Goals: The Finish Line & Beyond

Photo by Tim Gouw on Pexels.com

“If you go to work on your goals, your goals will go to work on you. If you go to work on your plan, your plan will go to work on you. Whatever good things we build end up building us.”  ~  Jim Rohn

This is the third article in a series of three explaining the MCG model for group development – Membership, Control, Goal. If you’ve ever been in a new or reformed team or group that seemed to take its time getting to task, you may have been experiencing the investment stages of membership and control.  Start-up businesses are easy evidence of this.

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Control Issues in Teams: How Do You Take Charge?

“Contrary to popular belief, people don’t resist changes, they resist being controlled. …the corollary to that is people who plan the battle, rarely battle the plan.” ~ Pat Zigarmi, co-author, Who Killed Change?

CONTROL by faramarz, Flickr
– faramarz, Flickr

This post is the second of three in a series about the MCG model of helping a group or organization develop.  This includes developing greater team skill in resiliency and adaptability (beyond resiliency) in order to meet changing goals.

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Growing Team Performance in Membership, Control to Reach Goal, MCG

Teamwork on ship, Bangladesh, Flickr - joiseyshowaa
Teamwork on ship, Bangladesh, Flickr – joiseyshowaa

As teams change, status and role questions arise.  Roles shift, people leave for various reasons, e.g. the group churns. 

This post is about how groups and teams FORM and SHIFT, today focusing on MEMBERSHIP the first of a three part series on groups & teams.

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During Crises & Crunch, What Matters? The Power of the Story

money-lincoln

During lean times, soft and more difficult to define structures of the organization tend to become more evident, sometimes uncomfortably so.  There’s nothing like a crises or simply a good, healthy conflict for exposing what really matters to leaders throughout an organization making decisions.  Peter Drucker once stated, “Only three things happen naturally in organizations – friction, confusion and underperformance.  Everything else requires leadership.”

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Talent Management Choices: Who is the Star, the Individual or the Organization?

You may have heard how people are an organization’s most important asset. But really, well-known management consultant Peter Block says that people are often relegated to #7 on a list of most organization priorities.

There are very clear differences in the path an organization takes as it recruits, develops, and endeavors to retain its talent. As you consider your current use of talent today, are you using a Talent Constellation or a Talent Community approach?  Here are some author viewpoints to consider.  

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Hiring a Facilitator, Does it “Make Easy?”

What is your experience of the “make easy” aspect of the definition of the word facilitator? To what extent  does an outside facilitator help you, a leader, planner, or group member researching this topic?

Deb facilitating Open Space, Michigan

A quick answer to the title question for this post is the face value of “yes” it makes things easier, as well as the practical reality answer of “no.” Facilitation does connect to root meanings of the word, to “make easy.” However, any leader, group member, planning team that has worked with a professional facilitator/consultant DOES find out that with the freedom of having a facilitator/consultant partner, you will get some common questions. This is where the real work of facilitation and consultation can gain traction.

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