improving team performance

Teams matter. They are where work ‘really’ gets done across organisations. And how well they function and collaborate has a direct impact on organisation success. This is why now, more than ever, we are seeing a growth in team coaching as well as an increasing focus on great team design.

Teams have the potential for solving hard problems in challenging contexts. They obviously bring more knowledge, skill, and experience to their work than any single individual could. They provide flexibility in how members are deployed. They offer members nonstop opportunities for real-time learning. And they have the potential of integrating members’ diverse contributions into a creative product that is just what is needed.

You won’t hear us talk about team building. You will hear us ask about the work of the team and how this impacts business objectives and relationships with stakeholders.

All teams face two key challenges: delivering their work and improving being a team. As the saying goes, a champion team will beat a team of champions every day!  Our role is to help you become a champion team

team moments that matter

There are specific moments in the life of every team that really matter. Read about these below and reflect on where is your team and which moment(s) are you in? For each moment we provide some examples of what might be the trigger as well as how we can help you and your team.

new team is formed

Triggered by:

Reorganisation, change of structure, operating model or organization design.

A great team design will have 80% impact on long term team performance. 

Focus of Support:

Coaching conversation with the team leader on why have a team, its purpose, the work of the team, required composition & interdependencies.

launch of a new team

Triggered by:

The first time that a new team comes together or there is a need to relaunch as a team.

Quick alignment is required on who is on the team, the role of the team, shared understanding of purpose, clarity on individual & collective deliverables

Focus of Support:

Alignment on the compelling team purpose, stakeholder expectations, authority within the team & develop agreed team norms or ways of working.

project team kick off

Triggered by:

Project teams need to form & move quickly to action. They usually have a very clear scope of work and timeline within which to deliver.

Breathing life into a team, aligning everyone around purpose, the work and building commitment all within an atmosphere of psychological safety.

Focus of Support:

Create a ‘real team’. Clarity on project scope, roles of individuals, points of collaboration, cadence of meetings, reporting and tracking.

new team leader

Triggered by:

New Team Leader (TL) either steps in or steps up. Or there are changes to team member in key roles.

Need to maintain focus, avoid process  & performance losses. Build a relationship with the new leader or  members

Focus of Support: Celebrate the successes of the past and capture learnings – what to protect and what to let go of. (Re)establish authority relationships and decision making strategies.

external context changes

Triggered by:

Business context and / or stakeholder requirements change requiring a reassessment of the key deliverables of the team.

The team needs to shift focus, the work, stakeholder connections and potentially ways of working.

Focus of Support:

Translate the context change into required changes for the team. Revisit team structures, possibly new purpose and ways of working. Bring in the voice of the stakeholder.

the team is not delivering

Triggered by:

The Team deliverables or task performance is below what is required. There is a general dissatisfaction with the overall effectiveness of the team.

Teams needs to pause, reflect, self assess and gather feedback on where performance issues exist. Based on the feedback reshape, refocus and get back on track.

Focus of Support:

Use feedback to focus on team design & structure issues that are impacting performance.

tensions across the business

Triggered by:

Lack of collaboration between teams, and silo behaviours impacting organisation wide outcomes. 

Value can be created or destroyed in the white spaces of an organisation or between teams & departments when there is a lack of clarity & alignment

Focus of Support:

Clarify specific points of collaboration & interdependencies and define how joint success is achieved. Articulate what is getting in the way today, what new ways of working are needed to achieve organisation wide success

mid point review

Triggered by:

Highly effective teams pause mid way through key tasks to reassess and course correct their team strategies.

The end is closer than the start. Research has shown that teams are more open to reflect & change course mid way through their work.

Focus of Support:

Hold a team retrospective; 'is what got us here going to get us where we need to be?' Identify and implement required changes in team processes.

harvest the learnings

Triggered by:

Close out of a project, ending a key piece of team work or the disbanding of the team.

Too often we move from one project to the next without capturing & sharing the learnings so that the next project will be an even better success.

Focus of Support:

Team retrospective &  emergent learning mapping.

Is your team approaching a moment that matters?

Arrange a call today to explore how we can help you take your team to the next level...and become a great team!

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