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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".

strategy & transformation

strategy wargames: 3 days that transform leadership

back to all insights strategy & transformation

what if you could rehearse your strategy before the market tests it?

In a fast-moving, high-stakes business environment, a strategy that looks great on paper often collapses under real-world pressure.

That’s why we don’t just help teams build strategy—we help them test it.
Enter: Strategy Wargaming.

Rooted in military planning but reimagined for business, wargaming is a high-impact, simulation-based approach that lets leadership teams confront competitive dynamics, align cross-functionally, and make strategic decisions in real time—before the market does it for them.

At Perpetual, we design and facilitate tailored 3-day strategic wargames that enable leadership teams to turn planning into performance, fast.


the 3-day strategic wargame format

Each engagement is customized to your organization’s goals, market, and strategic priorities. The experience blends culture, decision-making, strategy, and execution—powered by live simulation and guided by expert facilitation.

Here’s how it typically unfolds:


day 1: strategic awareness & simulation kickoff

  • Kickoff with proprietary cultural and leadership diagnostics
  • Assign cross-functional teams to represent your company, competitors, or market forces
  • Begin the first round of the simulation—where strategic assumptions are challenged in real time
  • Debrief and extract insights to inform the next round


day 2: competitive pressure & future innovation

  • Engage in two more high-stakes simulation rounds, each with evolving market dynamics
  • Push teams to adapt, counter moves, and make fast, high-consequence decisions
  • Facilitate a creative innovation challenge exploring bold, 3–5 year strategic moves
  • Identify untapped opportunities, blind spots, and category-defining ideas


day 3: strategy-to-execution mapping

Close with a leadership commitment to action and ongoing momentum

  • Translate insights into clear execution plans
  • Define key priorities, owners, risks, and timelines
  • Conduct team share-backs to create visibility, alignment, and accountability
  • Close with a leadership commitment to action and ongoing momentum


what this format achieves

Our strategic wargaming engagements are designed to deliver outcomes that go far beyond alignment. By the end of the experience, leadership teams typically walk away with:

  • A refined, pressure-tested strategic plan
  • Stronger cross-functional trust and collaboration
  • Improved decision-making under uncertainty
  • Increased foresight into competitor and market dynamics
  • A clear, actionable roadmap for execution

This isn’t a workshop.
It’s a strategic rehearsal—purpose-built to help leaders operate with clarity, confidence, and cohesion.


why wargaming works

Unlike traditional offsites or planning sessions, wargaming introduces urgency, tension, and consequence in a safe environment. It reveals gaps in alignment, uncovers hidden assumptions, and builds team agility—all while surfacing fresh thinking for the future.

This format is especially powerful for organizations that are:

  • Launching a new strategic plan
  • Entering new markets
  • Responding to competitive disruption
  • Aligning a new or evolving leadership team
  • Navigating transformation or M&A scenarios


ready to put your strategy to the test?

If your organization is preparing to launch a new strategic direction, respond to disruption, or strengthen leadership collaboration—let’s talk.

We design tailored wargaming and strategic alignment programs that help leadership teams think ahead, act faster, and perform together.


Perpetual is a transatlantic talent advisory firm specializing in building and cultivating human-centric, high-performance cultures through transformational initiatives. Founded in 2013 and with offices in Connecticut, New York and Paris, Perpetual serves clients across North America and Europe.

Perpetual offers a suite of services centered around its proprietary team-to-tribe (t3®) framework, designed to enhance organizational health and performance:

  • Executive Search: Connecting clients with top-tier external talent through a retained search practice.
  • Leadership Development & HR Advisory: Tailored programs focusing on self-leadership, results leadership, culture leadership, and people leadership, including assessments and coaching.
  • Strategy & Culture Labs: Aligning strategy, structure, and talent through interventions like strategic planning programs, team dynamics analysis, mission development, and culture design.
  • Executive Coaching: Targeted coaching engagements aimed at elevating leadership capacity and driving meaningful behavioral change.
  • Talent Assessment: Utilizing tools to assess current talent and identify future needs, ensuring alignment with organizational goals.
  • Leadership Development Program: A transformative, cohort-based journey designed to equip current and emerging leaders with the mindset, skills, and tools to lead with clarity, impact, and authenticity in fast-changing environments.

Perpetual’s approach is characterized by a commitment to cultural agility, integrity, and delivering impactful results tailored to each client’s unique context. Their team comprises practitioners with real-world leadership experience, enabling them to design and implement multi-dimensional transformation programs effectively.

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