克服團隊協(xié)作的五大障礙

課程時長：2天

北京12月19-20 上海12月26-27 深圳1月13-14

【課程背景】

由美國著名咨詢公司Table Group開發(fā)，是組織健康體系的核心模型，現(xiàn)今已被多種團隊教練體系采用。為了在恒定并不斷發(fā)展的團隊基礎(chǔ)上實現(xiàn)團隊協(xié)作，以達到一個設(shè)定的目標或結(jié)果，就必須克服在團隊中普遍存在的五種協(xié)作障礙。很多管理上的表象問題也是源于這五項障礙或多或少的存在！

【適用對象】

• CEO、事業(yè)部領(lǐng)導者、項目及團隊負責人、人力資源總監(jiān)及經(jīng)理、內(nèi)部培訓師

   

  【課程收益】

• 團隊協(xié)作五種障礙引發(fā)的問題

1. 落敗 ：落敗給競爭對手，流失以目標為導向的人才

2. 工作延期：責任不清，相互推脫，影響進度

3. 工作混亂：工作方向與內(nèi)容不明確

4. 錯失良機：因過分討論，錯失決策良機

5. 避重就輕：害怕沖突，回避討論爭議性話題

6. 消耗精力：花費過多時間處理人際關(guān)系

7. 缺乏幫助：團隊缺乏相互幫助，只關(guān)注個人工作

8. 相互隱瞞：在團隊成員前隱藏個人缺失、缺點

    

• 克服團隊協(xié)作五種障礙的好處

1. 優(yōu)勢：能相互學習，并高效地達成團隊預期目標

2. 相互負責：團隊成員彼此提醒，與領(lǐng)導共同承擔責任

3. 真心承諾：目標清晰，認真承諾，重視團隊決定

4. 即時決策：快速應對變化，盡可能獲得最優(yōu)解決方案

5. 掌握沖突：成員能就重要議題進行討論，充分發(fā)表看法

6. 愿意奉獻：所有成員愿意為組織目標共同努力

7. 相互信任：成員在情感上相信對方，愿意彼此協(xié)助

8. 坦誠相待：勇于承認過失與缺點

    

   【課程大綱】

9. 如何開展團隊成員共同參與的團隊協(xié)作評測

10. 評測及工具使用

11. 團隊協(xié)作現(xiàn)狀分析

12. 認知五種障礙模型

13. 建立信任

• 信任是團隊協(xié)作的基礎(chǔ)，在一個團隊中，信任是脆弱的

• 建立信任一定是需要花時間的，但建立信任的過程可以被極大加速

• 就像是保持良好的關(guān)系一樣，信任需要不斷地花時間進行維護  

1. 掌控沖突

• 良性的沖突是毫無保留地、有建設(shè)性地圍繞爭議點進行的辯論

• 即使在最好的團隊中，沖突都會讓大家感到不舒服

• 偶爾的個人間沖突，不會妨礙團隊有建設(shè)性意義的辯論  

• 核心概念：良性沖突點、沖突模型

• 主要練習：影響沖突風格的因素、行為描述分析、沖突契約

1. 做出承諾

• 團隊成員需要反復思量這些決定，直到團隊每一個人全部弄清楚為止

• 團隊還需要確定就以上做出的哪些決定，與組織中的其它部門溝通

• 核心概念：團隊承諾、主題目標

• 核心練習：議事規(guī)則、主題目標

1. 共擔責任

• 在一個健康的團隊中，責任要求對每個成員都是同等的

• 核心概念：共擔責任

• 核心練習：團隊有效性練習TEE

1. 關(guān)注結(jié)果

• 卓越的團隊是實現(xiàn)了他們預先設(shè)定結(jié)果的團隊

• 核心概念：團隊結(jié)果、第一團隊原則

• 核心練習：團隊記分板

1. 總結(jié)及行動承諾

    

   【課程價格】

   原價：6800元/位

講師介紹：

彭淑軍

易迪思中國 金牌講師

    組織健康咨詢顧問/踐行者

• 企業(yè)文化設(shè)計首批認證導師

• 國際大成教練（The Meta-Coach System?)

• 國際身心語義學會（ISNS）發(fā)證導師

• 世紀暢優(yōu)（電子工業(yè)出版社）特聘“組織健康”項目專家

• 《克服團隊協(xié)作五項障礙》?最早認證導師之一，及多項國際版權(quán)課程認證導師

• 組織健康書籍《動機》、《CEO四大迷思》譯者

  【專業(yè)領(lǐng)域】

  彭老師擁有多年的團隊和企業(yè)管理經(jīng)驗，將過往經(jīng)歷與組織健康理論結(jié)合，通過實踐、總結(jié)，把項目以簡單、實用進行呈現(xiàn)，落地效果明顯。授課嚴謹，資深的教練，擅長打組合拳，認為工作坊的終極目的不在于“知”，更多在于“行”，不僅要輸出戰(zhàn)略成果，更要授予學員實操技巧，回到團隊去引領(lǐng)團隊。目前專注在用組織健康+Meta-Coaching為客戶提供針對性的工作坊和咨詢服務。

   

   

   

   

   

Overcoming the Five Dysfunctions of a Team

Background

Developed by the renowned American consulting firm Table Group, this is the core model of the Organizational Health System and has been adopted by various team coaching systems. To achieve team collaboration on a consistent and continuously developing team foundation, to reach a set goal or result, it is essential to overcome the five common collaborative dysfunctions that exist in teams. Many apparent management issues also stem from the presence of these five dysfunctions to varying degrees!

