Why Your Team isn’t Following You and How to Fix it?
Shared by eTACSEN Managing Director Terence Yeung During a recent leadership training session for a financial services client, a participant raised a thought-provoking question: “The ideal leader inspires passion and energy, but in reality, we often have to push our teams to achieve goals, even when they’re not fully motivated. Are these two different types of leadership?” My response: “They’re not contradictory. The essence of leadership lies in balancing ideals with reality.” Here’s how to inspire even the least motivated team members: Build credibility by leading by example - Become a trustworthy leader who leads by example. Only when you are credible will your team willingly follow Align team goals with personal interests - Show members how achieving organizational goals can enhance their personal interests. This includes not only financial rewards but also personal growth, employability, and contributions to societal development Foster innovation and celebrate small wins - Build a positive atmosphere through continuous small successes, inspiring team members with a sense of progress and achievement Develop skills and build high-performing teams - Help less confident or less skilled members gain new abilities and confidence while working toward organizational goals, thereby elevating the team’s overall capability Reinforce positive behaviors with public recognition - Publicly recognize teams or individuals who do the right things, using creative methods to celebrate their achievements and inspire others to follow suit The essence of leadership is not just about driving goals but also about unlocking each individual’s potential, helping teams find a balance between ideals and reality. Through these methods, we can transform team members from “passive executors” to “active contributors,” all striving toward a shared vision. As leaders or managers, our mission is to guide our teams to achieve organizational goals. True leadership is about making team members willingly follow, inspiring them to strive for shared goals. What do you consider to be true leadership? I welcome your thoughts!
From Personality to Team Effectiveness: How eTACSEN Leadership Training Achieve "People Empowerment × Collaborative Growth"
In the VUCA era, the core of organizational competitiveness lies in the precise release of leadership potential and the deep activation of team effectiveness. eTACSEN integrates leading international program systems to create a pathway for capability enhancement, from "personality awareness" to "team collaborative evolution." By using Everything DiSC, The Leadership Challenge, The Five Behaviors of a Cohesive Team, and Change Enablement program, we equip leaders to empower people and drive team evolution, enabling mutual growth between individuals and organizations. Understanding Personality with Everything DiSC and Recognizing Team Differences The starting point for team collaboration is a deep understanding of "people." Everything DiSC, based on the DiSC model, categorizes individual work styles into four types: D (Dominance), i (Influence), S (Steadiness), and C (Conscientiousness). This helps members gain insights into their own and others' behavioral differences. Without this awareness, conflicts may arise during goal setting. The program offers scenario-based strategies through modules on workplace relationships, management, and sales. In the Constructive Conflict Training program, participants can identify their own conflict response patterns and understand others' motivations through DiSC, transforming destructive reactions into constructive dialogue. For instance, after implementing the program, a multi-national company saw improved efficiency in cross-departmental decision-making, with employees reporting a better understanding of their colleagues' work style differences. This "personality decoding" fosters the recognition that "differences are resources," enabling leaders to align talents with roles effectively. Optimizing Leadership Behavior with The Leadership Challenge to Strengthen Collaboration Foundations Recognizing differences is the starting point for collaboration, while aligning leadership practices is the cornerstone. The Leadership Challenge, grounded in 40 years of research and over 5,000 cases, distills five exemplary leadership practices: Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart, providing leaders with a quantifiable action framework. Through the 360-degree Leadership Practices Inventory (LPI), leaders can clearly identify their behavioral shortcomings. The value of The Leadership Challenge lies not only in individual optimization but also in creating a shared leadership language for leadership excellence. When "Inspire a Shared Vision" and "Challenge the Process" become habitual, teams cultivate a collaborative environment of trust and innovation, evolving from "individual leadership" to a "team leadership ecosystem." Reinforcing Effectiveness with the Five Behaviors and Change Enablement Programs for Team Growth Once individual styles are recognized and leadership behaviors are calibrated, teams must overcome the pitfalls of "pseudo-collaboration." The Five Behaviors program addresses the five major obstacles to collaboration: lack of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Through a comprehensive training process of "building trust - promoting conflict - strengthening commitment - holding accountability - focusing on results," teams evolve toward high performance. The program integrates Everything DiSC assessments, allowing members to leverage their personality strengths to overcome obstacles. In the face of organizational change challenges, the Change Management program employs John Kotter's eight-step change model and William Bridges' theory. It uses tools such as Change Style Assessment and Change Readiness Assessment to help teams identify resistance and develop strategies. From optimizing daily collaboration to responding to change, teams achieve a leap in effectiveness from "efficient operation" to "collaborative innovation." From the “personality to team effectiveness”, eTACSEN leadership programs develop a capability enhancement link of "awareness - behavior - system." They provide leaders clear strategies for understanding and maximizing team members’ potential, while also building the momentum needed for collaborative growth using scientific models. In today's competitive landscape, the value of people is crucial. By transforming individual strengths into team advantages and enhancing leadership behaviors into organizational capabilities, companies can unlock talent effectiveness. When team members find their “best roles”, collaboration creates a “multiplier effect”, providing the organization with a sustainable competitive edge that lasts through different cycles.
