Roz Tyburski

I’ll be honest. For most of my career I hated team building. And I bet a lot of you do too. Not because you dislike teams. But because it feels so contrived. Forced participation, awkward activities, wasted time when we're too busy already, and the lack of connection to the real work that needs to be done. Trust falls that don't build trust, personality tests that pigeon hole individuals into a limited number of "types," building towers with spaghetti sticks. To what end? Most teams hate...

You and your team did the assessment. Nothing really changed. Why? You brought in DISC, did the 360 reviews, maybe found your Strengths, or your Big-Five. Everyone got their report and the debrief. There were nods of recognition (self and others.) There were insights and probably some good "aha" moments. Then... nothing really changed. Or if there was a change, things quickly reverted back when work got stressful. In the end, the team dynamics stayed the same. The trust gaps stayed, or...

Your Best People are Your Biggest Problem (And You don't Even Know it.) When you hire high performers you expect magic. Sometimes you get it, at least for a while. More often, what you get instead is talented people working in parallel universes. Individual goals are crushed! Individual efficiency is high. Individual delivery you can always count on. But somewhere between their desk and their teammates's desks the work fragments. As they used to say in my former organization, things fall...