An ideal partner to accelerate forming, storming & norming in groups to make them hi-performing teams. Team Building solutions are offered for:
An intact team by definition is a group of people who work together on a regular basis, from a project of few months to a stable multi-year department. It becomes imperative to weave the diverse personalities, styles and skill sets constituting the team into a harmonious whole, in sync, and aligned to the organisational goal and values. More so as corporations flatten their hierarchy and depend more upon teams and smaller work groups to make decisions. Often issues like little knowledge about self and other team members, lack of clarity around a set of shared and stated values, communication that is prone to misunderstandings and lack of mutual trust and respect may be holding back the team without, at times, their even being fully aware of it. For any team building to be effective, participants must become aware of the real issues within the team and address them.
Pegasus believes that all awareness begins with “Self.” Its customised programs enable team members to become more aware of the need to understand themselves and each other better and thereby leverage on each member’s strengths for optimal results. Members also become sensitive towards the varied needs and aptitudes of other members of their intact team and are able to relate to them, leading to agreements that resolve conflicts, engendering of an environment conducive to ideation and creative approaches to problem solving and enhanced motivational levels.
The approach is a blend of SEL and cognitive inputs including self-insights from administering psychometric tools.
Most organizations nowadays have scenarios wherein members of different functions/teams need to work as an integrated team beyond functional silos. Their contribution needs to be constructive and blending personal knowledge with that of the team, at times, placing not only team goals ahead of own but also organizational goals ahead of team goals. Functional teams need to reach out across boundaries and seek feedback from the supported team on their contribution. Trust among and across teammates and ongoing review of mindsets/assumptions of members and leaders are essential to achieve synergy.
Our program helps the participants to identify the dysfunctional aspects that come in the way of working cross-functionally: personal egos, fear of letting go of one’s control or power, treating another function/department as an “us and them” thing, failing to see the bigger picture and working in silos.
The program offers the participants opportunities to observe and imbibe functional behavior. They are exposed to the benefits of working across (imaginary) boundaries that may exist between functions, realise that more long-term benefit arises from combined effort and that cross-functional working may take more effort and better planning but will create more opportunities for all. They also realise that they are part of the overall process that ultimately delivers the product or service.
Program encourages members to offer alternative perspectives to the problems and explore potential solutions through increased levels of creativity and out-of-the-box thinking. Further essential aspects of cross-functional working like multi-tasking, consensus building, decision making and leadership challenges are also highlighted.
Working in an international team can be challenging. Being aware of cross-cultural differences and in particular our own attitudes, behaviours and biases is essential for effective international team performance. But being aware is only part of the process, we also need to have the skills and consistently use those skills to ensure that we communicate and work effectively with people from different backgrounds.
Some of the key areas that international teams often experience problems in are different value systems. Peoples’ values are expressed through what they say and what they do. Therefore people working together from different cultural backgrounds may find that they approach and execute tasks differently because of differences in their cultural values.
Our program helps participants discuss the differences in value systems and helps them to understand how and why individuals may behave differently. This can help all to work together more effectively and make the most of the benefits that those differences offer.
Effective communication is critical within any work team. Within an international team, it is often the area that individuals have the most difficulty with, the common aspects being language and non-verbal behaviours. The program helps in overcoming these difficulties. It also highlights some other functional behaviours that include: avoid making assumptions about anyone, treat people as individuals and as they would want to be treated, apologize for mistakes, build on people’s strengths, share information and avoid making instant judgments.
When an organisation straddles countries, continents and cultures it becomes imperative for it to weave the varied threads into a harmonious whole in sync with, and aligned to, organisational goals and values. Sudden M&As across national boundaries can also entail such a situation. This is often a challenge keeping in mind their employees’ distinct nationalities along with their attendant cultural attributes. This is applicable to virtual teams comprising diverse nationalities located in different geographies.
Effective communication is critical within any work team. Within a virtual team it is often the area that individuals have the most difficulty with, the common aspects being language and non-verbal behaviours. The program helps in overcoming these difficulties. It also highlights some other functional behaviours that include: avoid making assumptions about anyone, treat people as individuals and as they would want to be treated, apologize for mistakes, build on people’s strengths, share information and avoid making instant judgments.
Pegasus cross-cultural bonding and integration programs are designed to smoothen and hasten this crucial process by helping the employees from diverse populations become aware of the need to know and understand each other better and become sensitive towards the uniqueness of individual cultures. Enhanced mutual trust and respect as well as proactive helping, sharing and ideating across geographies are the outcomes from these programs.
The approach is OBL or a blend of OBL, role play and theatre.
In India, many businesses are primarily driven by channel partners (CP). Sales are driven by very strong consumer advertisements for the end users. The channel partners, by virtue of their experience and expertise, can recommend products and accessories. That is the practice normally seen across the globe.
Currently in India the end consumers ask for a particular brand and multi-brand channel partners are just dispensing it without any value addition. Companies in the industry are spending a lot of resources on technical training at channel partner levels, but not providing inputs that empower CPs to recommend a brand in response to a customer need after factoring in overall productivity and benefit to customers.
The CPs, in general, have an introverted behaviour towards their job which is self- limiting. There are only sporadic examples where a CP is driving the change and upgrading business periodically wherein the customers are willing to pay the premium for advance technologies. Majority of CPs lack confidence and soft skills required to educate traditional consumers on advances in technology and thus upgrade them to modern products that provide a better quality of life.
This intervention looks deeper into the personality side of the CP which is a key driver for any change to happen. It focuses on empowering the CP to drive the industry by recommending technology products, building up confidence to educate/influence the consumers (who are still with Older Generation Products) and building a strong relationship between them and the organization that sponsors this program for them.
High-performance teams (HPTs) are what make companies successful. Whether the task is to create an innovative product or service, or to design a new process or system and/or make it work, teams rather than individuals are assuming more significance. HPTs are highly focused on their clear & SMART goals and achieve superior business results. HPTs deliver what is asked for, when it is asked for, and outperform expectations given their composition.
So, before initiating the design efforts towards ‘Building HPTs’, one must have clarity on what are the embodiments of HPTs. Teams need to define their attributes to build a high performance culture. It would be a conglomeration of performance s which impacts business/productivity parameters, creates high-engagement levels of employees and delivers superior customer service.
Each team needs to assess their current level, define the minimum threshold of performance they aspire to and what they have to do collectively to transit to a HPT level performance.
Pegasus programs are designed to sensitize participants about the crucial characteristics of HPTs and the challenges which need to be overcome while becoming one. The customised programs not only surface the need for and value of essential synergistic characteristics, such as participative leadership, effective decision-making, open and clear communication, defined roles and responsibilities, mutual trust and high morale, but also immerse team members in behavioural group dynamics relating to them; thereby making the simulated experience come alive for them with all its pains and gains.