HOW ARE YOUR TEAMS HANDLING THESE CHALLENGES?
REMOTE / DISTRIBUTED WORK TEAM
With the rise of remote work, teams are finding it difficult to collaborate effectively when not physically present. Communication barriers, time zone differences, and technology limitations can hinder collaboration. Relationships may not be forming naturally and require more deliberate efforts to build team cohesion through virtual team happy hours, birthday celebrations, sharing successes, and taking time to get together in person whenever possible.
THE SILO EFFECT
Agencies typically have various departments or teams working on different aspects of a campaign. If these teams operate in silos with little interaction or communication, it can lead to disjointed efforts and a lack of collaboration. Worse, it can lead to mistakes, missed deadlines, and disappointed clients.
RESOURCE CONSTRAINTS
Client budgets are shrinking and/or more is being expected with less. Limited resources, whether time, budget, or manpower, can strain collaboration efforts. And when stretched thin, teams may struggle to dedicate sufficient time and resources to collaborative efforts, which can have an adverse impact on team cohesion.
COMMUNICATION GAPS
Using a combination of video conferencing, chat, text, and workflow tools has created confusion and inefficiency in agency team communication. Effective collaboration relies on clear and open communication, however, if team members struggle to communicate effectively or if there are communication breakdowns, collaboration can suffer.
EVOLVING ROLES & RESPONSIBILITIES
The changing way agencies are working together, the introduction of new technology, and the changing expectations of clients have led to an evolution of roles within the team. AI has altered the skill sets required within advertising agencies, and traditional roles may evolve or become obsolete. This shift can lead to skill gaps within teams that require retraining or hiring of new personnel. Additionally, the introduction of new tools may require changes in the agency workflow process to ensure roles and accountability are aligned.
TEAM WELLNESS PROJECT
TEAM HEALTH ASSESSMENT
LEADERSHIP ALIGNMENT WORKSHOP
TEAM HEALTH ASSESSMENT
STEP ONE:
We conduct an online assessment of all team members to determine current employee attitudes, expectations, and environmental factors affecting the individual team members from an individual, team, and team leadership perspective.
TEAM LEADER INTERVIEWS
LEADERSHIP ALIGNMENT WORKSHOP
TEAM HEALTH ASSESSMENT
STEP TWO:
We conduct one-on-one interviews with each of the co-team leaders to gather their perspectives on the state of the team, the state of the relationship among the leadership group, and any unique client-related variables that may be impacting overall team performance.
LEADERSHIP ALIGNMENT WORKSHOP
LEADERSHIP ALIGNMENT WORKSHOP
LEADERSHIP ALIGNMENT WORKSHOP
STEP THREE:
We facilitate an online or in-person workshop with the co-leaders of the team to share the assessment results and interview insights. We then help the co-leaders discuss the needs of the team and then gain alignment around a Compelling Mission and Team Goals.
TEAM CONTRACT WORKSHOP
TEAM CONTRACT WORKSHOP
LEADERSHIP ALIGNMENT WORKSHOP
STEP FOUR:
The on-site Team Contract Workshop involves the entire team and includes the collaborative development of a document that defines the commitments of each team member to support the goals and purpose of the team; the team ground rules and behaviors; and a commitment to mutual accountability.
TEAM CONTRACT LAUNCH
TEAM CONTRACT WORKSHOP
TEAM CONTRACT LAUNCH
STEP FIVE:
Once the Team Contract is finalized and signed by each team member, it is time to share it with the agency leadership team, as well as the client. We help plan an official launch of the team’s new contract and develop a schedule for monitoring the team's performance over the next 3 - 6 - 9 month intervals.
LEADERSHIP SUPPORT
TEAM CONTRACT WORKSHOP
TEAM CONTRACT LAUNCH
STEP SIX:
Following the launch of the Team Contract, individual coaching sessions with The Agency Doc may be incorporated into your program to provide support for each team leader. Additionally, a follow-up Team Assessment is scheduled for 3 to 6 months following the launch of the Team Contract to evaluate team performance and attitude changes.
LEADERSHIP WELLNESS: ADVISING, COACHING & MENTORING
EXECUTIVE / OWNER ADVISING
EXECUTIVE / OWNER ADVISING
EXECUTIVE / OWNER ADVISING
Executive-level advisory services that support the performance of the agency.
TEAM LEADER COACHING
EXECUTIVE / OWNER ADVISING
EXECUTIVE / OWNER ADVISING
Integrated team leader coaching to support the development of high-performing teams.
MANAGER MENTORING
EXECUTIVE / OWNER ADVISING
MANAGER MENTORING
Mid-level manager mentoring to improve the performance of future leaders.