Most of us share an interest in fostering healthy, productive teams.
We’ve come to learn, whether through Google case studies, our own Emergn content, or prior experience, that team members work better together as they interact over time. The Tuckman Model, illustrating team progression through 4 phases over time, is based on this principle.
Heidi Shetzer Helfand, author of Dynamic Reteaming, sees it differently. The reality is that teams change, for a variety of reasons and in many ways (she goes deep into examples of them in her book). “People and organizations are not tidy and unexpected stuff happens.”
Change is hard. Once we’re able to accept inevitable change, we can begin to examine the human behaviors and reactions that take place when change is upon us. When we’re open and accepting of change, we can begin to manage it in a much more productive way.
As Emergn continues to grow, and as your organization does as well, and our teams continue to evolve, what can we do to equip ourselves to be at our best during these times of change?