Deep dive into understanding the motives that drive behavior. Figure out how team collaboration can be improved and stabilize the team after many changes have occurred. The target is to build one team “Region America”, including management team members from both locations.

Enhance the performance of the team by leveraging every possible advantage to ensure successful team transformation. Even though leadership styles are different depending on culture, the target is to achieve effective collaboration by becoming aware of differences and overcoming them. .

5-step approach

Prepare Set-Up:

• Gain a better picture of the overall situation: structured interviews with local HR, heads of R&D and key stakeholders.
• Develop first hypotheses from these conversations.
• Re-check suggested approach.Inform everyone involved about the measure, its target and timeline.

Pre-Work:

• Lead structured interviews with the individual members of the management team à 1hr/participant.
• Focus on the individual as well as the organizational perspective (individual perception of the current situation, organizational barriers and catalysts, relationships and collaboration, etc.)

Individual Self-Assessments:

• Invite participants to fill out an online personality questionnaire (“WorkPlace Big Five®”)
• Distribute individual reports and debrief 1:1 à 1 hr virtually to reflect on their personality and how it affects their management style and working preferences.

Conduct a team workshop with the entire management team:

As neuro-scientific evidence shows that goal achievement relies both on an appropriate framework (clear expectations, procedures, measures) and an appropriate culture (trust, collaborative relationships and the use of synergies of perspectives & heuristics), the workshop tackled both areas:

• Debrief on findings from interviews and assessments.
• Exchange on perceptions of one another, integrating biases based on culture and individual experiences.
• Work on improvement areas, especially on mutual communication.
• Enhance trust through team activities and understanding the “trust equation”.
• Clarify roles, tasks, KPIs where necessary.
• Derive next action steps to increase collaboration, trust, failure and feedback culture and commitment, and thereby foster execution.

Facilitate a follow-up…

• three months after the workshop to review and track progress as well as to adjust actions if needed.
• Re-allocation of initiatives/tasks.