Model

Applicable objects
CEOs, Division Leaders, Project and Team Leaders, HR Directors and Managers, Internal Trainers

Benefits

Problems Caused by the Five Dysfunctions of Team Collaboration:

• Defeat: Losing to competitors, losing goal-oriented talent

• Work Delays: Unclear responsibilities, mutual shirking, affecting progress

• Work Chaos: Unclear direction and content of work

• Missed Opportunities: Over-discussion leading to missed decision-making opportunities

• Avoiding Important Issues: Fear of conflict, avoiding discussion of contentious topics

• Energy Drain: Spending too much time on interpersonal relationships

• Lack of Support: Lack of mutual support within the team, focusing only on individual work

• Hiding Flaws: Concealing personal deficiencies and weaknesses in front of team members

  Benefits of Overcoming the Five Dysfunctions of Team Collaboration:

• Advantages: Mutual learning and efficient achievement of team goals

• Mutual Accountability: Team members remind each other and share responsibility with leaders

• Genuine Commitment: Clear goals, serious commitment, and valuing team decisions

• Timely Decision-Making: Quick response to changes, obtaining optimal solutions

• Conflict Management: Members can discuss important issues and fully express their views

• Willingness to Contribute: All members are willing to work together for organizational goals

• Mutual Trust: Emotional trust in each other, willingness to assist one another

• Openness and Honesty: Courage to admit mistakes and weaknesses
  

  Outline

  Ⅰ How to Conduct a Team Collaboration Assessment with Participation from All Team Members

1. Assessment and Tool Usage

2. Analysis of Current Team Collaboration Status

   Understanding the Five Dysfunction Models

3. Building Trust

4. Trust is the foundation of team collaboration, and in a team, trust is fragile.

5. Building trust takes time, but the process can be greatly accelerated.

6. Like maintaining a good relationship, trust needs continuous effort to maintain.

7. Mastering Conflict

8. Constructive conflict involves open and constructive debate around points of contention.

9. Even in the best teams, conflict can make everyone feel uncomfortable.

10. Occasional personal conflicts do not hinder the team's constructive debates.

11. Core Concepts: Constructive Conflict Points, Conflict Model

12. Main Exercises: Factors Affecting Conflict Styles, Behavioral Description Analysis, Conflict Contract

13. Making Commitments

14. Team members need to thoroughly consider these decisions until every member fully understands them.

15. The team also needs to determine which of these decisions should be communicated to other departments in the organization.

16. Core Concepts: Team Commitment, Thematic Goals

17. Core Exercises: Rules of Engagement, Thematic Goals

18. Sharing Responsibility

19. In a healthy team, accountability is equally required of each member.

20. Core Concept: Shared Responsibility

21. Core Exercise: Team Effectiveness Exercise (TEE)

22. Focusing on Results

23. An excellent team is one that achieves its pre-set results.

24. Core Concepts: Team Results, First Team Principle

25. Core Exercise: Team Scoreboard

26. Summary and Action Commitments

     

    Price
    Original price: 6800 RMB/person

     

    
    

    
    

     

     

    Peng Shujun

    Chief Lecturer

• Organizational Health Consultant/Practitioner

• One of the first certified trainers in Corporate Culture Design

• International Meta-Coach (The Meta-Coach System?)

• Certified Trainer by the International Society of Neuro-Semantics (ISNS)

• Special Consultant for the "Organizational Health" project at Century Changyou (Electronic Industry Press)

• One of the earliest certified trainers for "Overcoming the Five Dysfunctions of a Team"? and multiple international copyrighted courses

• Translator of organizational health books "Motivation" and "Four Myths of CEOs"
  

  Area of Expertise

  Peng Shujun has extensive experience in team and business management. Combining past experiences with organizational health theory, through practice and summary, he presents projects in a simple and practical manner, achieving significant results. His teaching is rigorous, and as a senior coach, he excels in combining different techniques. He believes that the ultimate goal of workshops is not just about "knowing" but more about "doing." Not only does he deliver strategic outcomes, but he also equips participants with practical skills to lead their teams. Currently, he focuses on providing targeted workshops and consulting services using Organizational Health + Meta-Coaching.

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