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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 hte 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".

blog posts

perpetual takes europe

Perpetual offers its transatlantic expertise in talent management to companies ranging from start-ups to established multinationals

Paris, December 10, 2019 – Founded in 2013 in New York, Perpetual supports its clients in defining their talent strategy to improve their business performance. Building on its success in North America, the company is now opening its first European office, in Paris.

Transatlantic expertise
Perpetual, an HR consulting firm, places human capital at the heart of their business strategy. By developing a trusting relationship with its customers and candidates, Perpetual prides itself on its transparency and humility. At Perpetual, diversity is a true strength and as such Perpetual pays particular attention to the diversity of its teams and that of its customers. Perpetual shares its international expertise and its deep experience in the recruitment of senior executives as well as in optimizing team performance and maximizing individuals for its corporate clients.

Perpetual lives and breathes it corporate values and delivers exceptional results to its clients by respecting these values ​​which constitute the essence of the company, namely:

  • Never Settle
  • 20/20
  • Happy Days
  • Dare + Share
  • Look Up

Today, Perpetual opens its first European office, in Paris, under the direction of Pierre Trippitelli, Managing Partner Europe. We work with Fortune 500 companies, as well as start-ups, family-owned and private equity-backed businesses. The opening of this office in France will allow us to widen the scope of Perpetual beyond Executive Search and bring expertise and knowledge of the North American market, to all companies looking for transatlantic expertise.

“With many of our clients having a business that spans both the US and European market, we saw an opportunity to leverage our cultural dexterity to offer them a true transatlantic expertise. That’s why Perpetual decided to open a European office in Paris: to be closer to our European customers while remaining true to our human values. We owe it to ourselves to provide our clients with the necessary expertise to optimize their transatlantic expansion project. We will deliver solutions along the three pillars which made Perpetual successful in the United States: Talent Acquisition, Talent Development (individual and collective) and Talent Analytics – the predictive analysis of human skills – EQ, IQ and CQ” explains Pierre Trippitelli.

A true talent advisory to help serve the brands we work with.
Passionate about the world of brands, Perpetual has supported more than 50 leading companies in their transformation and allowed them to reinvent how they manage their human capital. We deliver solutions along three pillars:

Talent Acquisition: Perpetual identifies and recruits tomorrow’s executive managers, who with the proper levels of agility and empathy can adapt to the ever-increasing demands of a volatile market. We offer a tailor-made consultative recruitment approach to an ever-changing talent acquisition market.

Talent Development: Perpetual accelerates the development of companies by leading them through transformative journeys of discovery that allows them to fully utilize the talent already at their disposal.  We offer our clients individual coaching as well as team performance optimization strategies and career transition services.

Talent Analytics: In order to predict the potential of individuals and teams, Perpetual has put in place a new offering that makes it possible to assess individuals and understand the DNA of a companies teams and thus propose relevant HR strategies to maximize their performance.

About Pierre Trippitelli
Pierre Trippitelli is Managing Partner in charge of Europe, and a member of the Board of Directors of Perpetual.

His expertise spans the luxury, health and beauty, agri-food, beverage and consumer durables sectors. Thanks to the hiring of senior executives for American and European companies looking for a stronger international footprint, Pierre has developed considerable experience in the creation and development of companies on both sides of the Atlantic.

His cultural dexterity, between US and Europe, has allowed him to collaborate with many companies, spanning the CAC 40 and Fortune 500, to the world of start-ups. He works with senior executives and human resources departments to improve individual and collective performance and make the most of diversity in the company.

Pierre holds dual French and American citizenship and obtained a master’s degree in commerce and marketing from one of the top 10 French business schools, KEDGE. After graduating, Pierre led several business units across the globe, including Africa, Eastern Europe and Western Europe, before joining an HR consulting firm in Paris.

In 2006, he moved to the United States with the desire to develop the North American presence of large companies in search of European executives. Before joining Perpetual, Pierre worked as a member of the Global Consumer practice at Korn Ferry. After 18 years of international expertise in HR consulting, Pierre is now contributing to the growth of Perpetual, one of the most creative talent consulting firms in the market. More recently, Pierre Trippitelli has followed the executive coaching program of Columbia Business School and is NBI certified.

About Perpetual
Founded in 2013, Perpetual: is a boutique Consumer Brands Talent Advisory firm that consults clients on how to attract, retain, assess and coach what is the most critical resource in any organization – human capital. We work with Fortune 500 companies, as well as start-ups, family owned, and private equity backed businesses. 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 transparency, honesty and integrity. We deliver solutions along three distinct areas:

Talent Acquisition: We acquire the very best talent for your team.

Talent Development: We accelerate the performance of your team

Talent Analytics: We uncover and unleash the potential of your team

We are Perpetual:

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