Recruitment and Team Development Update
One of the great things (amongst many) about being an OD Manager at the Beech is that there is always a hive of activity within the recruitment and development agenda for our people and in support of the plans for the emerging 2020 vision (I hope to share final details of this early in the New Year).
I am therefore delighted to announce a number of celebrations that have taken place over the last few months. In September we recruited Lizzie Tather as our Programme Administrator and earlier this month we recruited Jenny Venter as our new Finance Assistant. Lizzie is employed on a full-time basis and is doing so well in her new role that she has already won our monthly performance awards, thereby recognising and valuing her contribution towards our KPI's and supporting team performance.....well done!
Jenny is working with us on Monday, Wednesday and Fridays and has already had a massive and positive impact into the client services team and the finance function. Jenny has demonstrated a confidence and ability around understanding our financial management practice in an extremely short space of time. Well done and thank you!
Additionally, Jenny's recruitment now means that the 2011/12 interim structure has officially been populated and we are already starting to make plans for our recruitment activities over the next 3 years - again, more to follow on this as a later date!
In terms of our strategic priority of 'delighting clients' we will now start to focus on the development of this client services team to ensure that we can consistently provide a high quality, efficient, proactive and knowledgeable client services experience. As I'm sure most of you will recognise, this does not only mean enabling this team to understand our 'products' but also to understand what it means to be part of a high performing team; with two new recent members to this team we will be starting to explore group dynamics.
With reference to Tuckman's four-stage model of group development he argues that the ideal group decision-making process should occur in four stages:
- Forming (pretending to get on or get along with others, settling into the team)
- Storming (letting down the politeness barrier and trying to get down to the issues even if tempers flare up)
- Norming (getting used to each other and developing trust and productivity)
- Performing (working in a group to a common goal on a highly efficient and cooperative basis)
Tuckman later added a fifth stage for the dissolution of a group called adjourning. (Adjourning may also be referred to as mourning, i.e mourning the adjournment of the group). This model refers to the overall pattern of the group, but of course individuals within a group work in different ways. If distrust persists, a group may never even get to the norming stage.
Over the next few months we will be encouraging this group to consider, develop and deliver on their shared client services 'team' vision as one vehicle in the development of their group formation.
Organisational Development Manager
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