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Building highly collaborative teams driven by intent

The key to more adaptive and successful organizations is strong teams: Strong permanent teams, strong ad hoc teams and strong “teams of teams”.
 
When teams get their collaboration working well, and when they unite behind a meaningful intent, they become literally unstoppable – and every single team-member thrives, grows, and even have fun.

Typical distribution of 10 teams

But is not always easy to get it right. We have assessed thousands of people in hundreds of teams* and only 20% of all teams have reached a level of consistent high collaboration. 30% of teams will benefit greatly from improving in fundamental areas such as trust, healthy conflict, commitment, accountability, shared results and adaptiveness. These teams not only limit the team members’ performance – they are also holding back anyone else who is depending on them.
 
Poorly collaborating teams can, in most cases, improve collaboration dramatically by gaining insight into where to focus and making small, yet crucial adjustments in practices and team-behaviors. Simple tools as TeamDrivers and HabitDrivers for teams, combined with targeted coaching, has proven an effective method to support improvements in collaboration and productivity.

Example: Three challenged teams supported to improved collaboration – upgrading overall collaboration in the team of teams.

But team collaboration is only one dimension in creating truly high performing teams. The other, and just as important dimension is the drive towards a meaningful and shared “intent”.

Example: Three challenged teams supported to improved collaboration – upgrading overall collaboration in the team of teams

A leading global expert in this philosophy is CultureDrivers’ strategic partner Stephen Bungay, author of the renowned book “The Art of Action”.
 
We have worked with Stephen Bungay over several years, helping multiple global and local organizations become more successful by “Building highly collaborative teams driven by intent”.
 
The power of this approach is that it helps everyone translate the strategic intent of the organization into very specific actions: “What will we do differently?”.
 
At the same time, our approach supports the leader in focusing more on setting the direction and developing a strong and psychologically safe team culture, whilst empowering the team members to take more informed and autonomous actions.
 
We have developed a range of practical approaches and tools, that can help organizations take advantage of this powerful methodology (examples):
 
Management conferences: Stephen Bungay keynote combined with “Leadership Labs” where leaders get to explore the concept based own experiences and situation
Assessments: Using our unique tool that assesses the current strength of “Intent”, “Playfield” and “Support” in a team or across team
Workshops:
Workshops where top management translate the existing strategy into “Intent”, “Challenges/unknowns” and “What success looks like”. This work forms the basis for effective communication and for inspiring development of intent at lower hierarchical levels or across organizational areas
Workshops that help individual teams define a “Shared intent” and to re-prioritize key tasks
Workshops that help a team of teams define a shared “Master intent” as well as a series of “Domain intents” – and to re-prioritize key tasks accordingly
Digital tools that support scalability and transparency of intent across a large organization

Common for all practical approaches is the dual focus on the team dynamics that drive collaboration as well as a laser sharp focus on intent – which in combination boosts the value contribution of teams: “Building highly collaborative teams driven by intent”

CEO & Founder Flemming Fog explains CultureDrivers unique approach (2:41)

Imagine being able to pinpoint exactly why some leaders and teams thrive – and more importantly – why others don’t. Envision yourself getting precise intel on how leadership behavior impacts team performance, team by team, and being able to fix problems fast. It may sound like science fiction, but it isn’t. It is exactly what CultureDrivers offer today, based on state of the art technology matched with a solid academic footprint.
We have assessed thousands of people in hundreds of teams on engagement and performance and the untapped potential is enormous: One third of all teams suffer from at least one serious dysfunction and only about half of the people are engaged on a high level
We have also investigated the causes. When we take a closer look, it is almost always cultural challenges that hold back people and teams:
 
Unproductive behaviors
Lack of meaningful objectives
Bureaucracy
Low involvement
Fear of failure
Inertia
Mis-communication
Poor use of talent
Desillusion
This is important knowledge. But instead of focusing only on the disease, we propose the cures as well. Changes are not dependent on sending leaders to business schools to get fancy MBA’s. They can be addressed on a team by team level, fast and effectively using our scalable and cost-efficient approach.

What drives leader- and team performance?

 
Head of Advisory & Partner Frank Lilleøre shares key findings from recent research project, conducted in collaboration with Distinguished Professor George Kohlrieser and his team at IMD Business School, involving 25 leader teams from Maserati and Vestas (1:50)

HabitDrivers: The art of changing habits

A very important component in all CultureDriver programs is our support of the most important step: Actually changing behaviors!With our unique tool “HabitDrivers” we help individuals and teams to focus on one critical behavior at the time, and drive measurable change. We do not only claim this – we prove it: All our digital tools are paired with state of the art analytics, enabling us to document that goals are met, and that the business case for our programs is always positive. 
More about HabitDrivers and free trials - click here

Organizational psychologist, Mathias Hovind explains the 1st principle of HabitDrivers: Define development focus in collaboration with others (1:20)

Organizational psychologist, Jens Chr. Hovind explains the 2´nd principle of HabitDrivers: Work with only one behavior at a time (1:14)

Develop the leader in the context of their team

"CultureDrivers for Teams" is a highly adaptive development program that empowers the leader of a team to achieve measurable performance improvement in 3 months:Supports the leader of a team to lead a process that automatically adapts to the specific needs, and most valuable improvements, of the leader and the team
Primarily driven by the leader (supported by “virtual facilitators” and friendly digital tools), but with expert coaches ready to support based on factual needs/development potential
Captures detailed data on time spend and observed improvements on drivers and behaviors making it possible to document positive business results
Methodology is based on a combination of Patrick Lencioni (“The 5 Dysfunctions of a Team”) and insights from e.g. Carol Dweck, Marcus Buckingham, Daniel Pink, and Doshi & McGregor
More about CultureDrivers for Teams and free trials - click here

CEO & Founder Flemming Fog gives the "elevator pitch" for the flagship program: "CultureDrivers for Teams" - a highly adaptive development program that empowers the leader of a team to achieve measurable performance improvement in 3 months. (1:40)

Try it out!

You can test CultureDrivers and HabitDrivers for free
limited to one team per organization

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