Udugu Journey

Case Study 7

Leadership Coaching for DNET Investment

Background

DNET Investment, a financial services company, was struggling with team cohesion and leadership alignment. The leadership team exhibited behaviors aligned with the five dysfunctions of a team, as outlined by Patrick Lencioni: lack of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. These dysfunctions were impacting the overall effectiveness and productivity of the leadership team.

The Challenge

The leadership team at DNET Investment, composed of nine senior leaders, faced significant challenges in building trust, communicating openly, and committing to collective decisions. Conflicts were often avoided, accountability was lacking, and the team struggled to focus on the organization’s collective goals. As a result, decision-making processes were inefficient, and productivity suffered.

Udugu Journey's Approach

Udugu Journey used the 5 Dysfunctions of a Team model to address these challenges and foster a healthier, more productive leadership culture. Our approach included the following key initiatives:

  1. One-on-One and Group Coaching: We worked with the nine leaders both individually and as a group. The one-on-one coaching sessions focused on personalized development, addressing individual challenges, and enhancing each leader’s ability to contribute effectively to the team. Group coaching sessions were used to address team dynamics and create alignment across the leadership team.
  2. 360-Degree Feedback Assessment: To provide insights into the strengths and areas for improvement of each leader, we conducted a 360-degree feedback assessment. This assessment helped the leaders gain a comprehensive understanding of how they were perceived by their peers, subordinates, and supervisors. The feedback served as a foundation for setting personal development goals and fostering self-awareness.
  3. Building Trust: We facilitated trust-building exercises and workshops to encourage vulnerability and open sharing among team members. The goal was to create a safe environment where leaders felt comfortable discussing challenges and supporting one another.
  4. Encouraging Healthy Conflict: We held sessions where team members practiced addressing issues openly, fostering a culture where conflict was seen as productive rather than negative. Leaders were encouraged to challenge ideas constructively, leading to better decision-making.
  5. Fostering Commitment: Through facilitated discussions, we helped the team agree on clear decisions and action plans, ensuring that everyone had input and was committed to the outcomes. This helped eliminate ambiguity and ensured alignment across the team.
  6. Creating Accountability: We introduced accountability frameworks, encouraging team members to hold each other responsible for agreed actions. Leaders were coached on how to give and receive constructive feedback, which was essential for maintaining accountability.
  7. Focusing on Results: We worked with the team to establish clear goals, measurable outcomes, and a collective focus on the success of the entire group rather than individual achievements. This shift in focus helped align the team around common objectives and improved overall performance.
Results

The leadership coaching initiative led to significant improvements in team dynamics and leadership effectiveness:

  • Enhanced Trust and Collaboration: Through trust-building exercises and one-on-one coaching, leaders developed a deeper level of trust with each other, leading to improved collaboration and a stronger sense of unity.
  • Constructive Conflict: Leaders became more comfortable engaging in healthy conflict, resulting in more open discussions and better decision-making processes.
  • Commitment and Accountability: The team showed increased commitment to group decisions and began holding each other accountable for delivering on agreed actions. This accountability led to higher levels of performance.
  • Collective Focus on Results: There was a noticeable shift from individual priorities to a collective focus on achieving company goals, ultimately resulting in improved productivity and a more cohesive leadership team.
Key Takeaways
  • Individual and Group Coaching: Combining one-on-one and group coaching provided a holistic approach to leadership development, addressing both individual and team challenges.
  • 360-Degree Feedback: The 360-degree feedback assessment was instrumental in helping leaders gain self-awareness and understand their impact on the team.
  • Structured Approach to Team Dynamics: Using the 5 Dysfunctions of a Team model provided a clear framework to address trust, conflict, commitment, accountability, and results, leading to a more effective and aligned leadership team.