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  Our mission is to improve the productivity
  of individuals and teams by measuring and
  improving alignment between talent and job.
  Email: info@groupharmonics.com
  Phone: 866-221-4558

The Harmonic Element Self-Test
How strong is your strategy for each Harmonic Element?

Use our free diagnostic tool to evaluate your own team or organization.  You'll draw your own conclusions about how well your group deals with Selection, Integration, Navigation, and Coordination. 

The more your team is "In-SINC" with the four Harmonic Elements
, the better your chance for success.

Read More & Get It!

 

The Cost of Failure - A Calculator
It's impossible to quantify the cost of missed opportunity, lost revenue, or failed initiatives caused by a team's failure to effectively produce results.

It's difficult to measure the cost of "firing" an employee who is not performing, although business experts estimate it between three and five times the annual salary of the departing employee.

But we can measure the cost of attrition in the general sense, by estimating lost productivity, training time, and employee replacement costs.

Our calculator lets you enter the values that apply to your company, and see what attrition is costing YOU. 

In the words of one client, "Wow! I should spend more time and money on that."

Read More & Get It!

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

VIDEO HELP DESK
Real time support for your problems
 
"To succeed as a team is to hold all of the members accountable for their expertise."
 

             - Mitchell Caplan,
                CEO, E*Trade Group Inc.

 
 

Welcome to the Group Harmonics Help Desk

Have a problem at work?  A difficult manager?  An unmanageable team? Let us help!

Browse through the problem statements on this page, or use the quick links below to jump to the topic area you need.  When you find your problem, just click the link and watch a short video lesson that you can use! 

Check back often for new postings, or join our newsletter to stay current.

Topic Areas
     Changing Someone's Behavior
     Effective Meeting Agendas
     Email vs. Phone vs. Face-to-Face
     Encouragement
     Group Problem Solving
     Improving Output
     Mapping Team Interactions
     Stubborn Coworkers
     Surviving a Difficult Economy
     Tuckman's Model for Team Dynamics

 

CHANGING SOMEONE'S BEHAVIOR
Getting someone to do something differently


Sample Problem Statements:

My coworker is doing something that drives me crazy! How do I get him/her to stop?
I need to give corrective feedback to an employee, but I'm afraid he/she will get defensive.  What should I do?
I'm having a hard time getting my manager to change how he/she manages me.  How can I ask for something different?
I need to critique someone's work and want to be prepared.  What should I think about and what should I plan?

Watch the Video Lesson

 

EFFECTIVE MEETING AGENDAS
Guidelines for thorough meeting planning


Sample Problem Statements:

I'm in charge of a meeting and want to publish an agenda in advance. What information should I include?
When my team plans to meet, we always just say that we will "talk about solutions," but then we go in circles.  How can I get us to be more productive?
What does it take to plan a meeting so that everyone is on the same page?
How do you get a group of people to actually work on the same thing at the same time?

Watch the Video Lesson

 

E-MAIL VERSUS PHONE VERSUS FACE-TO-FACE
Limitations on the flow of information


Sample Problem Statements:

I'm on the tenth reply of an e-mail conversation and we're going in circles.  Help!
I tried to send out a message to get people talking about something, but it backfired and now my inbox is full of what amounts to an argument.  What should I do?
Why is it so much harder to talk on the phone or by e-mail than in person?
I am mad about an e-mail I received.  What should I say in my reply?

Watch the Video Lesson

 

ENCOURAGEMENT
Getting someone to do more of something


Sample Problem Statements:

My employee used to do something specific that I liked all the time, but now he or she doesn't do it very often anymore.
I like it when my manager gives me good feedback, how do I get him/her to do that more often?
A member of my team is very talented at a certain task and I'd like to encourage him/her to develop more capability in that area.
How do I get someone to realize the importance of something he/she is doing, so that he/she does it more often?

Watch the Video Lesson

 

GROUP PROBLEM SOLVING
A model for information sharing and decision making


Sample Problem Statements:

I'm on a team that has solved the same problem, again and again, and we keep going in circles! How can we deal with it once and for all?
I'm chairing a meeting that is supposed to come up with some answers, but I know all we will do is argue.  What can I do?
How should I structure the agenda for my problem solving meeting?
My team is nothing but a bunch of people arguing for their opinions.  How do I get us focused on coming up with real solutions?

Watch the Video Lesson

 

IMPROVING OUTPUT
The key factors people need to be productive


Sample Problem Statements:

I have a person who I manage who just won't seem to do what I want.
I'm feeling like it is hard to succeed because I'm poorly managed, but I don't know what to ask for.
I've heard it said that money isn't enough.  What else do people need?
I need to communicate some new expectations to my staff, and want to be as thorough as possible.  What must I address?

Watch the Video Lesson

 

MAPPING LEVELS OF TEAM INTERACTION
The "Hill of Influence" model and team activities


Sample Problem Statements:

I'm looking for an activity that I con do with my team to help us work better together.
Some of the people on my team talk way too much, others never say anything.  How can I fix this?
I know that it's bad when some people dominate the team conversations, but I don't know how to explain why it is a problem, or get them to change their behavior.
How do I get the people on my team to take responsibility for their own level of engagement? 

Watch the Video Lesson

 

STUBBORN COWORKERS
How to handle someone who won't do what you want


Sample Problem Statements:

I'm working with someone who just won't do what I ask.  What do I do?
When people won't listen to me, I get frustrated and become either assertive or withdrawn.  What should I do instead?
What causes stubborn behavior?

Watch the Video Lesson

 

SURVIVING A DIFFICULT ECONOMY
How to stay productive during a downturn


Sample Problem Statements:

I'm a manager trying to keep my group motivated despite changes in the economy and the company.  What can I do?
The company where I work is talking about layoffs. How should I respond?
Why does everyone seem so stressed out when there aren't even any layoffs going on where I work?
My management is doing a terrible job of telling me what's going on.  What should I do?

Watch the Video Lesson

 

TUCKMAN'S MODEL FOR TEAM DYNAMICS
Understanding the phases of team development


Sample Problem Statements:

I'm on a team that seems to only be able to fight and argue; we never get anything done!
I'm starting a new team and would like to know what to expect, and how to get us productive as quickly as possible.
Why do some teams seem to produce great results while others seem never to get past the introductions and formalities?
Why does everything seem to fall apart on my team every time we add a new member?

Watch the Video Lesson

 

 



We are grateful to CBS Interactive/BNET for the direction and production of these video lessons.

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