Is your team struggling? Could they do better? How can you tell?

We leverage tools such as Delta Leadership’s the Six Domains of Leadership™, Patrick Lencioni’s The Five Dysfunctions of a Team and Working Genius, Team Emotional Survey (TEI), etc. to assess your team and determine how to make it perform better. We work with you and your team to assess team strengths, weaknesses, communication patterns, and other behaviors that impact your success and the success of your team. This step is foundational to understand and develop a plan of action to help you and your team perform better.

Is it clear to everyone what the goals are? We work with you and your team to facilitate the (re)setting of your team’s vision and goals to ensure they are clear. This effort includes aligning individual goals with team goals and the development of tools to set and track goals, such as Objectives and Key Results (OKRs). 

How clear are your team’s communications? We deliver workshops and coaching sessions focused on improving the team’s communication patterns, including active listening, conflict resolution, and collaborative problem-solving.

Clarity on responsibilities is key in all teams for them to be successful. We work with you and your team to (re)define clear roles and responsibilities, identify skill gaps, and set up an optimal team structure to ensure your success.

How is your team doing? Everyone needs a clear dashboard to know how the team and they are doing. It needs to provide enough detail to be useful but not overwhelm the team members. The leader, you, may have a more detailed dashboard. We leverage the tracking tools developed for Commitment-Based Project Management and also documented in The Four Disciplines of Execution to set a clear dashboard, with leading indicators, and a regular cadence of check ins. The cadence ensures that everyone is always up to date on their commitments and their status.

Included in this effort, we help you and your team identify how successes will be recognized and celebrated by the team and externally.

For more experienced teams, we work with you and the team to set the processes to foster innovation.

Is there conflict in your team? Is it properly managed or is it destructive? One of the roles we offer is to help you and/or team members address and resolve conflict. Conflict is to be expected and, responsibly managed, encouraged. With training in Intel’s Constructive Confrontation, we can help your team focus on the issue rather than the personalities, so that conflicts can be resolved. When necessary, we can mediate when the conflict has turned personal.

Team members who do not feel safe do not work at 100% of their capabilities. We help you and the team build the necessary trust and safety. We leverage the Six Domains of Leadership model, in particular the Relational and Contextual leadership domains, to help your team achieve the desired level of trust and safety.

As teams engage in larger, complicated and complex projects and programs (projects for brevity’s sake), we work with you and your team to facilitate the planning and execution of these projects. We help identify the various players and stakeholders, help them prepare for the workshop, and conduct a one day or longer workshop to develop an executable plan. We leverage Commitment-Based Project Management (CBPM), originated in Intel’s semiconductor design, to help you plan and execute these complex projects. This service requires an additional fee based on the size of the project. 

As teams mature, new situations arise. With the more experienced teams we work with you and your team to ensure that the performance continues to be at a high level. We facilitate the monitoring of performance, diagnose issues, and help you set corrective plans in place.

Is there a need to increase innovation? Is your team positioned to drive innovation? We work with you and your team to design, lead, and execute structure innovation sprints to generate and test new ideas. This approach fosters a culture of experimentation and continuous improvement.

As teams mature and experience success, the team members will be in high demand by other teams in the organization. It is best if you and the team plan for them moving on by identifying and helping current team members develop the skills to take over those roles, including your own leadership role.

Does your strategy need a tune-up? High performing teams may be called to set or even reset their or the organization’s strategy. We work with you to help you develop this new, improved strategy based on business conditions.

Emerging teams are newly formed team, teams that are experiencing major challenges, or teams looking to improve basic collaboration.

Developing teams have established processes but are seeking to improve their efficiency, resolve recurring conflicts, or enhance overall team performance.

High-performing teams are teams that are established and perform at a high level. These teams are looking to maintain their momentum, adapt to change, or enhance their strategic alignment with their organization. They may also be moving into a new area or have grown significantly in the short term.

The base size of a team is 8 people. Additional team members can be added, for a fee, up to a  maximum size open for discussion and coordination.