A tailored and powerful development process

High performance teams are vital to the success of organisations in today’s dynamic environment.
Top teams include chief executives, managing directors, whole board of directors, heads of departments and teams of senior executives. Team members may have alot to offer when working in their operational areas ofexpertise. Each is effective and efficient and busy running their departments. However, a “silo” mentality can develop and unwittingly detract from each individual pulling together as the “Top Team”. This can lead to a lack of clarity around the overall direction, goals and objectives. The collective dynamics necessary for success simply are not there.

impact4’s Top Team Effectiveness Programme is about our consultant facilitating your senior team to work together and really perform. It is about you taking time out to take stock of your common and collective purpose.

Ask yourself:

• Is your team clear about the collective vision, mission and values?
• Are you making sufficient progress towards goals and objectives?
• Are there commonly understood metrics?
• Are you a cohesive team with everyone going in the same direction?
• Do you have clearly defined roles and responsibilities?
• Do you value each team member’s expertise and strengths?
• Is there a shared perception of each other’s behaviour, performance and interpersonal style?
• Is there a good utilisation of members’ abilities and knowledge?

In response, impact4 has developed a distinctive and powerful development process that allows top team members to reflect on and action these, some, or all of these issues – but more importantly to tackle the issues that are pertinent to them.

The Process
The process focuses specifically on each unique top team and addresses their specific business imperatives.
No two initiatives are alike, but typically there are five phases.

Phase One: Exploration
The internal sponsor (often the MD) introduces the concept of top team development to the target group and explores initial thoughts/feelings and seeks initial  buy-in for the initiative.

Phase 2: Pre-Briefing
The consultant meets with individual team members to set the content, surface the individual issues, concerns and challenges and explore what their goals, motivation and expectation of a “top Team” event would be. It is important that each team member is offered an opportunity to state and explain his/her view.

Phase 3: Design
Flowing from the information gleaned in Phase 2 an off-site event is designed.

Phase 4: The Off-Site Workshop
All issues raised in the context of the off-site objectives are collectively explored and an action plan for moving forward is developed. There is a clear emphasis on the need to transfer learning and action to the workplace and each team member’s responsibility to sustain progress made on action plans.

Phase 5: Review of Learning/ Progress
Some two or three months later the team evaluates progress to date and plans for future development. This ensures that the process is continued and reinforced in an organisational context.