Our tools and approach find application in the areas of, for example:-

• ‘Getting the right people on the bus’ ; strategic fit and  team goal alignment
• Risk reduction in large scale projects
• Inter team collaboration
• Team development - building alignment, consistency and trust.

Leaders want to be in a position to create and change teams in order to make appropriate and well timed steps as it fulfills its potential or builds on new ideas. They want to know risks to execution and where alignment and trust need to be refreshed. Performance is a function of human instinctive systems -not behaviour. We address "how" it is that the unique mix of individual skills, experience and personality can be liberated in teams and how team makeup can be aligned with growth cycles for optimum performance.  We harness performance diversity – not unproductively try to ‘train’ what cannot be changed. Until the advent of a proven ecological approach to organisation, it was difficult to find a common frame of reference and a single language that could connect the personalities of team members directly to their contribution to the performance of the team. Our approach provides this common framework and single language for business, and makes the connection between a strategic task and an individual and the team to which they belong immediately visible.

 

To capture and organise data about the strategic context and how it will change over time we use the S-curve.

 

To make visible the characteristic contribution that people will naturally make we use the AEM-cube^® - providing a unique analysis on performance. 

 

The data we collect about an individual measures precisely where that individual makes their optimal contribution to the growth curve and also what kind of growth dimension they prefer to contribute to – either building and maintaining relationships (people attached), or  creating and developing technical or professional content (matter attached).

Every team will be particularly strong in one phase of the S-curve and relatively weak at another. The risks of team derailment are greatest when teams are not suited to the next stage of growth.

The Human Insight approach to team design and development can predict how teams will perform in pursuit of their strategic tasks and where the risks of derailment lie.

Our approach to team design and development grows out of:

• being able to predict the optimal contribution of team members and the team as a whole
• our analysis of the challenges arising from current and – crucially – future growth demands the tem faces
• and the hugely varied experiences of our core team and expert partners.

 

Click here to read a recent case study on Predicting Team Performance