Teams need to make an impact.
In organizations, the smallest unit of work is a team that puts their inputs together to perform and create something bigger than the sum of its individual parts.
But we know that it's not always easy to build a team, especially a high-performing one. That's why we are here to help!
Our team buildings are not just fun and games.
We use our framework on high-performance in teams backed with data from our Indicators of Team Performance assessment to ensure that your team will use the time to have the most impactful conversations.
Inside the pyramid, we see the WHAT - 'what are the elements that influence high-performance?'
Of course, it starts with the foundations. The basic conditions of work, like clarity of roles and availability of essential resources, have to be met. The next level gets at the beliefs of people in the team. Do they believe that they are safe to share, make mistakes, and be vulnerable with their teammates? These beliefs are externalized into behaviors that are more observable. In high-performing teams, these are translated into learning behaviors that facilitate insights and innovation. If all these are met, then the team has a higher chance of applying these elements in the work that they do resulting in high-performance.
In the blue boxes, these are the HOW - 'how should team members behave to reach high-performance?'
Defining norms is important so that the standards of behavior are clear within the team. Smooth interpersonal relationships enable trust and create an environment of care. Lastly, communication is important because it facilitates understanding. As the members agree on norms and build their relationships, they must learn how to communicate better and more openly with each other.
Now that you know our framework for high-performance in teams, here's how the process works:
Set up a call with us so we can understand your needs better. We will ask questions like, what prompted this need for a team building and what do you hope to get out of the session? Email us at contact.ecconsulting@gmail.com to find a schedule for our call!
We will have you (and the rest of your team) take our Indicators of Team Performance assessment. From this, we will see which dimensions of high-performance are your strengths, and which ones can be improved through the team building.
We will suggest a workshop design depending on your team's results and the information that we gather from you during our conversation.
It's team building time! Our team buildings can run face-to-face or virtually. Going outdoors or renting a field is not required. We make sure that no time is wasted by targeting the most high-yield conversations that you and your team need to have.
After the team building, our team at ECC will create a comprehensive report with detailed analysis of your assessment results and our top 3 recommendations for your team to try.
Sounds exciting? Schedule your call today and we can get started on your journey to high-performance!
Here's a special offer if you made it this far!
You and 2 other teammates can take our assessment FOR FREE. Just email us at contact.ecconsulting@gmail.com with the subject 'I saw the team building blog!'
In the email, include your name, company, and role, plus the names, roles, and email addresses of your 2 other teammates.
We will send the assessment link for you to answer. Afterwards, we will give you the INITIAL results with just the highlights of what your assessment might mean.
From here, we can explore more about how we can work further on this and involve the rest of your team.
Take advantage of this special offer today!
Our framework, the Pyramid of High-Performance in Teams, is based on the following research:
Amy Edmondson's paper on Psychological Safety (1999)
Psychological safety is one of the hottest topics in today's modern organizations. Though the concept has been around since 1999, it experienced a resurgence in 2015 due to Google's highly publicized Project Aristotle. In this study, they found that psychological safety was the essential element that contributed to the innovativeness and creativity in their highest-performing teams.
The GRPI model by Richard Beckhard (1972)
The ONE Team approach by Craig Ross & Angela Paccione (2014)
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