Team Building Workshops

Building High Performing Teams offers organizations an opportunity to explore ways in which individual energies can be harnessed in pursuit of group goals, as well as in new ways of doing business. Intervention strategies vary in nature, magnitude and complexity and can include any combination of the following:

Click the steps below for a brief overview explaining the training and consulting services TTC can provide.

Step 1: Leading Change
Step 2: Building High Performance Teams
Step 3: Team Communication
Step 4: Team Dynamics
Step 5: Team Development
Step 6: Team Strategic Planning
Step 7: Team Continuous Improvement
Step 8: Team Leadership
Step 9: Periodic Checkpoints
Step 10: The End Result 

STEP 1: LEADING CHANGE

Moving from a traditional work environment to team empowered.

A select group of senior managers will meet for one day with TTC's expert cadre. A confidential process advisor and facilitator will prepare your management team for a paradigm shift. Moving from a traditional work environment to a team empowered environment is not an evolution. It is a complete transformation in thinking. Your organization will go through many paradigm shifts, which can be very difficult without top management support. The first step is to confront reality and recognize the compelling need to change. By involving members of your management team in this process a sense of participation and ownership will be created. Rather than resist change they will be the catalyst for change and carry the vision and direction to the workforce.

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STEP 2: BUILDING HIGH PERFORMING TEAMS

A high performing team is not just a group of people who have learned to cooperate with each other. True teams have a shared sense of commitment, a high level of trust and effective leadership. This session will help employees identify the risks and rewards of a team process and begin to define (or redefine) their role and assume greater responsibility for achieving high performance.

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STEP 3: TEAM COMMUNICATION

Communication is a key factor in building high performing teams. Effective interaction begins with an accurate perception of oneself -- both strengths and weaknesses. Using the DISC theory of behavioral management, team members have the opportunity to immediately increase their knowledge of self and others. This session clarifies individual styles, how styles affect communication and how team members can adapt their style to prevent breakdowns and improve overall team effectiveness.

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STEP 4: TEAM DYNAMICS

Creating high performing teams depends on how well the team utilizes its assets. People are unique and must be motivated, coached and supported in a way that capitalizes on their uniqueness. Using information received from the TTI Career Insights™ software, employees have the opportunity to examine how their individual and collective skills have a significant impact on their mission. They will explore team roles and responsibilities and how individual energies can be harnessed in pursuit of group goals.

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STEP 5: TEAM DEVELOPMENT

All teams go through different phases of team forming and development. To succeed, it's important to help employees embrace team conflict as "normal" and learn how to value differences. Using a series of group behavior models, team members have an opportunity to develop strategies for team development, meeting management and team decision-making.

This intervention will help team members establish boundaries and guiding principles for effectively working together.

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STEP 6: TEAM STRATEGIC PLANNING

Successful teams put a tremendous value on carving out a meaningful purpose that they all believe in. The objective is to engage employees in the vision; to unleash their experience toward team goals and objectives. A user-friendly strategic planning model will be introduced that provides a guideline for identifying customers (both internal and external) and setting team vision, mission and long range objectives. This intervention allows team members to begin to define their strategic plans and identify critical success factors impacting high performance. By involving all members in this process, a sense of purpose, commitment and ownership will be created.

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STEP 7: TEAM CONTINUOUS IMPROVEMENT

Excellence in an organization consists of a thousand little things done well. Team continuous improvement insures that the team continues to work together to do things the "best possible way" rather than "the way it's always been done." It demands continuous improvement in both how the team functions together and the "processes" it employs to make decisions, solve problems and accomplish tasks.

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STEP 8: TEAM LEADERSHIP

Effective team leaders must be strong enough to provide focus and direction during the team's formation and flexible enough to transfer decision making authority and responsibility as the team matures. This session prepares team leaders for their evolving role and offers both the process and interpersonal skills needed to facilitate, motivate and lead high performing teams.

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STEP 9: PERIODIC CHECKPOINTS

Monthly or quarterly in-process reviews will be provided to check the progress the team is making toward their goals and objectives. Participants will have a chance to ask questions, share success stories and lessons learned. They will identify new goals, objectives and action plans.

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STEP 10: THE END RESULT

A High Performance Team
Building High Performing Teams has been carefully designed to help build individual, organizational and team performance. The end result…

• The team has identified the risks and rewards of the teaming process and determined where, if and when to begin the transformation.
• The team has strong, visible leadership and long-term commitment.
• The team has recognized the investment required for team development and has been provided the necessary time, training, guidance and technical support.
• The team has created a common, compelling vision and sense of purpose.
• The team has shaped team membership and leadership including roles, responsibilities, and boundaries.
• The team has developed an atmosphere of increased employee involvement, trust, responsibility and decision making authority.
• The team has developed both the process and interpersonal skills necessary to make collaborative decisions, manage conflict, solve problems and interact effectively.
• The team has recognized the importance of continuous improvement in both the way the team functions together and the "processes" it employs to accomplish tasks and objectives.

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