Three main challenges for management teams in Russia*
*According to ECOPSY studies of management teams conducted since 2012.
Personal functional interests prevail over general team interests
Managers focus on "their own" tasks, KPIs, and areas of responsibility to the detriment of team's goals
Top teams lack synergy and cooperation
Distrust, competition and emotional neglect are common
Team members often have difficulty to agree on a decision, or to come to a consensus
Decisions may not be followed, and agreements are not fulfilled
Why do regular team building and using psychological models fail to provide long-lasting effect with Top teams?
When they are back to their everyday work environment, people forget the insights they had at a team building event, so they continue to interact in their natural way.
It is easier for us to explain communication issues by other people's faults, and not by the system (the so-called "attribution error").
In the meanwhile, most of the top leaders are fine: they are mentally healthy, they strive for success, they are able to collaborate with others. The point is, what social system do they exist in?
What are the benefits of
We build a Top team as a healthy social system. This approach provides a long-lasting effect.
The GAIN method is data-based. we deal with the factors related to performance only.
GAIN - is not only a highly productive team, but also a new organizational culture. We help to convey the top team's values to all levels of the organization.
Management team as a healthy system.
* Preliminary research data as of 2015-2018. Dozens of Russian companies' management teams in the fields of Production and Services. Pearson correlations with performance assessment. All correlations are significant at the 0.05 level.
A team is efficient if its members share the same common goals (correlation with performance 0.87). These goals:
comply with stakeholders' expectations (shareholders', customers', etc.).
are consistently understood by all team members.
keep team members involved and committed.
A team is efficient if its members' responsibilities and authorities are agreed (correlation with performance 0.76).
Responsibility and authority of each team member are clear for everyone and agreed among team members in order to achieve common goals.
Responsibility is coupled with adequate authority and vice versa.
There is an clear and accepted approach for discussing controversial issues and areas of responsibility.
A team is efficient if people comply with their position (correlation with performance 0.93). Each team member:
Is good as a professional.
Is good as a leader and manager.
Is good at teamwork.
A team is efficient if the teamwork is based on common principles (correlation with effectiveness 0.75).
The principles and rules of interaction are equally understood and followed by all team members.
There are clear and efficient formats for team interaction.
6 steps of
Team audit based on GAIN method
Remote team survey
Team development plan based on Survey Results
Individual coaching session for the Team Leader
Individuals: replacement and reshuffle of
Personal Support* in HR decisions * If this step is necessary, it is better to take it prior to the team development session