Team Building Program: Finding Consensus Amidst Cultural Differences
In the wave of economic globalization and regional collaboration, cross-border team cooperation between Hong Kong and Mainland China is becoming increasingly frequent. However, differences in culture and work habits often lead to communication issues and decision-making conflicts. Recently, eTACSEN delivered a Cross-Team Training program aimed at renowned multinational organizations, focusing on the theme of "Cross-Team Building." This training provides new insights to tackle these challenges, showcasing the powerful synergy of Hong Kong and Mainland China’s wisdom in cross-team collaboration. Collaborative Challenges and Co-Creation Opportunities Amid Cultural Differences Cultural differences between Hong Kong and Mainland China act as a significant barrier to cross-team collaboration. Hong Kong teams emphasize efficiency and rules, while Mainland teams focus on relationships and flexibility. These differing mindsets and work styles often lead to misunderstandings and decision-making discrepancies. However, these differences are not solely drawbacks; from a co-creation perspective, they bring diverse ways of thinking to both teams. The cross-team building training encourages participants to realize that, like different colored brushes, each with its unique traits, they can collectively create a vibrant masterpiece. In the practical work scenarios of multinational organizations, these cultural differences can serve as stumbling blocks to collaboration or transform into catalysts for innovation and enhanced team resilience. One of the core goals of the cross-team training is to help participants master methods for guiding and integrating these differences. Practical Insights from Cross-Team Building When facing disagreements, team members should communicate proactively instead of shifting blame. In times of crisis, they must be willing to step up and solve problems. By clarifying common goals and strengthening effective communication, cross-team building unites team members, transforming cultural differences into complementary advantages. The training also emphasizes cultivating team-building awareness, encouraging members to step outside their self-interest and consider the collective benefits of the team. Through the cross-team building initiative, the collaboration between the teams from Hong Kong and Mainland China will surely unleash greater potential. eTACSEN’s training program helps elevate cross-team cooperation to a higher level, achieving mutual development for both individuals and the team.
The Value of Change Management Training: eTACSEN's "Change Enablement" Program Using Kotter's 8-Step Process
In today's rapidly evolving business landscape, an organization's ability to manage change directly impacts its survival and growth. eTACSEN's "Change Enablement" program, which integrates John P. Kotter's 8-Step Process for Change and is enriched with practical experience, offers organizations a proven framework for Change Management Training to achieve sustainable success amid the waves of change. Integrating Theory and Practice: Bringing Kotter's 8-Step Process to Life Built upon Kotter's globally recognized 8-Step model - ranging from creating urgency and forming coalitions to defining visions and embedding change - eTACSEN's "Change Enablement" program systematically dissects and reconstructs each phase. Unlike conventional theory-driven lectures, 80% of the program consists of interactive activities. By leveraging proprietary business simulation games that mirror real-world scenarios, participants engage in immersive experiences to grasp and apply Kotter's framework. For example, during the "Create Urgency" module, market crisis simulations emphasize the necessity for change, while role-playing exercises in the "Communication" phase enhance learners' ability to articulate change initiatives effectively. This blend of theory and practice transforms Kotter's concepts into actionable tools, underscoring the value of Change Management Training. Leveraging Professional Assessment Tools to Address Six Key Change Scenarios The program incorporates specialized tools, including the Personal Change Style Assessment, Change Readiness Assessment, and 360-Degree Change Leadership Behavior Assessment. These instruments identify strengths and gaps in organizational change processes, informing tailored training interventions. This program primarily targets six major scenarios of organizational change: mergers and acquisitions, organizational restructuring, new system or policy implementation, cultural transformation, leadership transitions, and employee resistance to change. For example, in new system or policy rollouts, assessments analyze individual responses to change, enabling participants to adopt context-specific strategies for smoother implementations. This targeted approach amplifies the relevance and effectiveness of Change Management Training. Elevating Organizational Change Competence for Sustainable Success eTACSEN's “Change Enablement" program equips managers with critical change management skills such as leading initiatives, fostering acceptance, and mitigating resistance while deepening non-managerial staff's understanding of change from a corporate perspective. By cultivating a team proficient in Kotter's methodology, organizations can navigate disruptions methodically, enhancing success rate of change initiatives. Testimonials from leaders like former Chow Sang Sang HR Director Winnie Lin, who credits the training program with providing the team confidence and methods during structural adjustments and the implementation of new systems, and former Ernst & Young Greater China Audit Leader Andy Cheung, who praises its tools for driving partner-led transformations, attest to the training program's impact. These endorsements highlight how Change Management Training fuels enduring organizational success. In conclusion, eTACSEN's “Change Enablement” program - through its integration of theory and practice, precise application of professional assessment tools, and holistic skill development across all organizational levels - operationalizes Kotter's framework. This empowers organizations to thrive in an era of perpetual change, demonstrating the indispensable value of Change Management Training.
