Watching Team New Zealand in action over the last few days has got us thinking about how they have turned their practice time into high performance. One of the team wondered if they were an example of some of the best practice we have seen so it seemed like a good time to re-visit this blog about what people’s actual definition of high performance is.
Unless thought has been given to what individuals or teams are there to achieve as an outcome (not the same as what they are there to ‘do’ ) a lot of time and energy can be wasted either doing things that are duplicating what someone else is (or should be) doing, or things take much longer than they need to. As a result what is delivered can often be unnecessarily complicated / over-engineered or just plain wrong as a means to deliver the intended outcome/purpose of the team or individual.
the International Leadership Association conference in Auckland. The presentation focused on leadership development and attempted to give an axiological perspective on what it takes for managers to take the ‘theory’ they get in development programmes and turn it into action in the workplace.
In this blog we quickly share a few of the thoughts presented, to stimulate some thoughts about your programmes or your participation in leadership development training.
I heard a great saying the other day, “he who waits, misses out”. If we constantly wait for the right time to try something new, to make a change, or adopt a different approach, things will happen without us or in some cases, won’t happen without us. Time waits for no one after all. As… Read more
Good teams take time to become that way. All the research shows that good teams put effort into being a team as much as they put into delivering their purpose.Good teams do all the things that the research says it takes to be a good team because that’s what the research says and they start off by wanting to be good. But are they truly high performing?