High Performing Teams

Successful teams do not happen by accident. We bring real intention, design, and crafted efforts into your team’s next inflection point

In 2020, high performing teams (HPT) were rated as the number one business priority by all CorporateDNA’s clients. CorporateDNA’s HPT service is known for bringing intention, design, and crafted efforts in taking a current team to its next inflection point – because successful teams do not happen by accident.

The power of highly engaged teams is pivotal to high performance, especially now more than ever in a virtual world.

CorporateDNA has worked with over a thousand teams across 16 sectors, 52 nationalities and 30 geographies since its inception, building a track record of designing relevant journeys for teams at different inflection points:

New teams
Stagnant teams
Start-up teams
Scale-up teams
Self-managed teams
Virtual teams
Turnaround teams
Merging teams

I do want to thank you Rhea and CorporateDNA for all you brought to me personally, and in particular for your partnership with HR and me to truly transform the AMALT. The impact has truly been profound over the last 1-2 years. If I remember correctly, we started 2 years ago? WOW! As I reflect on years ahead in my time in AMA, this will be my happiest memory & the one that I’m most proud of.

David Love, Executive Vice President

LEVIS Asia, Middle East, Africa

CorporateDNA believes that High Performing teams are not just any strong team with great performance, but rather, mastering these distinctive traits is what makes a team “high performing”:

A deep sense of purpose in the team that is visible and “experienced” by the rest of the organization
Creating ecosystems versus hierarchical power structures, where information and decision-making flow seamlessly
Teams which sign up to stretching targets relative to other ‘effective teams’
A diverse set of personalities, styles and paradoxes that complements other team members' abilities.
High degree of Inclusivity and Interdependence, with an enviable trust between members
Creating a two-way contract between the leaders and team, which allows reciprocal coaching and feedback

From Group PLC Boards and C-Suite Executives to Country Management and Front-Line teams, CorporateDNA has found incredible success in building highly motivated, focused, and cohesive teams. CorporateDNA continues to move teams from good to great and deliver tangible results through guided leadership journeys, building sustainable habits and creating impact from a renewed source of team energy.

We are reputed for our targeted designs, delivery and follow up. We are very experienced in delivering online, virtual, and hybrid programs, so that we are “meeting the client where they are at”. Throughout the process, our facilitators are relentless about playback and “holding the mirror” to ensure the change starts in the room and during the process – we take great care in highlighting “what we see”, e.g. dynamics and patterns of behaviour within the team, as well as potential areas for development.

CorporateDNA knows all the processes, tools, and levers for highly experiential execution that delivers results.

Here are our illustrative tools that activate the magic of the 5H©:

Framework

Roadmaps

Scoping Process

Tools

Engage us when:

What we Deliver:

Your team is new and looking for a clear purpose, clear goals, and role alignment.

CorporateDNA’s 5H© process will work through any misalignment or general ‘void’ to create a shared belief that enables members to align on how their individual roles can help deliver the team’s goal.
This results in a renewed sense of direction and engagement.

Your team’s atmosphere is low/pessimistic and in need of a transformation.

We work through team dysfunctions to transform the team climate, by establishing a strong and psychologically safe environment that helps achieve great business results by upping courage, ownership, and trust in equal measure.

Team members are communicating infrequently and making poor decisions without assessing both rational and intuitive decision-making methods.

We focus heavily on improving team empowerment through increased ownership, effective communication flows, and cohesive decision making.
A key area of development is in building skills to have real debates versus holding onto false harmony.
Our constructs are known for being “loose but tight” – constructing decision-making boundaries with enough room to make empowered choices.

Team members fail to use a collaboration style that engages across functions and business units resulting in siloed teams.

We build horizontality to break across team silos. The process looks at getting each member invested in their peers’ worlds, appreciating challenges, and collaborating on solutions.

Your team is ready to mature, grow their leadership capabilities and empower each other.

Our team development program looks at developing each member as individuals by leveraging their strengths and weaknesses, and then building on each other’s differences.
Team leads are then developed as an owner and change catalyst by learning how to not only lead their teams, but to empower them to lead back.
Our horizontal and vertical leadership structure works with teams across all levels.

Your team does not fully see the value of inclusion diversity.

When team members do not value diverse experiences, backgrounds, and skills, this results in less successful decision-making and solutions.
We look at restoring the value of inclusion and diversity through sourcing the origins of bias and dialling up inclusive leadership from a place of energy and renewal, not correction and remedy

Your team is lacking mutual trust, unable to manage conflict and repair relationship issues.

We believe that one of the core strengths of a high-performing team is their exceptional level of interpersonal trust.
Trust is what allows team members to leverage conflict in a constructive way, strengthen bonds and create transparent dialogues.
With a tried and tested “trust equation,” we encourage trust. We deepen healthy tensions, while bringing conflicts to the surface as a source of creative tension, in a depersonalized way.