How your team responds to problems, with top-down discipline or healthy accountability is a sign of organizational dysfunction or team health.
Teams who haven’t addressed conflict around their plans will not be fully committed to the decisions they make. Getting clarity on commitment is key.
If you want your team to work well together and avoid organizational dysfunction they must overcome their fear of conflict to fully vet ideas.
Let’s take a minute to discuss to talk about how leadership coaching for executives can turn managers into leaders.
Let’s take a minute to discuss the subtle effects of a leader’s behavior on an organization and its people.
Trust lies at the heart of every strong relationship. Without trust, you and your business can experience substantial organizational dysfunction. Developing team trust is the first step to a functional workplace culture where everyone is pulling together for the good of the company.