How can the Right-Minded Teamwork model support you as a team facilitator? Apply the coaching characteristics and become an effective team facilitator.
As a facilitator, the Right-Minded Teamwork (RMT) 12-step facilitation method will immediately allow you to create deeply impactful team building workshops for teams of any size.
It also provides tools and a unique structure for identifying improvement opportunities and navigating a wide variety of team challenges.
RMT can help with everything from unifying team efforts to clarifying team member roles and responsibilities to leading effective team meetings. It even works to improve teammate trust.
RMT is a powerful, effective tool for companies seeking team and customer satisfaction.
“The [Right-Minded Teamwork process] helps businesses put order to the chaos of everyday activities.”~ Joey B., Offshore Installation Manager, Chevron
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What Makes RMT So Effective?
Five essential elements make up RMT’s framework: Business Goals, Psychological Goals, Work Agreements, Team Operating Systems, and Right-Minded Teammates.
By applying RMT’s 12-step team building workshop model, team facilitators can leverage the 5-Element system and move any team from dysfunction to willing collaboration. Those steps are effective coaching characteristics for team facilitators.
Strong team performance starts with clear, long-term goals that include everyone on the team.
In the RMT model, clear goals lay the foundation for success. By inviting executive team leaders to consider overarching strategic planning goals and interpersonal goals, RMT guides teams to embrace a holistic picture of achievement and growth.
Business Goals are essential for directing team members’ focus and energy at work. They provide all team members with a collective objective for their efforts. Often, business goals revolve around client satisfaction and retention rates. Achieving 100% customer satisfaction is the number one goal for many businesses.
But strong results can only be produced by a high-performing, focused team committed to achieving those specific results. Creating a strong, integrated team requires a different kind of goal setting. By incorporating Psychological Goals, RMT opens the doors for team members to openly discuss and identify what right-minded teamwork means to them.
For example, if 100% customer satisfaction is the shared business goal, teams might agree they need to implement an internal checks and balances system to catch any errors. The team might also decide that any mistakes found will simply be corrected as quickly as possible, rather than pointing the finger or blaming others.
A positive and supportive work environment means mutual respect, trust, and understanding.
Once a team has clear business and interpersonal objectives, RMT provides three proprietary methods for strengthening group dynamics: Work Agreements, Team Operating Systems, and Right-Minded Teammates.
Critical Coaching Characteristics for Team Facilitators Include Using Team Work Agreements to Create a High-Performing Teamwork.
When a business has its sights set on a specific goal, it is essential to have all team members working together productively. But far too many teams struggle with a lack of mutual respect, connection, and unity. As a result, individual team members often feel alone and unsupported.
Work Agreements are short, customized documents that define how team members agree to work together. They provide a set of clear expectations for team member performance and behavior. Work Agreements set the tone for how a team agrees to move forward, providing a baseline for effective, meaningful work.
When executed fully, Work Agreements can solve just about any teamwork issue.
Coaching Characteristics for Team Facilitators also includes Establishing a Team Operating System for Optimal Productivity
The Team Operating System is the framework that outlines a team’s processes and procedures. Where Work Agreements define team member commitments and guide interpersonal interaction, the Team Operating System clearly defines the roles, responsibilities, and actions needed for the team to reach their goals.
With a Team Operating System, team leaders can ensure all team members are taking action in a productive way. Each team member knows their role, understands how their efforts contribute to the whole and is committed to using the system alongside their teammates.
Improve Overall Team Performance with Right-Minded Teammates
If the team struggles with team member growth and individual performance, the final element of the Right-Minded Teamwork model, Right-Minded Teammates, may be your solution.
Just as a chain is only as strong as its weakest link, a team is only as strong as its poorest performer. Right-Minded Teammates encourages team members to view their team’s success collectively. Though individual performance matters, the higher goal of achieving 100% customer satisfaction underpins team member interaction.
Rather than pointing out and punishing poor performance in individual team members, Right-Minded Teammates are focused on strengthening individual performance to achieve group success.
Are you looking to get your team on the same page and improve the bottom line?
RMT’s Right-Minded Teammate tools can help.
Putting the RMT Model Together: How It Works
Not sure how Right-Minded Teamwork will work for your team? Our proven model guides facilitators down the path to success.
Coaching Characteristics for the Team Facilitator most certainly includes helping their teams create a team building plan. Here is one that has worked for many teams.
3 Workshops, 6-12 Month Implementation Plan
Over the course of six months to a year, RMT encourages three separate team workshops. Each workshop focuses on a specific portion of the RMT method.
The initial workshop focuses on team cohesion and unity. Under the guidance of the team leader or team facilitator, the team works together to clarify their Psychological Goals and to create one or more Work Agreements. These Agreements resolve any existing teamwork issues, such as role disagreements or poor communication, and allow team members to collectively agree on acceptable attitudes and team member behaviors. Teams often experience a boost in productivity and motivation just from the first workshop because they can immediately see the effectiveness of the Right-Minded Teamwork model.
Once Work Agreements are in place, the team is ready for the second workshop. This event revolves around clarifying the team’s Business Goal. Often this goal is 100% customer satisfaction; the team must agree on what this kind of success looks like for their clients. With united focus, teammates are ready to discuss and create an actionable plan to strengthen work performance and eliminate wasted time and effort. This workshop builds on the first by delivering more evidence that the RMT model is working.
Finally, team members are ready for the Right-Minded Teammate development workshop. Rather than looking at the team as a whole, individual teammates are encouraged to take an honest look at their own attitudes, behaviors, and work performance. The goal is to identify simple, legitimate, and actionable improvements for each person to work on. Owning their individual contributions to the team solidifies the value of each team member.
As a team grows and evolves, the Right-Minded Teamwork method can be used cyclically to produce continuous improvement.
In the end, the Right-Minded Teamwork method is a business and psychological approach to team building. Acceptance, forgiveness, and self-adjustment become an integral part of team culture, and exceptional customer satisfaction is the natural result.
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Still not sure whether Right-Minded Teamwork and the 12-step workshop design process is right for your team? Read more: