”Culture eats strategy for breakfast”, Peter Drucker once stated. Many of us agree.
Without gaining people’s commitment to change, nothing happens.
In today’s fast moving society, teams in our corporations have high expectations on them to quickly establish a well working collaborative environment, to reach expected results. Research shows that it takes motivation, ability and constant follow-up for a team to develop in to a high performing team.
What would a 20% improvement in collaboration and effectiveness in your teams mean to you?
This figure comes from data from the past 10 years’ measurements of team effectiveness and from developing those factors that impact effectiveness. It’s about developing both the effectiveness and strengthening the positivity in the team. Positivity arises from the level of collaboration and communication in the team.
Data shows that less than 10% of teams can be labelled high performing teams before they have worked with team development and coaching.
We believe that “what gets measured gets done and improves”. Our data prove it. The central aspect of team development is encouraging and inviting the individual team members to challenge themselves in thinking and acting differently to collaborate more effectively. The members get support in becoming a true team, finding new ways to become more effective, meeting and handling obstacles and acting proactively.
The development effort brings awareness of how the team functions and how the members relate to one another, how they work together, and how they align around the assignment and the strategy.
Action and results
A high performing team is characterized by a common purpose, shared responsibility for common and challenging objectives, shared values and clear complementary abilities.
• Energizes and revitalizes the stagnating team on the road to achieving demanding targets.
• Strengthens the accountability for the total results and moves the members beyond their roles.
• Increased awareness of team patterns and how to develop and increase collaboration in the team.
• Increase the effectiveness in decision making and clarify division of responsibilities through new tools and a dialogue model that can be applied directly on the job.
• The team learns how to turn daily questions into action using a new model for learning.
Our consultants and coached are certified in GDQ (Susan Wheelan) as well as in Team Diagnostic, TDA.
Quote from a client
“We have changed the way that we approach leadership and by getting to know each other, we dare to be more transparent. You help a group of highly busy individuals to stop and focus on the present moment. This was only possible through the trust that you created in the group. Before we started this, we didn’t at all work cross functions or cross boundaries.
Furthermore you helped us define the direction for the business and how we would like to run it. The blueprint we created feels very close to who we are, and it has become a natural part of our everyday operations.
The guidance on how you build high performing teams was very useful and it provided me with a number ’aha’ moments; by focusing on our environment and on the ’how’, we enable the team to perform better.”
Johan Andersson, Vice President, Business Development