The Orange Revolution: How One Great Team Can Transform an Entire Organization (Adrian Gostick; Chester Elton, 2010)

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  • Employees who are engaged: (64%) global average, (68%) when motivated by working in teams, (70%) when I had a recent recognition in front of team/department, (75%)  I understand how my team contributes to the success of the organisation
  • Basic Recognition: goal setting (knowing where you are going), communication (wise use of your voice and ears), trust (believing in others and being trustworthy), accountability (doing what you say you will do), recognition (appreciating others’ strengths)
  • Goal setting: does this goal play to our team strengths and can we realistically accomplish it? Does it benefit the team, customers, or company and does it support what matters most around here? Is this ethical and okay to take risk but could it possible get us in trouble? Are we accountable for a result and do we have a deadline and promised deliverable? Is it in line with our company values and would we be proud if our goal was written up on the front page of the newsletter?
  • Effective management - ask input and assistance from co-workers, give help as requested, become vulnerable, compromise when necessary, took ownership of mistakes, take thoughtful risks, refrain from talking about absent team members, respond promptly, proactively share information that is valuable
  • Dream team traits - dream, believe, risk, measure, persevere, tell stories
  • Bring team together - share experience, share symbols, share challenges, share rewards and recognition, personal balance, share voice, share knowledge and skills, share competitors, share the fun, share environment, share relationships


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