Management Teams Locked in Destructive Habits and Communication
Find the Foundational Currency of Successful Teams: Trust  

Most executive or leadership teams experience at least some degree of destructive conflict in their teams. Traditional approaches in teambuilding focus on adventure activities or strategic issues, but pay very little attention to trust as the foundational currency of team effectiveness. Where there is insufficient trust, team members cannot attain synergy or effective alignment with the strategy, balanced scorecard or the desired values and vision of the organisation. Politics, gossip, jockeying for position become the order of the day and the organisation starts to bleed valuable leadership talent to the competition.

Fulcrum Trust Engineering is a neglected and necessary component in teambuilding approaches. It provides the processes and engagement and follow through that clarify team outcomes, align values and norms and establish an effective procedure for the diversity in each member's locked in thinking habits (ThinkDo-Gears).

The result is a measurable increase in trust among team-members as well as improved implementation of strategic outcomes, better quality decisions and a positive atmosphere that provides quality of work-life.

• Our team Coach, with input from management, develops a custom-designed solution that is aligned with your specific business environment, culture and priorities. Our aim is to support whatever change interventions are presently being implemented in your organisation, including mergers and new strategic initiatives.
• Every member of the team does an Identity Compass assessment and receives an individual 90 minute Feedback session on their personal scoring of ThinkDo-Gears, their Values and Job-Motivation Indicators.
• The individuals' Identity Compass Profiles are combined into 12 different team reports, giving you a unique perspective on how the individuals’ ThinkDo-Gears (all 51 of them) compare one with another. It also provides you with an exact outline of the values of the team enabling you to check how far out, or how aligned, they are from the Team or Organisational values. The reports indicate the points of potential conflict as well as the team blind-spots.
• Following the construction of a team report, the individual team members do a Trust Matrix assessment which is an innovative tool that measures the degree of trust in the team, as well as the points of potential distrust.
• Where there is substantial conflict between individuals, our coaches will facilitate solving these differences among the relevant parties, with the aim of getting win-win agreements or, at the very least, a workable compromise.
• Team-members are now ready for a break-away weekend. On this weekend, at a venue preferred by the organisation, the Team members focus on the following goals, through specialised activities:
  • Enhancing the value of diversity in thinking, identity and social panorama
  • Communication issues and the 4 sides of any message
  • Clarifying/aligning vision, purpose, outcomes, values, mission, identity, norms, roles, team procedures, and team decision-making authority, and expressing this.
  • Affirmation of the positive contribution of every member individually and as a team.
• After the above interventions, team-members repeat the Trust Matrix assessment. Results are compared to determine the percentage improvement.