A skilled facilitator is essential for mission-critical projects
A trusted, objective facilitator is an essential asset when you’re embarking on mission-critical organizational projects like strategic planning, change management, or team building.
Preiser Consultants specializes in facilitating small and large group events using many of the same, evidence-based effective strategies and propriety approaches employed in our coaching sessions. Benefits of a well-facilitated event include increased engagement, improved collaboration, and greater team alignment.
Your Team Can Do Better.
THE FIVE BEHAVIORS OF A COHESIVE TEAM is an assessment- based learning experience that helps individuals and organizations reveal what it takes to build a truly cohesive and effective team in the most approachable, competent, and effective way possible. Powered by Everything DiSC®, the profiles help participants understand their own DiSC® styles. Bringing together everyone’s personalities and preferences to form a cohesive, productive team takes work, but the payoff can be huge—for individuals, the team, and the organization.
To gain this advantage, teams must:
- Trust One Another
When team members are genuinely transparent and honest with one another, they are able to build vulnerability-based trust.
- Engage in Conflict Around Ideas
When there is trust, team members are able to engage in unfiltered, constructive debate of ideas.
- Commit to Decisions
When team members are able to offer opinions and debate ideas, they will be more likely to commit to decisions.
- Hold One Another Accountable
When everyone is committed to a clear plan of action, they will be more willing to hold one another accountable.
- Focus on Achieving Collective Results
The ultimate goal of building greater trust, conflict, commitment, and accountability is one thing: the achievement of results.
There are many reasons teams fail.
There’s one proven way to help them succeed.
What does this program do?
The program helps teams understand how, as a team, they score on the key components of The Five Behaviors model: trust, conflict, commitment, accountability, and results. Each individual on the team will also understand their own personality style and their team members styles, based on the DiSC® model:
D: Dominance, i: Influence, S: Steadiness, and
C: Conscientiousness, and how their style contributes to the team’s overall success.
Who is it for?
The program helps teams understand how, as a team, they score on the key components of The Five Behaviors model: trust, conflict, commitment, accountability, and results. Each individual on the team will also understand their own personality style and their team members styles, based on the DiSC® model:
D: Dominance, i: Influence, S: Steadiness, and
C: Conscientiousness, and how their style contributes to the team’s overall success.
How does it work?
The Five Behaviors Model is used to help team members learn to work together more efficiently and effectively and become a more cohesive team. A productive, high-functioning team:
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Makes better, faster decisions
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Taps into the skills and opinions of all members
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Avoids wasting time and energy on politics, confusion, and destructive conflict
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Avoids wasting time talking about the wrong issues and revisiting the same topics over and over again because of a lack of buy-in
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Creates a competitive advantage
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Is more fun to be on!
Strategic Integrated Operational Plan (SIOP)
Preiser Consultants employs a comprehensive, 5-step process to help leaders and their teams overcome challenges and reach their highest potential, outcome, service level, and state of wellbeing.
- Discovery–Assessment methods are used to conduct an organizational needs assessment. Examples of the types of instruments and processes used include 360° multi-rater surveys, organizational climate surveys, personal interviews, and focus groups.
- Assessment–Findings from the Discovery inform a root cause analysis. This helps identify whether an active organizational crisis, chronic process obstacles, dysfunctional behaviors or, possibly other causes may be preventing desired outcomes.
- Planning–Interventions are developed to address the crisis, obstacles, or sources of dysfunction by applying appropriate resources, developing skills, providing tools, resolving conflicts, and/or facilitating necessary process or cultural changes.
- Execution–Facilitated development of a Strategic Integrated Operational Plan (SIOP) results in a process that features a dashboard feedback mechanism which provides agreed-upon meaningful metrics for the team. Goals of the SIOP include:
- All team members are actively involved and heard
- Achieve clarity of purpose
- Achieve buy-in
- Achieve trust, accountability, and commitment to the process
- Monitoring–Ongoing adjustments and improvements are made as needed while coaching and appropriate skill building towards successful achievement of meaningful objectives occur simultaneously.
Achieving buy-in, trust, and commitment from a large group or an entire organization is a tall order. For this reason alone, it’s not uncommon for teams to feel some trepidation at the notion of engaging in the SIOP process. It’s important to remember, however, that achieving 100% harmony is not essential to achieving buy-in, trust, and commitment to the process.
The goal is not to alleviate all conflict, but to put some parameters around it. Healthy conflict can be a good thing that can give rise to innovation, solutions, and broadened points of view. In fact, sometimes it is only after an individual feels truly heard—particularly thorough passionate conflict or argument—that commitment and engagement happens.
If you’re interested in learning more about the advantages of using an expert facilitator in these or other situations, please contact Preiser Consultants for a no obligation consultation.