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Objectives

• By the completion of this course, participants will be able to:
• Architect a High-Performance Culture: Implement the structural and behavioral foundations necessary for a team to excel.
• Establish Deep Trust: Utilize tools to create psychological safety, allowing for maximum innovation and risk-taking.
• Optimize Talent: Deploy team members based on their inherent strengths and the Belbin/RACI frameworks.
• Communicate with Precision: Master feedback and stand-up techniques that keep the team aligned and agile.
• Navigate Conflict Professionally: Transform team friction into creative solutions rather than personal grievances.
• Enhance Accountability: Foster a self-policing team environment where members hold each other to high standards.
• Sustain Long-Term Results: Balance high-intensity output with recovery strategies to maintain the team’s health and longevity.

The Delegates

• This course is specifically designed for leaders who are responsible for driving results through others:
• Mid-to-Senior Managers: Who need to elevate their departments to a higher level of output.
• Project and Scrum Masters: Who operate in agile environments where team speed is critical.
• Department Heads: Seeking to break down silos and foster better internal collaboration.
• HR Business Partners: Who support leadership development and team-building initiatives.
• Start-up Founders: Who are scaling their team and need to establish a high-performance culture early.

The Contents

• The DNA of High-Performance Teams (HPT)
• Defining HPT: Characteristics that differentiate “Groups” from “Teams.”
• The Science of Synergy: How 1+1 equals 3 in a corporate context.
• Research-based models: The Katzenbach and Smith HPT Framework.
• Assessing your team’s current performance maturity level.
• The role of the leader as an Architect vs. a Taskmaster.
• Building the Foundation: Trust and Psychological Safety
• The Five Dysfunctions of a Team: Overcoming the absence of trust.
• Creating an environment where interpersonal risk-taking is safe.
• Vulnerability-based leadership to foster authentic connections.
• Tools for measuring and improving “Team Safety” levels.
• The link between psychological safety and high-speed innovation.
• Strategic Alignment and Shared Purpose
• Crafting a “Team Charter” that defines mission, values, and norms.
• Aligning individual career aspirations with team objectives.
• The power of the “North Star”: Creating a compelling shared vision.
• Setting “Stretch Goals” that motivate without causing burnout.
• Ensuring every member understands their specific “Value-Add.”
• Roles, Responsibilities, and Talent Optimization
• Utilizing the Belbin Team Roles to balance team diversity.
• The RACI Matrix: Clarifying Responsible, Accountable, Consulted, and Informed.
• Identifying and leveraging “A-Player” strengths using Gallup CliftonStrengths.
• Managing the “Skill-Will” landscape: Tailoring leadership to competency.
• Cross-training and multi-skilling to eliminate single points of failure.
• Mastering Team Communication and Feedback
• The 7 Cs of Effective Communication within high-speed teams.
• Establishing high-frequency feedback loops (Daily Stand-ups vs. Retrospectives).
• Radical Candor: Challenging directly while caring personally.
• Using “Communication Styles” to minimize friction and misunderstanding.
• The art of the “After-Action Review” for continuous learning.
• Collaborative Decision-Making and Problem Solving
• Moving from “Consensus” to “Consent” for faster execution.
• The Vroom-Yetton Model: Choosing the right decision-making style.
• Techniques for avoiding “Groupthink” and encouraging healthy dissent.
• Leveraging the “Six Thinking Hats” for multi-dimensional problem solving.
• Decentralized decision-making: Empowering the front line.
• Managing Conflict and Constructive Friction
• Distinguishing between “Affective” (Personal) and “Cognitive” (Task) conflict.
• The Thomas-Kilmann Conflict Mode Instrument for team leaders.
• Using conflict as a catalyst for creative breakthroughs.
• Intervening in toxic team dynamics and “Silent Resistance.”
• Negotiation tactics for internal resource and priority disputes.
• Driving Accountability and Ownership
• The “Ladder of Inference”: Overcoming assumptions that kill accountability.
• Creating “Peer-to-Peer” accountability systems.
• Using OKRs (Objectives and Key Results) to track high-level progress.
• The link between autonomy and personal ownership.
• Consequences and rewards: Fairly recognizing high vs. low performance.
• Sustaining High Performance and Well-being
• Managing the “Performance-Recovery” cycle to prevent burnout.
• Building team resilience to handle high-pressure deadlines.
• Promoting a “Flow State” through optimal challenge-to-skill ratios.
• The importance of team rituals, celebrations, and social bonding.
• Monitoring team “Health Metrics” beyond just financial output.
• Leading Virtual and Hybrid High-Performance Teams
• Building “Swift Trust” in remote and distributed environments.
• Mastering asynchronous communication tools and workflows.
• Ensuring “Proximity Equity” for remote vs. in-office members.
• Facilitating high-energy virtual workshops and brainstorming.
• Digital leadership: Using technology to enhance human connection.

Course summary .

The Discount

Free Seats Are Offered