What are the Applications of Everything DiSC Training Program?
Everything DiSC is an assessment tool that dynamically adjusts subsequent questions based on the assessor's responses. In today's digital age, this approach demonstrates high reliability and validity. Below is a brief introduction to the applications of the Everything DiSC training program. Firstly, through a scientific assessment of behavioral styles, this training helps leaders gain a deeper understanding of their own leadership styles. For example: D-style (Dominance) Leaders: tend to move forward quickly, and step up to the plate when the group lacks direction i-style (Influence) Leaders: tend to rally people around group goals, encourage innovative change and show appreciation for people’s input S-style (Steadiness) Leaders: tend to create a warm and safe environment, offer diplomacy and compromise C-style (Conscientiousness) Leaders:tend to separate emotions from facts, provide evidence for your arguments The Everything DiSC training program enables leaders to recognize their behavioral patterns and understand how these patterns influence their teams. This awareness allows them to adopt more adaptive leadership strategies. In the modern business environment, organizations must continuously adjust their strategies to respond to market changes. However, team members often vary in personality and work styles. If leaders fail to comprehend their team members' behavioral patterns, it can lead to poor communication, increased conflicts, and compromised team performance. The Everything DiSC training program offers a scientific and systematic methodology to help leaders understand their own styles and learn how to optimize their management approaches, enhancing flexibility and collaboration within their teams. In conclusion, the Everything DiSC training program is essential for fostering a common language among cross-regional teams and aligning their goals. eTACSEN provides professional training solutions focused on leadership development, team building, and change management. For more information about their training offerings, please consult eTACSEN for detailed information.
Leadership Training Programs: How to Enhance Leadership Skills?
Effective leadership is crucial for organizational success and team performance. Leadership training offers numerous benefits for both individuals and organizations, serving as a vital force for personal career development and corporate sustainability. Many organizations are now prioritizing leadership training. So, what leadership programs are available in the market? Here’s a brief introduction. The Leadership Challenge® Program One notable program is The Leadership Challenge®, offered by eTACSEN, a global authorized partner of this program. The Leadership Challenge® is built on a foundation of over 40 years of global research and more than 5,000 leadership case studies by Jim Kouzes and Barry Posner, as well as their best-selling book. This training program aims to develop and enhance leadership skills, inspire a shared vision, and align team members toward common goals. It drives positive organizational change by fostering a leadership culture, enhancing employee engagement, and encouraging individuals to proactively seek opportunities for improvement. The program also helps build credibility within and across teams, connecting personal values with the company’s values and empowering individuals to take ownership of their roles. Target Participants: Executives, managers, and supervisors looking to enhance their leadership skills High-potential talents preparing for future leadership roles Team leaders and project managers responsible for leading diverse teams Professionals transitioning into leadership positions and those interested in cultivating their leadership potential. eTACSEN's leadership training is valuable for enhancing leadership capabilities, building effective team, and overall management proficiency. Through such training, managers can better navigate market competition and achieve organizational objectives. Recommendations for Selecting Leadership Training Programs When choosing a leadership training program, consider the following recommendations: Evaluate the Provider: Look into the qualifications and reputation of the training provider. Trainer Expertise: Assess the experience and qualifications of the trainers leading the program. Program Relevance: Ensure that the content aligns with your organizational & training needs and the specific challenges you face. For further inquiries about leadership training programs, you can consult eTACSEN for detailed information.
