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Teams are the basic working unit of organisational life, but many fail to achieve their potential and some verge on being dysfunctional. Some teams do manage to raise their performance to another level and maintain it.


So how do they do it?


The secret is that these teams have learned to utilise their individual and collective strengths and limit the impact of any risk areas they have in order to drive towards their goals.


Successful teams have also learned how to flex and reinvent themselves as situations demand by building a strong team culture, where everyone is clear on the behaviours that are ok and not ok in order for the team to perform.

The most effective teams have:

  • ASPIRATIONS - which have CLARITY of goals, roles and responsibilities

  • AWARENESS - of where the team's strengths and performance risks lie to build TRUST

  • ACTION – draw on each other’s strengths and ides to reach clear decisions and ensure a high degree of ACCOUNTABILITY

  • AGILITY – to deal positively and change and develop CHANGE READINESS

  • ACHIEVEMENTS – celebrate the team’s accomplishments and take action to review and strengthen performance, ensuring continuous STRETCH and improvement.

Suitable for....

Key individual team contributors, Team Leaders, Deputy’s and newly appointed Managers who want to work on a goal in their Personal Development Plan. This might for example include:

  • Any team of 2 or more people, who wants more than just awareness and is curious to know how each team member’s strengths impacts the performance and culture of the team

  • New teams, restructured teams, high performing teams and dysfunctional teams

  • Rapidly growing organisations where the accelerating pace of change and disruptive technological innovation requires highly agile and collaborative teams to gain competitive advantage and high levels of growth

  • Organisations who want to highlight and appreciate diversity in a team​

  • Teams wanting to delve deeper into why they behave the way they do and how to build positive rituals guaranteed to deliver high performance

  • Teams who want to break down silos and work cross functionally across departments

  • Attracting, developing and retaining talent by providing team members with far more enjoyment, support and learning than their individual roles can offer

Unsuitable for....

Individuals, Senior leaders, Senior Managers or associates looking for 1:1 coaching. Their needs might be better met by ‘Executive Coaching’ or ‘Leadership Coaching’ packages.

Outcome & Benefits

Our tools focus on five important touchstones for teams to succeed: clarity of goals; trust; accountability for results; change readiness; and continuous improvement, all through the lens of strengths.

  • Builds clarity around team purpose, priorities and roles

  • Helps everyone to contribute the best of who they are

  • Enables people to work in a complementary way

  • Encourages more open, authentic communication

  • Encourages a positive and energised team environment

  • Builds genuine appreciation of diversity

  • Improves confidence, resilience and resourcefulness

  • Enables teams to manage performance risks in a positive way

  • Improves team productivity and results




Sessions & Process

The process requires pre work information to design a team intervention based around strengths and evaluating the impact of the team session.


The process starts by understanding:

  • Team maturity; level of team development

  • Size of team

  • Team culture, including receptivity to a strengths focused approach

  • Team leadership

  • History of previous team development activities

  • Organisation strategy, structure and culture

  • Sponsor and key stakeholder expectations

  • Evaluation - Strengthscope Engage™, company metrics, Happy sheets, HR Systems (staff turnover), Engagement surveys,



  • Pre session Questionnaire

  • Agree date of event and Timeline to completion

  • Measures of success to be evaluated

  • Positioning and context to the team / and or business

  • Methods to measure the impact of the intervention

  • Set up and send out profiles (strength scope/ 360/ team/ engage reports)




  • Profile reminders

  • Send out individual reports 48 hours before 1 to one debriefs

  • 1:1 debriefs / webinar (if relevant)

  • Gather additional team data/ stakeholder interviews (if relevant close brackets)




  • Download team report and design

  • Leader debrief on team report and test design
  • Design edits (if relevant)




  • Event/ programme launch

  • Post event feedback on measures of success

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