We unpack over 100 years of research in team dynamics and format it into three simple team elements: Focus, Arrangement, and Stature.

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Explore how team dynamics contribute or defeat your operational and/or strategic goals.

"This exercise helped me better understand all the different dynamics of a team and the layers I've been unaware of."

Its been said for many years that Culture eats Strategy.  As a leader, are you placing the culture of safety burden on your team members? 

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How can you shift the conversation to ensure that there is a culture of phycological safety, which is the first step in implementing a safety culture.

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"This approach shifts the burden of proof from the employee to the organization"

Do you know that there is a difference between managing and leading?  Very different things, and both very important organizational functions. Learn the difference and learn when to manage and how to lead. 

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"I had no idea there was a difference.  Really insightful to better understand when to use one or the other."

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Effective change management is part process and phycology.  Using the William Bridges model of Transitions Management, learners identify endings, the neutral zone, and new beginnings as part of the change process. 

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Transitions management provides learners with the tools to help team members move through the neutral zone more quickly to so organizations can return more quickly to full operations.  

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"This was so impactful! I am in a big scale change phase of my business with a lot of change. Learning the transition mgt helped me become more aware of the current situation."

The Archetype FAST(c) tools are practical tools that allow leaders to identify specific areas of team mis-direction.  An overly focused team on people or production can negatively impact full team functionality.  

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The FAST help teams regain Focus, assess the team Arrangement, understand the team Stature, and remind leaders the importance of Timely intervention. 

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"Really great practical material"!

Destructive conflict is one of the most destructive activities that can exist within any organization.  It is often resolved in destructive ways.  

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The Conflict Competent leader by Runde & Flannigan (2013) provides a simple and effective process to resolve conflict in a constructive way.   In addition, their conflict resolution model examines how our personality styles can become emotional conflict triggers.  

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"With a new language and understanding of dynamics involved with conflict I feel much more confident in the future."