The most important role of any leader is to build a high performing team.

If team performance is what you are after, it’s not enough to have a group of skilled individuals. Team members have to work together, to execute from the same playbook, in alignment with strategy and each other.

There are four keys that must be turned to unlock the potential of any team — whether an executive team, other leadership team or a ‘team of teams’. They are: goals, roles, rules and relationships. Inattention to any of the four brings dysfunction. When a group is supposed to function as a team but doesn’t, both the team members and the organization suffer.

Common symptoms of troubled teams include include:

  • Distrust; lack of openness with other team members
  • Lack of action
  • Team members bring concerns to the team leader, rather than confidently engage with each other
  • Inconsistent results
  • Power struggles
  • Troublesome and ongoing personality or style conflicts
  • Lack of personal accountability/finger pointing
  • Resistance to change
  • Difficulty driving decisions down in the organization
  • Preponderance of consensus-driven (slow) decision making
  • Recurring problems left unsolved
  • Excessive meetings
  • Missing information/late work
  • Priorities not aligned or shared between functions; confusion around priorities

At Leaderscapes, we help teams reset.

We do this by first engaging with the team members individually to understand the issues from their perspective, then working with them to create a new, shared picture of success. We dive deep into the success attitudes and habits required to achieve their new vision for the team, choose skills and behaviors to work on together, address gaps in team processes, and work 1:1 with individual team members as needed to support them through the team transition.

Through all of this, we give the game away, so to speak, teaching what we do and how we do it to the team leader and team members. This up-skilling gives our clients a greater return on their investment.  We also build measurement into the team’s process, empowering them to continue the process of growth together as a team.

Sample Team Development Engagements:

  • Facilitated reset for a group of Director-level leaders with attention to where alignment was needed and where it wasn’t; created shared goals, values, and norms; established needed team structures, including feedback process.
  • Engaged executive team in development process to deepen trust by establishing a team playbook and ongoing measurement tools/processes.
  • Led executive team through customized strategic alignment discovery process to uncover areas in the strategy where not all team members were on board or had a shared understanding. Realigned team goals and cascaded changes through the organization. Helped team members facilitate similar discussions with their departmental and cross-functional teams to further ensure alignment.
  • Helped organization President understand how, despite positive intentions, they were behaving in ways that were sabotaging their team’s performance. Worked with the President and their team to reset around new success attitudes and habits, as well as team performance measures and processes.

We help teams get focused on what they want, how they want to be, and where they are going, rather than spend hours rehashing all the old dramas and disappointments. We believe people want to do the right things and get results. As team members grow and change, teams benefit from a reset to help them reach their full potential.

For more information about how we work with leaders and their teams, Contact Us.

"Alone we can do so little; together we can do so much.”
– Helen Keller