A management team must contribute to value creation in the organisation – this contribution comes through teamwork rather than through a collection of individual efforts. To be called effective, a management team must exceed the expectations of those who depend on the results generated by the team. It is therefore crucial continually to improve the team´s skill in working together, while also ensuring that team members take pleasure in their work, are motivated, learn and develop.
Through training with TPG a management team will gain:
- more systematic and effective use of the team´s resources
- a better process for selection and preparation of appropriate matters
- improved teamwork and exploitation of the diverse strengths in the team
- increased capacity to implement actions and realise results
- more flexibility – both for the management team and for individual members
TPG hold to some important principles in working with management team development:
I – Foundation based on research We work with the factors identified in current research as especially important in creating effective management teams (Bang & Midelfart, 2012). Our approach ensures that the organisation builds its own competence in the required practices of an effective management team.
II – Combined focus: business and process We ensure that management team development takes place through work with the issues currently facing the organisation. The team´s business agenda is the main driver for change and improvement – the development process is therefore integrated into the management team´s meeting and work routines.
III – Continuity on the development path Many team development efforts are characterised by fun and inspiring ”events” – which for the moment clarify roles and preferences, but which too often do not connect to drivers of daily work. If development work is to achieve enduring change in the function of a management team – and in the value created thereby – continuity of focus on development over time is required, which includes repeated practice in meetings and other business arenas.
IV – Concrete approach and training To move from plans, ideas and strategies to practical change, a common undertanding of what is demanded in terms of concrete behaviour is necessary. Practical training is a decisive element to achieve this. It is not enough to understand in theory what needs to be done differently. You have to do it.
Curious about the research?
Read more about the book “Effektive ledergrupper” (Bang & Midelfart, 2012) and the article ”Dialog og effektivitet i ledergrupper“ (Bang & Midelfart, 2011) from Tidsskrift for Norsk Psykologforening.
