250 Park Avenue,
14th Floor New York City, NY 10177
22 Thorndal Circle,
3rd Floor Darien, CT 06820
25 rue du 4 Septembre
75002 Paris – France
The "right stuff" is about ensuring the right people are in place and ready to deliver. They feel strongly that they are working with a group of people they respect and can get the job done. The foundation of any team are the people who comprise it. The needs of any team go far beyond ensuring they "can do" the job itself (competence) and extend to areas that allow the team, and its individual members, to work effectively together in delivering the desired outcomes.
These include, for example, possessing a growth mindset, allowing people to adapt more effectively to adversity and solve problems that lead to a breakthrough (‘can do’ attitude). Openness to other’s ideas (a true team player), grit and positivity are other examples of traits of people that are important on any team.
Simply put, members of the team "can do, can do".
People and teams are clear on what they need to do and why it is important. High-performing team feel strongly that the direction is clear, and line-of-sight exists between their work and that of the teams or organization on the whole.
There is clarity in the vision, mission and objectives of the team and clarity in how such objectives cascade down to each and every member within it.
Clarity is nothing without alignment, at least over the longer-term. People who know what to do can certainly deliver some good results, within their own sphere of influence; however, alignment is vital for sustained execution excellence. Alignment suggests that people are committed to their role and what they need to do to produce good results.
Simply put, members of hte team "know what to do."
Empowerment is all about ensuring people have the freedom, support, and tools to deliver on what is expected along with the systems and process to work effectively together.
The nature of the way organizations are designed and the likelihood that most are populated by human beings leads to a natural dysfunction that often is referred to as silo thinking or behavior. Left alone, silo behavior and potentially relational-based conflict WILL arise. This calls for organizations to install a ritual that ensure these are outlined, clarified, and negotiated so that people can work effectively together in driving value for their customers, and the business.
Additionally, we find many teams that have too many priorities that are crippling the team’s effectiveness and/or leading to burnout. Typically, ad hoc demands from the business may be the culprit, and without a priority reconciliation process, frustration emerges.
Simply put, members of the team are "allowed and enabled to".
Belonging suggests that people fit within your organizational context—they "belong" here and are connected to the organization.
Organizations cannot afford to have disengaged employees—and yet, many in the workforce report being actively disengaged. Others are passively disengagement manifesting in some form of "quiet quitting." This results in lost productivity and an unhappy workplace in general.
While there are many factors that may be at play here, the most important one is a sense of connection people have with their company, a belief that they (the company) are doing the right thing (beyond making money) and that they are operating in a way that is consistent with making a real contribution to society. For newer generations of workers this is of particular importance. It all starts with purpose and values.
Simply put, members of the team "believe it's right to do".
Agile Execution is all about how the team works together to adapt to dynamic conditions. It is our belief that no initial plan will survive for very long, placing a burden on the team to pivot consistently in order to deliver upon their strategic outcomes.
In today’s VUCA world, planning is taking on new forms as organizations recognize that within weeks after initiating any plan, it can be rendered, at worst case, useless, or in best case, intentions remain on track but how one gets there changes rapidly. The environment is simply too dynamic to invest months preparing, planning, and budgeting for a reality that may not exist in six months.
In our view, get the strategic intent right, plan on how to get there, and instill agile execution rituals that allow the team to adapt to the realities of executing against the plan.
Simply put, members of the team "will do what it takes with integrity".
A sense of togetherness results when the teams do the other five attributes well, leading to sustained high-performance and lots of enjoyment working with fellow colleagues. No matter how remote a team may operate, leaders need to work to secure this sense of "togetherness" and, ideally, bring people together every so often.
In such teams, not only do you have exemplary engagement and behaviors from all constituent members but that final piece of "social glue" -- individuals motivated also by the very company of their team colleagues. This is the zone where intra-relationships are defined by shared levels of high professional respect and, indeed, deep friendships.
Team members bearing this attribute scale even greater heights (sometimes literally!) because not only are they passionate about what they do (as built on all the preceding qualities) but it is this comradeship that sits at the very nexus of this passion. There is no place they would rather be than with the companionship of their comrades and, with this fellowship, a sense of collective invincibility. For such teams, there is a mindset of "anything together".
Simply put, members of the team "build a legacy".
Perpetual: is a transatlantic talent advisory firm that builds and cultivates human-centric, high-performance cultures through transformational initiatives designed to serve as a catalyst for improved organizational health.
At the core of our delivery is a trusting and open partnership with our clients and candidates. Our global team prides itself on our high levels of cultural agility, integrity and delivering the impact that our clients are looking for.
We have offices in New York, Paris and Connecticut.
is to lead companies and people on the collaborative journey toward their greatest potential.
building and cultivating human-centric, high-performance cultures
via our proprietary team-to-togetherness (t3®) framework and operational readiness methodology, we identify the gaps in performance and co-design transformational initiatives which serve as a catalyst for improved organizational health and high-performance.
Our interventions are unique in so much as they support clients in progressing from awareness of current capability to informed "best practice" and then to the design and delivery support of engaged transformation programs that leave lasting impact.
All Perpetual practitioners have years of actual complex leadership experience. We also have skilled practitioners, able to develop and initiate multi-dimensional transformation programs, custom-made to each client situation.
Our team-to-togetherness t3® methodology is unique, structured, evidence-based and informed by multiple years of our own team’s experience. It is not a generic leadership package. Further, it is backed up by an ever-growing t3® “toolbox” of theoretical modules, tools and supporting references.
As befits our viewpoint on team development we aim to “walk the talk." You will find that our carefully-selected t3® practitioners set high standards but do so with humility and humor. In final analysis, you will - importantly - enjoy working with them on this collegial endeavor.
All Perpetual practitioners have international experience that allows us to have the cultural agility to advise clients on hiring and development needs across the transatlantic divide.
founder and CEO
massimo de paola
director of marketing
CFO & COO
céline boutin andreu
ludovic williams lecomte
We seek always to meet our clients’ requirements or die trying. We seek to provide service excellence but have the humility to know we will never quite get there… there is always something to improve, always something new to learn.
In everything we do, we aim for transparent integrity. We do what we say and we say what we think. This dictates how we work with our clients and how our team is involved in all aspects of our company’s development.
We seek to take our profession very seriously but not ourselves. Life is too short not to have some fun en route. Delivery comes first. A close second is maintaining a smile and perspective in all that we do.
We have got where we are as a result of collaborative entrepreneurism. We know our future success will require perpetual innovation and audacity. Together anything is possible. We love working with clients and brands that share this value.
Probably our most oft- pronounced value. It talks to the bigger picture… wellness, kindness and respect for the wider Perpetual family and the community in which we live. When we look after each other, everyone wins. Look up.