Five Phase Team Development Process

The process described here, although accurate, addresses only those outcomes that are consistent for the majority of our team development programs. Our expectations for individual client teams are much higher and more specific to the challenges they face.  Upon completion of your Team Self Assessment (TSA) and the pre-program meetings we will begin to have a better understanding of the dynamics and issues specific to your team. We will work with you to identify and clarify the critical issues that are impacting the team environment, the relationships and your productivity. With that information gathered we focus on specific benefits and outcomes that will have the greatest value for your team. Throughout the training as new issues may appear we will continue to work with you to rank, prioritize and address those items critical to your success.

PHASE 1
TEAM LEADER COACHING

Before designing a program or training project we meet with the team leader to insure alignment in our approach and philosophies and to begin to establish a coaching relationship. Having a trusting relationship with the team leader where thoughts and feedback can be freely shared is critical to insure a positive outcome. In a very real sense we are teaming with the leader throughout the process which is every bit as much a developmental opportunity for him or her as it is for the team. Developing and nurturing this relationship along the way is perhaps our number one priority. In this phase we will begin helping the leader crystallize a vision of where the team needs to go and how it will get there.

PHASE 2
PRE-PROGRAM ASSESSMENTS, MEETINGS AND INTERVIEWS

One or Two Days at Client Location

The purpose of these meetings is to share information regarding program logistics and your team. The intent is to insure alignment between the training and expected outcomes, to prepare the leader, team and facilitators for their role in the training and to enhance readiness. The TSA and team member interviews allow us to gather information regarding the team’s functioning, individual member’s attitudes and perceptions and their assessment of the effectiveness of key relationships. These meetings include meeting with the team leader and team, program preparation and roll out, a tour of the work environment and team member interviews.

PHASE 3
SHARED EXPLORATION AND EXPERIENTIAL TRAINING SESSIONS

Three days offsite

FOUNDATION INFORMATION AND WORK STYLE ASSESSMENT

  • Introductions and training agenda
  • Explanation of methodology, outcomes and foundation information
  • Review and discussion of team self assessment results
  • Initial presentation of the leader's draft vision for the team and organization with input from team members       
  • Individual work style assessment (individual reports and review)   
  • Identification of team and team member strengths and blind spots
  • Discussion about value and support needs for each team member's style
  • Collaboration of individual styles to identify team profile

As a result of these activities participants will be able to:

  • Understand the team leader's vision and everyone's role in contributing to its success
  • Identify their own predominant work style behaviors
  • Increase their own appreciation of different work styles and be able to support other styles when necessary
  • Identify and minimize potential conflicts with others
  • Know their own group's style, areas of strength and blind spots

EXPERIENTIAL ACTIVITY SESSIONS

Various indoor and outdoor experiential activities will enhance the exploration by providing opportunities for observation and discussion about the behaviors, communication, etc. that impact the effectiveness of the group. Information gained from the work style assessment is typically confirmed and reinforced through real life application.

At the completion of these sessions participants will be able to:

  • Know and recognize the critical areas for team success (i.e. communication/feedback, planning, leadership, support, positive recognition, commitment, contribution, etc.)
  • Identify individual blind spots and be able and willing to give and receive feedback for improvement
  • Feel more comfort in discussing the assessment of the team's effectiveness
  • Utilize strategies that enhance the team's success
  • View every team experience as a learning opportunity

PHASE 4
FOLLOW-UP - INTEGRATING OUR LEARNING INTO OUR CULTURE AND OUR WORK

Six-Hour Session at Client Location 4 to 8 Weeks after Phase 3

Based on information gathered from Phases I and II, the team will develop their specific team process and a plan to ensure implementation and continued development. Information will be shared, support needs acknowledged and expectations clarified.

At the completion of this phase, the participants will be able to:

  • Understand the role of team standards
  • Be supportive of and hold themselves and others accountable to their specific team standards and support strategies
  • Know who the team will rely on to support continued development
  • Participate in a system of decision making and conflict management that is appropriate for their group
  • Understand their individual team member roles, responsibilities and accountabilities based on commitments to the team and organizational goals

PHASE 5
TEAM LEADER POST-PROGRAM CONSULTATION AND ONGOING SUPPORT

Ongoing support is made available by Crux Move Consulting, and is based on the needs of the leader and team. Crux Move facilitators will meet with the team leader to go over the results of the pre- and post-program assessment comparison and the program summary. Together they will evaluate progress and identify issues that need to be addressed in order to strengthen the developmental process. This discussion is intended to assist the team leader in reinforcing the new agreements and patterns of behavior and to evaluate next steps and ongoing support needs.

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  Crux Move Consulting's Five Phase Team Development Process Crux Move Consulting's Five Phase Team Development Process

 

 
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