We're throwing the doors open at Edgework Consulting in 2016, offering some of our most popular materials in open enrollment workshops. For those of you curious about seeing an Edgework Consulting workshop live, this is a great opportunity. Each workshop will be held at our headquarters in Boston's Financial District. Our next one is Giving & Receiving Feedback. Here are the details:
Our clients love our workshops, but we've noticed that their teams change quickly. New people come on board as projects and companies grow, and team members leave to pursue new challenges. So it can be difficult to leverage the learning of a workshop across the team unless your new team members are in the loop. As new people get hired, individuals are promoted, and roles shift, we want to be sure that the core concepts of effective teaming and productivity stay with you and your teams.
To help you be responsive to your changing teams, Edgework is offering two quick and easy ways for your team to stay connected and productive. First, some of our most popular workshops will be delivered for individuals and small groups through the end of the year in our Workshop Thursday series. Whether it's new members to your team, a team that's coming together for the first time, or anyone else who wants to work better with others, we've tailored these offerings to be fast, effective, and to leave participants with tools they can use right away.
We also know that there are times when you just need some time to think and talk through a question, and a coach can help guide you toward strategies to approach whatever is on your mind. Our second offer brings a coach to you and your team for either a half day or a full day. Depending on your needs, our coach will work with you on a question or issue either one-on-one or in small groups in a Speed Coaching model — 25 minutes each for team members to work on whatever they'd like related to teaming and productivity. The sessions can happen at your workplace, so it's a flexiblie, effective way to to take a quick break from your workday and return empowered to tackle those issues you feel are most pressing.
As 2015 comes to an end, join us to top off your learning and development tank!
In this series of blog posts we'll share some of our research and insights into four myths about teaming: luck; weak links; zero conflict; and success is the deliverable. Today, we're talking about weak links.
We’ve all had moments where we’ve felt like someone on our team is a weak link, that due to lack of experience or skill set, he or she is hindering the team’s progress on a project. Or, worse yet, we’ve looked around the team members and felt like we were the one holding the team back. But the science and research on teaming don’t back this up. In narrow, isolated instances, the differences in skills and approach can be frustrating and lead to exasperation, but this diversity is actually what makes great teams successful.
As the effects of globalization and technology march on, contracting our work world so that information and colleagues are easier to access, an increasingly valuable resource for a knowledge worker is exactly that – knowledge. Information is quickly disseminated through the internet, and it arrives wherever we are at the moment through our smart phones and tablets. But while all that readily accessible information is out there, it still takes people to turn it into knowledge. Information may influence decisions and help shift priorities, but it’s still people who make decisions. In the modern workplace, having a workplace network with depth and breadth is among the best tools you can have.
The words we use to express ourselves in the workplace dictate so much of what gets done and when it gets done. If you send a colleague a draft of a report you need back Wednesday by noon at the latest, you wouldn’t ask them to return it “sometime mid-week,” because if it arrives Thursday at 9:00 am, that’s too late. It’s about precision. But our vocabulary can get sloppy, and in today’s fast paced work world there are two words that are conflated constantly: urgent and important.
Teams make a new hire to fill a role – a marketer, an engineer, a salesperson, a designer – and look for the hard skills in a person to match that role. But more and more, a successful hire not only has the individual skills to fit a role, he or she also has the individual skills to fit in on a team.
Topics: Workshops and Training
Training, education, learning and development – whatever you call it, a training program for your team will help them work more effectively as a unit. But it’s more than just that – good learning and development programs help teams with cohesion, growth, and problem-solving. Here are four ways your team can benefit from an intentional training program.
Topics: Workshops and Training