Top Leadership of a Non-Profit Organization Needed New Staff to Better Integrate With Tenured Staff
The Challenge:
While the organization took pride in achieving consistent success with fulfilling the mission and goals, a new dynamic was developing - several newly hired staff needed to integrate with tenured staff. Top Leadership believed the team needed a jump start to learn more about each other, stretch their potential, and equip them to move forward most effectively during the projected growth.
While the organization took pride in achieving consistent success with fulfilling the mission and goals, a new dynamic was developing - several newly hired staff needed to integrate with tenured staff. Top Leadership believed the team needed a jump start to learn more about each other, stretch their potential, and equip them to move forward most effectively during the projected growth.
The Solution:
- Lauber proposed a professional development opportunity that started with the Working Genius Assessment, a minimal risk/practical application model, which identifies the natural gifts of team members and how these gifts come into play during various stages of work.
- A Team Coaching session was conducted to review the Working Genius collective results and discuss the impact on productivity and team member interdependence.
- Next, The Myers Briggs Type Indicator (MBTI) was administered and Individual 1:1 Coaching sessions were conducted with each team member to debrief the MBTI results, focusing on natural personality preference, communication styles, and the interrelationship with the Working Genius.
The Impact:
- Early feedback from Top Leadership indicated a shift in general mood and energy around the office. The use of common language from the assessments increased positive rapport and understanding among teammates, as well as reduced conflicts.
- Knowledge gained from Working Genius helped the team to lessen the assumptions made about each other and begin to show appreciation for the Geniuses they each bring to the table. With open recognition of each colleague’s Genius, teammates were actively seeking out others to fill their own gaps, improving team productivity and effectiveness.
- This team had built momentum and requested a deeper dive into team and overall organizational health. Phase Two included administration of The Five Dysfunctions Team Assessment, with alternating Individual 1:1 and Team Coaching over a six-month timeframe.
Lauber Business PArtners
At Lauber Business Partners, we understand what it takes to deliver exceptional Coaching services that will significantly impact your bottom line. If you want to learn more about how your organization could benefit from Lauber Coaching, please contact us by email info@lauber-partners.com or by phone 414-273-8060.
