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Interpersonal Competence/Team BuildingInterpersonal Competence

The Basic Premise

Regardless of industry, everything that is achieved, to some extent, passes throughpeople. THEREFORE : The quality of the relationships within an organization will ultimately impactthe quality of the output.

Would increasing interpersonal competence in your organization enhance the outcome in any of these situations?

Getting the work done right the first time.

Disciplinary issues.

Interpersonal conflicts.

Staff and workgroup development.

Coaching/mentoring.

Interpersonal competence is the foundation for success. Its components are:

Self awareness: How well do you know yourself?

Listening: How effective are you as a listener?

Empathy and Understanding: How effective are you at reading beyond the words?

Communication skills: Do you have and use these skills?

Paraphrasing Perception-Checking

Describing Feelings Describing Behaviour

Interpersonal Competence will make the people in an organization more effective at:

Setting goals and objectives and holding individuals accountable for the results.

Encouraging exploration of options and giving people free and informed choice in decidingwhether or not to change.

Providing appropriate information and instructions and meaningful feedback when needed.

Listening to problems, identifying feelings and legitimizing them.Confronting problems.

Teaching new skills and capabilities.

Team Building and Workgroup Effectiveness

All teams are workgroups but all workgroups are NOT teams! Teams are committed to a set of

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common goals and to being held mutually accountable. Being a member of a team is like falling inlove. There is a chemistry that separates a team from other groups of individuals working together.

Steve Marks specializes in helping workgroups and teams become more effective throughidentifying and removing roadblocks, resolving conflicts, developing skills and setting and trackingaction steps.