How to build an "UberTeam"

Quote/Testimonial:

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

Main Copy:

Is your group working like a Superbowl team on the way to victory? Or is it fracturing into power plays and bogging down in politics? Are you fully tapping the resources available within your group, or are voices with great ideas remaining mute because of a subtle, permeating fear?

Whether it's in the work place, a nonprofit or an association, group dynamics always exist. When was the last time you saw a laissez-faire approach work? One of Murphy's Law says, "Left to themselves, things tend to go from bad to worse."

For those wanting more from their team, the question isn't if you should do anything, it's what should you do. The question is, are you willing to step up to the plate and make the difference?

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 a team and "supercharge" it. 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 - often the deepest thinkers - decided to speak up? What if your team's authentic side, that place where true creativity comes from, was allowed to shine - rather than some forced, debilitating side?

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 enabling her to work as an equal with high-powered executives come into play when she helps co-create a more authentic and creative paradigm within an organization.

Part of her work is helping team members see how they perpetuate drama by utilizing what she calls "The Triangle". Within it, people learn to acknowledge how they alternately play out the roles of villain, victim, and hero. From there, they learn how to get "outside the triangle" and work 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.