Using Belbin’s concepts, the offering assists members to understand processes going on within teams, understanding requirements for great teams, assessing individuals for various team characteristics and evaluating skills gaps in teams. Additionally, it allows for overlaying job-role-person metrics and reconstituting units based on skill gaps and job requirement. It is useful for new organizations, active groups, and special task forces and for teams that need to be rejuvenated.
That, however, is only half the story. Teams must be up to the task in front of them. A bunch of highly creative team members for a highly repetitive job cannot lead to success.
Decades of research into brain functions and behavioral patterns have yielded a rich understanding of thinking preferences. Thinking preferences, in turn, affect communication, decision-making, perception, relationships, strategic thinking, problem solving, teamwork, planning and other critical work behaviors.
We offer series of workshops that focus on each of these aspects, which includes analysis and mapping of specific thinking patterns, and techniques of developing whole brain thinking patterns, and deploying teams based on team role scores. This then is mapped to the demands of the task to see whether there is a fit of person to a job, or there are challenges. The workshops can be modeled as short modules of three hours to customized workshops of longer duration.
This program helps teams to understand effectiveness indicators in groups and assess their status concerning those parameters. Through reflection, discussion and construction, teams put together a plan of action for increasing effectiveness.
The program includes team effectiveness survey, which measures the team effectiveness across various established parameters. We bring in contextual data with Team KPI and performance indices as well.
The workshop is interactive, data-oriented and context specific.
This can also be used for Workshop duration of one to two days, done with multiple teams simultaneously, can go up to 30 people. Involves assessments, pre-course work, task inventories and peer rating.
We offer customized workshops for team development using outdoor facilities that break the monotony and restraints of office environments.
The pedagogy is game oriented and experiential, and uses tools and props that engage the participants effectively, delivering a refreshing and fulfilling experience. The learning objectives of these sessions can be tailored, ranging from behavioral aspects such as communication and trust to functional skills such as decision-making and project management. Both individual learning and group learning are maximized.
Much energy is dissipated in organizations with two functions with the same overall goal, sub-optimizing the larger organizational goal for the smaller functional purposes. Personal style issues often compound role issues.
Inter-team conflicts and tensions result in sub-optimized performance in several organizations. The origins may be in specific role-based or process-based causes. Mindmetrics offers comprehensive solutions to address these and reduce/eliminate conflict, build confidence between teams and increase synergy between teams.
This is an offering that is 100% contextual, for historically difficult interactions like sales vs. service, production vs. inventory etc., for bringing about mutual appreciation and role-based negotiation that helps to create effective processes and behavior patterns. The fully interactive and fun process ends with teams arriving at concrete implementation strategies, and work methods that will reduce conflict. This helps improve organizational processes as well as bringing about interdepartmental harmony.
Transactional games, fish tank exercises, role-plays, and games are used effectively along with process studies to bring about a sufficient resolution.
A useful game-based workshop, it ends in immediately implementable resolution steps.
Conflicts arising out of a role call for a structural resolution, whereas disputes arising out of styles call for behavioral decision.
We offer two solutions, sometimes a mix of both, based on whether the conflict is purely style based or role based.
This is designed as a laboratory style experience, with guided feedback and interventions. The design uses NLP, thinking preference models, johari concepts and peer feedback and sensitivity training techniques. The facilitators are specially trained to create and handle a controlled catharsis.
Learning outcomes are usually deeply awakening and enduring.
It is usually done in small batches of not more than 6 to ten people, in dyads or triads.
This program is useful for leaders who are over-balanced on either the task or the relationship side, for team members who feel unable to integrate and for star performers who have difficulty not with work but with peer relationships. Any of these issues usually affects overall team performance.
Current research in positive psychology shows that optimism is a natural state of mind, whereas helplessness is learned. Empowerment is not just given, but felt. When people do not feel empowered, despite the organization’s efforts, there is a clear red flag of learned helplessness within the team or organization. It is often recognized by the team leader whose team waits on his micro instructions.
A helpless team settles for mediocre performance, shies away from ambitious goals and aspirations and is a drag on the rest of the organization. More dangerously, helplessness is seriously contagious, hence the need to address this issue in organizations.
A self-discovery workshop that is deeply probing, this program brings out one’s patterns of thinking, communicating and responding. The workshop provides suggested responses that are learned by participants, who are encouraged to log and track their progress in re-learning optimism.
The learning outcome is to engineer optimism that overcomes challenges and look continuously for a different way to reach the goal.
Using LEGO® SERIOUS PLAY® and game method, team members are encouraged to build the model of their aspiration for their team, through a re-discovery mechanism, with the context being the future.
Teams then identify the gap between their current status and aspired status, and work through the missing pieces that need to be built, or the blocks that need to be demolished and come up with a road map for the future.
The program is play oriented yet structured with building blocks ranging from the known present to the unknown future.