Creating "Super Teams"

Are you fully tapping the resources available within your group? Is it working like a Superbowl team on way to victory? Or is it fracturing into power plays, bogging down in politics, and staying quiet because a subtle fear keeps those silent who might otherwise voice some great ideas?

Whether it's in the work place, in a nonprofit, or an association, group dynamics always exist. It's what you do with it that makes the difference. Taking a laissez-faire approach usually does not work; things left to their own will likely get worse. For those wanting more from their team, the question isn't if you should do anything, it's what should you do.

Because of the strong egos and the hidden agendas at play in a group, many people would rather avoid the task. If a group is functioning passively well, many managers consider this to be "good enough". They either don't want to rock the boat or simply aren't aware of what's possible when a group is transformed into an "Uber Team".

However, for those willing, it is possible to take your team and "supercharge" their contributions. Imagine the possibilities when a team is able to overcome the group dynamics preventing things from moving forward.

What are the possible new ideas that could be developed if individuals who used to be silent decided to speak up? And what if people within your company were able to express their authentic selves … rather than filtering themselves to a debilitating code of conduct forcing them to be somebody other than who they truly are? How might this impact your bottom line?

Changing group culture is one of Diana's specialties. Not only does she bring her expertise and tools to teach groups how to create more authentic interaction. She also has the wit, will and presence to get everybody enrolled. The same leadership qualities that enable her to work as an equal with high-powered executives come into play when she helps co-create a new paradigm within an organization.

She says, "In a business organization, I help debunk things that are perceived as 'politically incorrect'. There's just authentic and unauthentic.

When adopted, her techniques can stop group dynamics that are preventing the team from moving forward. People will get ideas out on the table they've been keeping under cover. People will speak up so they can help change the culture.

She can help a group see how it's perpetuating drama by playing out in what she calls "The Triangle" - taking on rolls as villain, hero, and victim. Then she shows them what the alternative would look like where people are living and working from a more aware and conscious level.

The result is a dynamic team culture where creative ideas are expressed and explored easily, and where politics and game playing take a back seat to mission and purpose.