- Alignment: All members understand and leverage the strengths, contributions and limitations of each team member, driving shifts in mindsets together with strengthened competencies that lead to new behaviors and actions.
- Trust: All members learn one another’s thinking styles in order to build trust, manage frustrations, understand each other’s ways of operating, gaining the ability to flex to one another’s styles. This provides a framework and ‘language’ for increased understanding and streamlined workability beyond direct reporting lines.
- Seamless Communication: Communication within high-performing teams requires the free flow of information, a shared agreement that no topic is off-limits, and frequent and respectful interactions among team members and other individuals within the organization.
- Productive Conflict: One of the central differences between an average team and a high-performance work team is the capability to handle conflict in a constructive way. Instead of viewing conflict as a negative, a high-performance team views it as a strength of the collective group. Any conflicts that surface must be depersonalized and dealt with early, either between individuals or among the collective team. Diverse views drive improved thinking, problem solving and overall performance.
- Collaboration: Collaboration is the basis for bringing together the knowledge, experience and skills of multiple team members to contribute to the development of a new service or product more effectively than individual team members. It involves a commitment to a shared goal and an interdependence that comes from synergy – understanding that what is accomplished together is greater than what can be accomplished individually.
- Application Relevance: By taking an experiential approach and utilizing real-life/relevant scenarios, team members are able to experiment, learn, improve and develop the confidence to powerfully handle unexpected situations when they arise for real.
- Support: We understand the value of navigating through daily complexities with a trusted partner. While our Coaching programs are a great way to provide support for all levels of leaders, we intentionally build in a PEER COACHING component to our programs so each participant has another colleague who acts as a sounding board, accountability partner and cheerleader as new mindsets and behaviors take root.