Cohesive Teams – A Deep Dive into Team Dynamics

A deep dive into the dynamics of your team and how they embrace each other’s strengths and develop trust to enhance performance, both personally and professionally. This isnt just about work!

Understanding team dynamics and creating a powerful coalition

What is a cohesive team?  

Well, let’s start with the definition of the word “cohesive”.  The adjective cohesive comes from the Latin word cohaerere or “to cleave together”.  Cohesive things stick together so they are unified.

Firstly surely we need to have an understanding of the people within the team, what are the dynamics, their motivations, and why should they stick together?

We create the space to do just that, we use 3 powerful psychometrics to explore the depths of the team, develop strengths and uncover blindspots!

In this 2 day workshop, either virtually or face to face, we invite each member of the team to complete 3 online assessments.

This is to gain insight into exactly where the team are functioning and dysfunctioning, where trust is strong but also where it falls down. 

This workshop has a high impact, high challenge and high support.  Are you ready for the ride?

The first one is the Online Team Assessment using Patrick Lencioni’s “5 Dysfunctions of a team” model.  (See below).  Based on the best-selling book.  The Online Team Assessment is the definitive tool for leaders and managers who are looking to invite their teams to explore the possibilities around becoming more cohesive and effective.  This provides a holistic view of the team and forms the framework for the whole workshop. A fascinating insight!

The next assessment we use is the DiSC profiling tool.

DiSC is an acronym that stands for the four main personality profiles described in the DiSC model: (D)ominance, (i)nfluence, (S)teadiness and (C)onscientiousness.

People with D personalities tend to be confident and place an emphasis on accomplishing bottom-line results.

People with i personalities tend to be more open and place an emphasis on relationships and influencing or persuading others.

People with S personalities tend to be dependable and place the emphasis on cooperation and sincerity.

People with C personalities tend to place the emphasis on quality, accuracy, expertise, and competency.

We use it to provide an understanding of each other’s communication preferences and insight into potential friction areas.  It develops greater self-awareness and improves collaboration. 

The DISC Model of Behavior was first proposed by William Moulton Marston, a physiological psychologist with a Ph.D. from Harvard. His 1928 book, Emotions of Normal People, explains his theory of how normal human emotions lead to behavioural differences among groups of people and how a person’s behaviour might change over time. His work focused on directly observable and measurable psychological phenomena.

The final report we use is a leadership styles report called the ILM72 by AQR International.  It focuses attention on 2 important areas, core leadership competencies and leadership style.

The Global Scales – Core leadership competencies

The initial research identified three core sets of behaviours competencies which
appear to be crucial for leadership effectiveness. Research and subsequent
practice show that the more an individual demonstrates these behaviours, the
more likely that followers will recognise them as effective leaders.
Moreover, this applied to people at all levels of the organisation. Effective
leadership could be demonstrated by almost anyone. Those who are informally
designated as Leaders are of course expected to demonstrate these.

Leadership Style

Leadership behaviours describe what an individual should do to operate
effectively. Leadership style describes the way they deploy these behaviours. We
know that leadership style should be situational reflecting things like the nature
of the task, maturity of staff and the speed of responses etc.
However, the research also indicated that individuals generally adopted a style
which reflected the prevailing culture in the organisation and wouldn’t always
vary style according to the situation – which isn’t always the most productive.

Objectives

  • Develop a shared knowledge of how a cohesive team works together
  • Explain what breaks trust and how to build trust
  • Describe the 4 DISC styles and what is important in relation to trust
  • Discuss Transactional Analysis PAC behaviours and the impact on the immediate and wider team
  • Create a Thematic goal
  • Explore challenges in embracing accountability
  • Recognise barriers to achieving results

Programme Outline

  • Balloons
  • Team
  • Patrick Lencionis 5 Dysfunctions of a team
  • Trust
  • David Meisters Trust Equation
  • Conflict / healthy / damaging
  • DiSC
  • Eric Bernes Transactional Analysis and Karpman Drama Triangle 
  • Commitment
  • Accountability
  • Results

Each session is based on number of attendees for each organisation, if you would like further information please get in touch below.

Book your place for upcoming workshops