TEAM

With the increasing complexity of the working world, emphasis on diversity and leveraging the power of teams, the influence of the lone genius is decreasing. But the reality is that high performing teams are the exception not the norm. We have developed two proprietary approaches based on research and personal experience to change this dynamic.

Dream Team enablement

Often managers are able to provide support at an individual staff level, but struggle with the complexity of the team dynamic. Using our proprietary Dream Teams diagnostic tool, we first ascertain where to start and then build both the leader’s and team’s capabilities based on these results. We specifically focus on the 5 C’s: composition, communication, cohesion, collaboration and consistency of practices. These 5 capabilities have been highlighted in research conducted within top high performing teams at Google, SAS (Special Forces), NASA, New Zealand Rugby etc.

There are 4 key components to the Dream Team approach that we feel make this more than just the standard team build session, namely:

1. MODEL: provide an over-arching model to create clarity and greater likelihood of application.
2. ASSESS: identify a baseline that allows for targeted needs development and progress tracking.
3. DEVELOP: provide a pragmatic set of robust skills to meet the team’s unique needs.
4. RITUALISE: create habits and/or protocols that are embedded into the teams functioning so that change is sustained.

Psychological safety embedding

Psychological safety is the climate in which people are comfortable expressing and being themselves. They are not hindered by inter-personal fear. Team members will share half-formed ideas, questions, concerns, mistakes without fear of retribution or embarrassment, humiliation or being ignored. It is central to any team that wishes to increase their engagement levels, and inclusion by ensuring everyone has a voice. It drives innovation and increased productivity, whilst lowering staff turnover and error rates. With our proprietary model and assessment tools we cultivate psychological safety over time, in bite-sized chunks. First, we measure the baseline and address the key needs of the team. Then we focus on capability building and agree on rituals that DNA the changes into their operating rhythm.