Leadership TEAM Effectiveness

Leaders drive Culture and Culture drives Performance

Our philosophy is simple: Achieving Outstanding business results requires sound strategy and superior execution. These can only be realized with HIGHLY effective interaction at the senior leadership team level.

Outcomes you can expect when a leadership team is fully optimized

  • TRUST in one another
  • Greater accountability
  • Better, faster decision making
  • Alignment and ownership of decisions
  • More effective and more productive meetings
  • Maximized contributions from every team member
  • Productive conflict resolution (dealing with creative tension), instead of conflict avoidance (artificial harmony)
  • A common language for addressing difficult issues
Our Team Development Road Map

Team development, however, is not a quick fix; is a four-phase process that takes place over a period of time.

Each phase represents the work required to support successful team learning and development.

Stage 1: The Analysis Phase

The purpose of this phase is to understand the team’s strengths and development needs.

This is the most important phase of the process because if we get this wrong all other work becomes redundant. Ideally, we would want to gather information from one or more of the following sources:

  • A Qualitative and Quantitative Team Diagnostic Assessment
  • Belbin’s Interplace / Insights Discovery / MBTI
  • The Leadership Culture Assessment

This level of assessment and analysis would provide you with a very clear picture of your team’s current team strengths and development needs.

Stage 2: The Design Phase

The purpose of this phase is to determine how to build on the team’s strengths and how to address the team’s needs for change. This includes setting SMART + Q goals (Specific, Measurable, Attainable, Relevant and Realistic, Time based, and Quality) and accountabilities for improvement.

Key deliverables and methods of measurement are agreed upon.

Discuss and agree upon how to involve ‘the system’ to support change.

In addition, this phase includes analyzing and determining how to manage any restraining forces that might influence the change process.

Stage 3: The Implementation Stage

The work of the Implementation phase involves putting in place the new skills, competencies, feelings, thought processes, work processes, procedures, structures and systems that are required to achieve your team’s SMART + Q goals.

Stage 4: The Sustain Phase

The fourth phase of the change process is about ensuring that the new skills, processes, methods and behaviours stick, and the team does not slip back into old ways of doing things.