A global technology team consisting of legacy and new team members with cultural and generational differences was facing challenges in collaborating and communicating effectively with each other and their key stakeholders. As a result, the team’s performance was inconsistent, trust among team members was low, and the leader had lower-than-ideal engagement scores.
We tailored a program to boost self-awareness and team communication through: DiSC self-assessments for each team member to identify dominant styles, interactive sessions to explore DiSC profiles and complementary ways of working with one another, and role-play exercises for practical application in real-life scenarios. The team’s leader received personalized executive coaching focused on team dynamics.
The DiSC training and team coaching interventions were transformative. Team members gained a deeper understanding of each other’s communication styles which led to effective collaboration, conflicts became less frequent as team members learned to appreciate and leverage their differences, and trust grew which created a supportive and cohesive work environment with consistent results.
Emma, an HR Manager at a global tech company, struggled with people-pleasing and conflict avoidance, which hindered her confidence and chances for promotion.
Through leadership coaching and mentoring, she developed assertiveness and executive presence. Her newfound confidence and decisiveness impressed her manager, leading to an expanded strategic role with more responsibilities and greater visibility within the organization.
The turning point came when they engaged in 360 feedback, which bridged the gap between their self-perception and how others viewed them. By focusing on their key strengths and past achievements, and pinpointing one critical area for improvement, they began to rebuild their confidence.
As a result, the leader became more engaged and productive at work. Their newfound confidence led to greater job satisfaction and increased team engagement.
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