Culture - Your team has been together for a little over two years. Your teammates describe one another as creative and capable, but they feel their skills are underused, and they have one of the lowest employee satisfaction ratings in the organization. In surveys, their feedback centers around a few specific areas: a lack of autonomy, not feeling heard or valued, and abundant miscommunication. Because the team's previous manager had maintained the organization's strict, results-based management style, team members were often pushed to meet short deadlines and focus on quantitative achievements. They felt as though they had no opportunities to get creative, take initiative, or grow. When they asked questions, expressed concerns, or made suggestions for improvements, their previous manager often shot them down in ways that were insensitive. This caused the team to give up trying. The previous manager also tried to keep team members from going "outside the team" to get support or to collaborate. The manager would grow frustrated when teammates would communicate with others and come back with new ideas or knowledge of how other teams were operating, claiming this was "wasted time and energy." The manager's mentality also frustrated the team around the time of the organizational change. The team felt left out of the loop regarding organizational initiatives, major announcements, and general updates due to the lack of cross-team and cross-departmental communication. Lastly, the previous manager worked from the Manchester, New Hampshire office and would schedule all team meetings based on Eastern Standard Time, which created scheduling complexities for geographically distributed team members. While your team members have been feeling undervalued and frustrated for some time, their feedback does note that they do like one another, collaborate well among themselves, and each seem to have a unique skill set that could be used in addition to their typical job responsibilities.

Based on the above information what decision making models would be most effective for team and management approaches and their alignment with the organization and how would they be effective in improving the teams culture?

What are the key points I would hit on in a slide presentation?