Team Development
Great things in business are never done by one person; they’re done by a team of people
Steve Jobs
How many people can say that their team is truly high performing in the following ways?
Adding value each day
Trusting of each other
Collaborating effectively
Communicating effectively with each other and stakeholders
Aligned on purpose
… and knowing how to deliver against it
Every team is different and therefore has a unique dynamic:
We are a new / merged team
We want to raise the bar to be truly high performing
We have an issue/challenge
We have a new manager
Our culture is changing
We are cross-functional
We are a project team
Effective teams are the key to continued success.
There is only one way for us to to meet your need. That is to understand; each person in the team, the team as a whole, the organisation and to place that team in the context of the organisation.
Each of our team development journeys starts with a diagnostic process so that we are really clear about the ‘need’ and any root cause issues that might be getting in the way. We speak to every member of the team and ask for their insights before designing the appropriate intervention. We may use the 5 Dysfunctions of a Team questionnaire by Patrick Lencioni, or perhaps some bespoke questions based on what we’ve heard from the stakeholder. The reason for this is, that you don’t want to waste your money or time by us working on the presenting issue and not the root cause. We’ll also ask about the business context and culture to ensure that what we do is a good fit for the organisation and unlocks long lasting change.
There are many team development models, what is important though, is that we will select a model to fit your team’s need and your business’s culture.
TeamTime Table Talks: This series is for practitioners, HR and leaders of teams interested and curious about work at the team level.
“Your support of our team development journey was critical in driving a core team vision and purpose that inspired the team. Quickly building trust and collaboration in a new team. We agreed priority team functional and development focus areas that drove all our work. Supported by objectives, development plans, agreed roles & responsibilities, ways of working and meeting cadence to achieve our vision.
The work also had a significant impact upon our team engagement as measured by the Gallup survey.”