Leadership Team Development

Leadership is a Team Game

Helping You to Develop Winning Teams

We have developed hundreds of teams at executive and management levels for over 20 years, including special project teams and multi discipline teams.

We work with teams to achieve a clear, focused and consistent impact on culture, climate and performance. Here are two compelling reasons why developing leadership in teams is so effective:

1. No individual leader is likely to excel at all the tasks of leadership.

Research evidence consistently shows that no leader is complete on his or her own. Taking a team approach relieves each leader of that pressure to be an ‘all-rounder’, allows them to concentrate and contribute where they are their best and most natural, and teaches them how to work positively and effectively with team colleagues who bring what they don’t in order to create a ‘complete’ leadership team.

2. Working as a team makes the leadership impact more powerful.

A team which is aligned to shared goals, whose members know themselves and one another well, are consistent in their communication to the organisation and work together effectively with trust, openness and real collaboration can create a very powerful and positive impact on those they lead.

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Our Unique Approach

How We Develop Winning Teams

Our practical and powerful approach produces sustainable performance improvement. The components of this rigorous methodology are:

Phase 1: Discovery

Detailed analysis of the current and desired future state is the starting point for defining the change the leadership team needs to create. The focus of our approach is to improve the capacity of the leadership team to deliver that change.

This crucial first step helps to:

  • Identify shared and differing opinions about the team’s strengths and development needs and the business challenges it needs to address
  • Identify any individual barriers that may impact negatively on engagement with the process
  • Build trust between the facilitator(s) and the team members prior to more in-depth and personal work
  • Tailor the project design to the business and team members
  • Create buy-in and commitment from team members

Phase 2: Individual Developmental Assessments

In order to understand the team’s current capabilities and develop its impact we need to understand the individual strengths and limitations of each team member.

Through our developmental assessment process we support each member of the team to understand the strengths they can contribute to the team effort, where to focus their individual development efforts and where they need help from others.

Using best-in-class assessment tools and methods, our consultants’ broad experience and our leadership assessment data collected over more than 20 years from organisations worldwide, we create an objective, personalised assessment of each team member. We have robust benchmarks for leader personality characteristics, behaviours and overall leadership task competence.

Phase 3: Team Alignment Workshop with Team Profiling

The Team Alignment Workshop is the first whole-team intervention within the process. It has an important aim to set the groundwork in terms of:

  1. Equipping the team with a common understanding of the key domains and tasks of leadership, giving the team a shared set of assumptions about their role.
  2. Achieving a shared understanding of their goals as a leadership team, and of the implications for what leaders need to do in their particular context
  3. An agreed way of working together which helped the team to achieve their goals, promotes collaboration and enables each individual to access the help they need – a Team Charter.

During this workshop we also share with the team their Team Profile (see Assessing Teams for more details).
By bringing together analyses at behavioural and underlying psychological levels, with a dual focus on the individual members and the team, the workshop provides powerful insights, not only into what is currently working well and otherwise, but also why, and how it might be changed. The primary output from the workshop is a Team Charter and development plan.

Phase 4: Team facilitation, observation and/ or coaching

While some Team Development Programme elements will be agreed at the start of the process, the business context in which the Programme is taking place will be constantly changing. The Programme needs to be customised to reflect this so that the specific content of each module will always be relevant to where the team is on its development path and how the business environment is changing.
The remaining Programme elements usually contain one or more of the following:

  • Team workshops– Experiential workshops will deliver key learning and development for the team, as defined during phases 1-3, which can be implemented back in the workplace.
  • Team observations and feedback – We will observe team meetings (e.g. board meetings or project meetings) and provide feedback on development points and team dynamics in order to further support the team’s development.
  • Individual coaching– 1-2-1 coaching sessions further team members’ individual development following the assessment and team sessions.