Great teams don't happen by accident. They take time and effort – two things that a lot of teams don't allow for, preferring to just get on and get busy. But there is a significant difference between being busy and being productive.
So if you are serious about becoming a great team, and you’re prepared to invest the time and the effort it will require, we’ll help you make that real.
We prefer not to come and do one off events, because that’s not how high performing teams develop. Instead, we prefer to work with you over a period of time to ensure that you're having the conversations that you need to, not just within the team, but across your organisation. And if you're not having those conversations, we can work with you to help you understand why and then to help you change the way you work, what you're trying to do - or both!
It surprising how infrequently teams actually take the time to get to know each other: mostly, they just get busy instead. We like to start team development processes by helping the members of the team to step out of the day-to-day and get to know each other as individuals. We can help you to do this through conversations or psychometrics, and we’ll agree the most appropriate approach with you.
With the insights that this new knowledge brings, you can then start to build trust - the real bedrock of any high performing team.
Once we’ve helped you start to build trust within the team, we’ll then work alongside you to start helping you to improve your effectiveness, whether by running better meetings, by communicating more clearly and openly, or by bridging any distance challenges. And if you’re a virtual or distance team, we’re happy to do this through virtual ways of working.
To find out more about one of the ways we support team development, read about our Sustainable Leadership offer.
Is there a difference in how we work with leadership teams? In some ways, no – they still need to decide what sort of team they want to be and then work to become that team by building the trust and openness that will elevate their performance.
But as a leadership team, they need to realise how much influence they have over their organisation and how much they set its tone and culture. In short, they must recognise and acknowledge their impact as leaders. When we work with leadership teams, we focus on three key elements:
When we work with a senior leadership team, that work will invariably involve business coaching that addresses challenges around three key areas:
Once these three elements are aligned, any organisation will perform better.
In this part of our work, we don’t act as consultants, telling you what you should do: we ask you as coaches. Moreover, we help you ask yourself the questions that you probably already know you ought to, but which you may have either overlooked or chosen not to answer. If that’s the case, we’ll also ask you why you’re not asking those questions and help you to identify the assumptions you are making about your business.