Teams and Organizations:
Stronger Organizations through Effective Teams
Effective organizations grow and sustain their results and impact through the collective work of their people and teams. Just as teams are essential for organizational performance, they are also at the heart of enabling successful organization change and development.
High-performing teams develop the capacity to effectively prepare for and implement change processes. A network of teams, working in concert across the organization, enables the spread and adoption of organizational change, positively affecing the capacity, culture, and impact of the organization.
Invest in our team and organizational development services to fuel your journey towards impact.
No individual leader, no matter how charismatic or powerful they are, can drive organizational change by themselves. Change in organizations is a collective effort – maybe even a team sport!
Working together, the members of a team can support one another in advancing the team’s goals. They strategize and plan together, they assign responsibility for different tasks, they hold each other accountable for progress, and they review and adapt the plan as conditions change.
The impact of an effective team typically spills over into other teams. Strengthening a network of teams across the organization creates nodes of change, fosters new capacity, and catalyzes experiments and innovation in support of the overall organizational change.
And this starts at the level of the team.
Do you lead a team that is responsible for an important organizational goal?
Are you sponsoring an organizational change initiative that relies on either temporary or intact teams to deliver key results?
Leaders come to us for support in these and similar scenarios:
Tailoring our approach to the needs of each team, we enable them to align their collective efforts to advance the team’s goals. They clarify their shared goal, interpersonal and team communication improves, trust and accountability deepens, and they navigate challenges with greater ease.
Getting started with our team and organizational development services is simple :
Invest in your organizations and teams today. Contact us to schedule a consultation and embark on a transformative journey that will unlock your full potential.
Case Study 1:
The senior executive team formed a new management team and wanted it to take on new responsibilities.
We worked with both teams in defining their mandates, clarifying roles and responsibilities, and developing effective communication processes. Executives were freed to work on strategic priorities, and managers grew their capacity and effectiveness.
Case Study 2:
A new team was formed to lead an ambitious scaling initiative for a national organization. Pressure to succeed was high.
Our work with the team over several months resulted in stronger connections, agreement on bold steps, and success in navigating a complex landscape.
Case Study 3:
A team of leaders were charged with driving the company’s DEI strategy and implementing a multi-pillar program.
Our support for the leader and her team allowed them to foster strategic relationships, roll-out enterprise-level initiatives, and build high levels of staff engagement and support for DEI priorities.
Case Study 4:
The staff of a newly formed department in a global organization, distributed across multiple time zones, were struggling to communicate and collaborate.
We supported a cross-functional working group as it engaged staff, created a guiding framework for change, and implemented a new global initiative.
Case Study 1:
The senior executive team formed a new management team and wanted it to take on new responsibilities.
We worked with both teams in defining their mandates, clarifying roles and responsibilities, and developing effective communication processes.
Executives were freed to work on strategic priorities, and managers grew their capacity and effectiveness.
Case Study 2:
A new team was formed to lead an ambitious scaling initiative for a national organization. Pressure to succeed was high.
Our work with the team over several months resulted in stronger connections, agreement on bold steps, and success in navigating a complex landscape.
Case Study 3:
A team of leaders were charged with driving the company’s DEI strategy and implementing a multi-pillar program.
Our support for the leader and her team allowed them to foster strategic relationships, roll-out enterprise-level initiatives, and build high levels of staff engagement and support for DEI priorities.
Employee engagement results improved, turnover decreased, and value for clients increased.
Case Study 4:
The staff of a newly formed department in a global organization, distributed across multiple time zones, were struggling to communicate and collaborate.
We supported a cross-functional working group as it engaged staff, created a guiding framework for change, and implemented a new global initiative.
Adapting our response to the COVID pandemic, the department saw high levels of engagement as staff successfully collaborated to lead new initiatives.
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