In American business, teams don’t accomplish their goals, often, because the members fail to employ effective communication techniques. Many employees fail to communicate, because, historically, they become used to following orders and keeping their mouths shut. It’s simply not enough for management to now say, “Participate.”

This emotional separation between labor and management has been fostered over three quarters of the Twentieth Century. To change to a team mode will take a paradigm shift in the way labor and management communicate with one another and a redefinition of leadership. Team Building requires the development of shared leadership…a setting aside of the problem-oriented adversarial relationship and creation of a solution orientation.

In America, many Boards of Directors don’t accomplish their goals, often, because the members fail to employ effective communication techniques. It should be noted that boards of directors are made up of individuals who have political aspirations, special skills and a willingness to work for the association. Even though they know, in principle, that they must work together, often their personal agendas get in the way of collaboration. To change to a team mode will take a paradigm shift in the ways they listen and speak. The idea is to adopt an open perspective. Board effectiveness requires the development of shared leadership…a setting aside of the problem oriented adversarial relationship and creation of a solution orientation.