Mentoring Task Force & Ad Hoc Teams
Business runs fast. Contemporary complexity and work overloads, require companies to enlarge their capacity. This can often be achieved through improving work processes, simplifying things, planning and arranging correctly, removing bottlenecks and promoting open and clear communication.
Since large portions of the organizational activity is being done on a cross-sectional level, companies occasionally assemble task-forces and ad hoc teams for analyzing situations, suggesting alternative solutions, and promoting cross-organizational collaboration.
Dealing with Complexity
Modern organizations are multidisciplinary by nature and operate in highly interdependent environments. In order for them to make good calls, they should cultivate an interdisciplinary collaborative culture where people can be heard. Thus making sure that people with unique knowledge and diverse practical experience will have a sit around the table. The fundamental practice of an effective decision making process is an open and tolerant dialogue among people holding diverse perspectives. As the saying goes, if two people think the same, one of them can be excused. Naturally, diversity is also a source for conflicts and misunderstandings, and might cause waste, negativity, and frustration.
Organizational changes, new opportunities, interpersonal differences, conflicts of interest, and sync efforts are serious issues. Leaders should rightfully allocate their time, energy, and resources in mitigating cross-sectional down-sides. But, they don’t always have the right tools for that. This is where we step in.
Mentoring Task Force & Ad Hoc Teams in a Nutshell
During the mentorship process we facilitate team processes in accordance to a pre-articulated target. Initially, we analyze the situation through interviews and systematic observations. Then, we clarify the team’s mission. Whether it is a cross-organizational task force that was asked to solve a bottleneck, or a departmental organic team that wishes to alleviate their staff meetings, or merely a couple of executives that just don’t get along, we can offer customized solutions.
The mentoring sessions contain a series of secure and tight-guided meetings. In these sessions, we offer interpersonal platforms where relevant stakeholders can meet and promote effective dialogue in light of the challenges they face. These platforms enable the development of cross-organizational solutions and increase organizational capacity and engagement.
In the initial phases of the activity we guide stakeholders through a self-diagnosis process, that enables them to map their challenges and areas of improvement. Subsequently, the team prioritizes the issues and is ready to dive in…
The aim of the mentoring process is to increase team effectiveness to meet current as well as future challenges.
This is done by facilitating communication processes, making sure trust is in the air, implementing suitable work methodologies, and establishing a simple and concise plan alongside with sustainable action items.