Team Development
When you want to develop collaboration on a team, we can help. We show members how to understand each other's preferred communication styles. We will show your team members how they can play to each other's strengths and understand each other's motivators and natural talent. When teams are merging together, or you have a newly formed team, or team members who are not performing well together we provide the solution.
Results of team collaboration include: reducing the time it takes a team to make great decisions, increasing engagement for each team member, and new innovations. Supporting the business vision is another desired outcome of our team development process.
The Professional Development Group has deep expertise working with teams. We focus on communications and effectiveness in getting people to work together to solve business problems and support business growth.
Do you have a team you'd like to be high performing? If so, call us to discuss possibilities, 888-959-1188 x 88 to talk with Shawn Hayashi.
Team Development Consulting
Solving problems with organizations, teams and work groups is the core of our consulting practice. We’ve worked with organizations to improve performance, establish a new culture, manage long term projects, merge departments, and cope with change.
Managers, Leaders and Coaches today have a long list of responsibilities beyond their primary task of leading a team of employees. Without clear and consistent communication, employees or mentees struggle with self-management. As the fast paced workplace puts pressure on time we want to ensure effective communication is maintained at all levels within an organization. Managing Performance Priorities is a solution for managers, coaches and employees to stay connected and work effectively as a team.
Our process works! Managing Performance Priorities enables you to have 24/7 access to a web-based program where a manager or coach and the employee or mentee can simultaneous prioritize goals for the employee. The player, or employee, determines their tasks and priorities and submits a game plan to the coach, or manager. The coach then approves or requests revisions and comments on the player's game plan. If a change is requested, the player can revise the game plan accordingly. Meanwhile, those with a vested interest in the team, we call them the fans, have access to a view-only mode to review the game plan's progress. At the end of the time frame, the tasks are determined complete or incomplete.
With managing Performance Priorities, leaders and their teams can become more effective in working toward the common goal and staying on the right path to organizational accountability.
The Professional Development Group also uses a performance analysis model in consulting projects to have a better understanding of what is going on in an organization. Our process has to do with the Organization (Information, Tools, and Incentives) and the Individual or employees (Knowledge, Ability, and Motivation.) Read more.
To experience these tools first hand, we'd be happy to show you a demo of how they could work for your team.
— Sales Rep for Global Company
"You are such a good listener. Thank you for the questions you ask me – I’m thinking about several things in new ways. Your creative ideas inspire me."— VP, Coaching Client