August 12, 2014 by www.talent_dynamics.com
Recently there was a big change in the management team over at Citizen M Glasgow.
The new hotel manager, Amanda, had been a participant on one of my previous Talent Dynamics workshops here at Rapid Transformation, and approached me about doing some work with her new team.
Hitting the Ground Running
Her challenge was for the team to quickly build trust, understanding, and effective ways of communicating with each other. She wanted them to hit the ground running, especially when it came to the special projects that each manager would now have individual responsibility for.
It was refreshing to work with a team that’s led by someone who’s putting Talent Dynamics to work. Amanda had already been using all the knowledge and skills that she’d learnt at her previous workshop, by being mindful to recruit a team that spanned the eight profiles, as well as assigning individual projects according to profile strengths and preferences.
Putting the Pieces Together
Now she wanted the team to gain an understanding and appreciation of each other’s strengths, and to work out how to excel together. During their Step One (Full Day) Programme, we looked at the challenges the managers faced and how they could improve the way that they tackled them.
For example, we looked at how they could improve communication by understanding the differences in how people from each profile tend to act, communicate and think. We took some of their pressing challenges and listened to all the different perspectives from each manager, noticing how they view things differently and what benefits that had for the team when it came to finding solutions.
By the end of the workshop, all the managers recognised that they were part of a well-constructed team. They were more appreciative of each other, and not only did they recognise that collaboration was key to the success of their hotel; they had the tools in place to make that collaboration a natural way of working for them.
As a result, they all understand why they’re each leading different projects, and how they can help each other to make them a success. And Amanda didn’t come away empty handed. Even though she’d been on a workshop before, she learnt more about how to best communicate with and support each individual member of her team. She told me:
“It was a real awakening for the attendees to see how they each support one another based on their profiles. We came away from the day with real goals and areas for focus and having learned a lot. Since the training day, we have refreshed individual tasks based on profiles and the team harmony is better than ever. I can also use the training day as a starting point for developing each manager.”