second! In today's world, the corporate memory is an endangered species.
With the kind of turnover you're talking about, who's going to be the depository
for the intellectual assets of your company? Research says you have only
about 3 years to figure this out.
Boomers are already heading out to the beach or the cottage in
droves. Generation X hasn't exactly gotten a great welcome from your older,
wiser workers ... anyway, they have always been committed to a transactional
career - quid pro quo all the way. As those new hires are "voting with
their feet," your competitive advantage is becoming as endangered as your
corporate memory. Studies prove that GenX and GenY can be as loyal to your
organization as any group. Our
Cross-Generational Teams™ program gives your team
leaders the team building
tools to understand how to
value these new workers ― differently ― and stop the brain drain. Plus, your
leaders get team building ideas for bridging the generation gap between all of the unprecedented
FOUR generations in today's workplace.
Q. What do you mean by "Quit-&-Stay"?
A. This is CRG's new definition
of of talent loss during change: 1) employees
who
Quit-&-Leave™ and 2) employees who Quit-&-Stay.™ [By the way, this is
true of executives as well.] Quit-&-Stayers™ hunker down into "Survivor"
mode and wait for the storm to blow over. Unfortunately, the dust will never
settle, because this is it … the new reality. The best they can do now is to
look for ways to make some of the turmoil work for them. Find the
opportunities that always come with change. Otherwise, their Survivor
mindset will cause a meltdown in team productivity and morale that will take
years of recovery, which you do not have in these days of rapid-fire
change. To further magnify the damage, Quit-&-Stayers eventually
progress onward to Quit-&-Leave.™ Our
Managing Change™ program gives both leaders and team members the team
building tools and processes to move beyond merely surviving, to actuallyïthrivingðduring
change. This is a team building skill set that lasts a lifetime, for both professional
and personal applications.
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