enfr

talk
to us

New York
250 Park Avenue,
14th Floor New York City, NY 10177

Connecticut
22 Thorndal Circle,
3rd Floor Darien, CT 06820

Paris
23 rue du Mail
75002 Paris – France

info@beperpetual.com
Attributes of the t3 framework:
the right stuff

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".

clarity & alignment

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 the team "know what to do."

empowerment

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

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

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".

togetherness

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".

organizational health

partnering with B Corp Companies

back to all insights organizational health

A Climate Fresk Program with Expanscience USA

B Corp companies occupy a unique position in the marketplace. Certified B Corporations (B Corps) are for-profit companies verified by B Lab to meet high standards of social and environmental performance, accountability, and transparency. They balance profit with purpose, committing to benefit all stakeholders – workers, customers, communities, and the environment – rather than just shareholders.

As a transatlantic talent advisory firm helping clients build and cultivate human-centric, high-performance cultures, Perpetual is proud of its multi-year partnership with Laboratoires Expanscience, a B Corp company. Over the past seven years, Perpetual has supported Expanscience in building and strengthening a high-performance culture across the organization.

Most recently, Perpetual had the opportunity to support the US team by helping new joiners better understand climate science and the opportunities for individuals and companies to make a meaningful impact on society.

Certified B Corporation


Introducing the Climate Fresk Program

The Climate Fresk program is a global initiative that, since 2018, has provided training programs for more than 2.25 million people worldwide, raising awareness of climate change and its impact on the planet and humanity.

In March 2026, Perpetual was asked by Expanscience’s Ines Muselli to co-deliver a Climate Fresk training program at the company’s New York office. The objective was to help the latest cohort of employees deepen their understanding of their responsibilities as employees of a B Corp company.


A Collaborative Workshop Experience

The session created space for a rich and open conversation, bringing together a variety of perspectives while allowing participants to engage directly with the content of the Climate Fresk.

Participants shared insights and knowledge throughout the workshop, contributing actively to the collective learning experience. Importantly, everyone was able to provide input during the program, reinforcing the collaborative nature of the session.

“This was one of the most engaging workshops our team has done. Nigel, our facilitator from Perpetual, created a space where we could openly discuss a challenging and emotional topic while still keeping the energy collaborative and hopeful. It led to a really meaningful conversation among our team.”

The workshop concluded with participants identifying individual actions and commitments that can help make a difference for society and contribute positively to addressing the climate challenge. One overarching insight that emerged from the discussion was that every person can make a difference by adjusting a few simple habits in their daily lives.


Supporting B Corp Organizations

Perpetual’s focus on high-performance cultures and its long-term partnership approach enables the firm to support clients such as Expanscience in a variety of ways. The recent Climate Fresk initiative is one example of how Perpetual works alongside organizations to engage teams around important topics that shape their culture and commitments.

Perpetual is proud that its programming range includes support for B Corp companies as they explore the facets of culture that make them unique and continue delivering on their commitments to social and environmental performance.

See more insights
organizational health, Perpetual insights

the power of the offsite: a conversation on getting retreats right

An interview about a leadership offsite with Steve Morrissey, CEO & Founder of Perpetual, and Perpetual Partners Nigel Robinson and Duke Maines why a leadership offsite is worth it Every leadership team eventually asks the same question: is the leadership...

organizational health

BELONGING: the culture that holds high-performing teams together

Simon Sinek famously argued that people do not buy what you do, they buy why you do it. The same is true of the organizations people choose to join, stay in, and give their best to. The most capable talent...

organizational health, Perpetual insights

why high-performing teams still need time together?

At Perpetual, we spend our days inside leadership teams, assessing them, building them and coaching them into high-performing teams. Across every industry we work in, from wine & spirits and food & beverage to beauty and consumer goods, one pattern...

organizational health

ALIGNMENT: the engine of organizational success

Ask any leader what makes a team succeed, and you’ll likely hear the same answers: talent, resources, strategy. Rarely does the answer come quickly – alignment. Yet of all the attributes that separate high-performing organizations from the rest, alignment may...