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MessagePosté le: Mer 4 Mai - 02:29 (2016)    Sujet du message: The Orange Revolution How One Great Team Can Transform An E Répondre en citant




The Orange Revolution How One Great Team Can Transform An Entire Organization > urlin.us/24vx1

























































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However, the intent is not to topple a regime. Since the earliest human history, we have bonded first with those immediately around us, those we work and play with every day.So when we clear-cut a department, and break up a highly functioning team, we also sever the esprit de corps that has been developing over years between the people in that group. We were able to statistically establish a pattern of characteristics displayed by members of the best teams, as well as a set of rules that great teams live by. But in deeper waters the hope of rescue was almost nonexistent. They continue to be groups or departments of people that simply have the blanket of team thrown upon them. Somethings not working.When team is used as simply another business buzzwordlets drill down and grab a take-away in this space and take it back to the teamit diminishes what the powerful word (and concept) can really achieve.Its gone so far that many teams in todays companies are not true teams at all; theyre faux. . For those who prefer numbers, 63 percent of workers found office productivity to be positively affected when co-workers are friends outside of work. While every member of a high-performing team serves a unique role, members never lose sight of the big picture.

The powerful research reported in The Orange Revolution reveals that the true driver of exceptional success for great companies is not a genius CEO. Their research shows that breakthrough success is guided by a particular breed of high-performing team that generates its own momentuman engaged group of colleagues in the trenches, working passionately together to pursue a shared vision. Look what happens to employee engagement when teamwork is more than lip service, when we make commitments to interact and work differently, when we let go of the old way of seeing things and view our role at work in a new way.At the left, the 64 percent engagement number shows us that today, some 36 percent of the global working population is not personally invested in their work. The Old Mans name? Thomas Alva Edison.On October 22, the remarkable bulb dreamed up by Edison, drawn by Batchelor, mathematically proved by Upton, built by Kruesi and Boehm, and tested by Lawson, Force, and Jehl, burned for thirteen and a half hours, with a light described by the New York Heralds Marshal Fox as, the mellow sunset of an Italian autumn& a little globe of sunshine, a veritable Aladdins lamp, before Edison determined he had seen enough. While earlier filaments had burned out within several hours, the carbonized sewing thread that Batchelor had carefully threaded into the bulb stayed lit. Take a peek underneath and youll find a group of individuals largely fending for themselves.The sad truth for leadership is that they are adrift at sea. For some reason, its easier for us to assign credit to a single person than to a team. Someone has told leadership that they should have teams, and so they have them.

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