Using the wrong assessment or diagnostic tool, or using them incorrectly, can do more harm than good for the individuals and teams we are supposed to be helping.
What have you experienced working virtually?
There is a belief that improving team performance should start with the "soft stuff" and that it is the role of HR to do that 'soft and fluffy stuff'.
Here we present a simple model for looking at behaviours.
Despite all teams being unique, it is often hard for leaders to articulate exactly why their team is special.
These are crazy times we are living in, and yet clarity, direction and team goal setting makes life easier.
There is a common practice when coaching teams to maintain the confidentiality of any one to one interviews. But does this really serve the team well?