Time spent in meetings can be the most productive part of your day, but only if you first understand what goes into a successful meeting. The Meeting Repair Kit is based on the concept that there are 6 working components of effective meetings. If any of these parts are missing or in poor working order, meetings will stall - or break down entirely.
The Meeting Repair Kit is divided into 6 learning modules, one for each essential component of successful meetings:
Purpose and Direction,
Ground Rules, and
Individuals begin by evaluating and learning about different aspects of meetings, and then use exercises and activities from the "toolbox" to improve their meeting skills. Finally, participants apply their skills using these tools and the customizable templates during actual meetings. Upon completing all 6 modules, participants have a personalized meeting skill book to use as a handy reference tool!
Ideal for self-paced learning, established meeting groups, or trainer-led workshops, the Meeting Repair Kit can be used to:
Understand the nuts and bolts of effective meetings.
Identify the key meeting elements in need of repair.
Tune up individual and group meeting skills.
Designed to be used one at a time or in sequence, each module includes a short survey to determine developmental needs, criteria for effective meetings, tools for repairing meeting skills, skill-building activities, tips for using tools in future meetings, key learning points, and customizable templates on disc. You can find the Meeting repair kit at HRDQ,
Why Teambuilding Fails
Copyright 2011 TIGERS Success Series
By Beth Cohen
The old adage that a work team is more effective for solving problems and sparking innovation than individual efforts holds true in business. For this reason, many leaders try to form teams to harness the strengths of their employees and many of these efforts fail.
Rarely does that leader reflect on their business culture to determine if individual achievement is favored over collective success. As a result, how individuals or teams are rewarded and funded often predicts success or failure.
Therefore it is useful to review two distinct business models to determine where your company fits.
The business model practiced in the United Statesis fairly homogenous. In this model, individuals are vertically skilled and compete with other employees for promotion.
Upward promotion is based on linear individual achievement and competition for advancement is based on the success of the individual. Some workers describe this model as “dog eat dog” and “clawing your way to the top”.
Training is offered for technical skill development to prepare a manger for upward promotion. Opportunities for achievement are directed by others. In this culture, freedom and authority increase through promotion and leadership skills are learned through trial and error and on the fly.
Collaborative, Team-based Model
Employees are horizontally and vertically skilled and have cross-functional strengths. Opportunityfor advancement is the result of relationship skills – such as being able to confront issues, communicate clearly, solve problems and resolve conflict – and endorsement from team members. Team achievement, relational skills, team coordination skills, and respect from other team members are selection criteria when opportunities for advancement surface.
Training is focused on cross-functional achievement and opportunities for promotion come as a result of self-directed activities. Freedom and authority are realized as a group. Employees have opportunities to advance horizontally as well as vertically, based on learning, work, and team skills. Work is multi-dimensional and teams earn bonuses rather than a few people at the top of the organization.
Therefore, teams fail when team leaders and members lack the support, resources, relational skill training and recognition often withheld in the individualistic model.
Reprinted from "TigerTracks Tips Of the Month," an ezine featuring tips, articles and tools for building high performance teams. Subscribe at:
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