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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".

blog posts

Quarterly Insights – Empowering Talent, Delivering Excellence – Q4 2025

This past quarter our transatlantic footprint came into sharper focus. As an advisory firm operating across North America and Europe, Perpetual is uniquely positioned to help leaders drive impact across borders. From cross-regional executive placements to missions bridging strategy and culture on both sides of the Atlantic, this quarter underscored our belief: true leadership advantage comes from thinking, and acting, globally.


Shaping leadership last quarter

Paris Event


Urgency, Agility, and the Transatlantic Dynamic

Moderated by renowned journalist Ruth Elkrief, Perpetual brought together European leaders for a powerful discussion on transatlantic dynamics at an intimate event in Paris. 

The takeaway was clear: to stay competitive, Europe must embrace agility, innovation, and a shift in mindset.

read the recap
Laboratoires Expanscience


Elevating performance at Laboratoires Expanscience

Perpetual partnered with Laboratoires Expanscience US to design a data-driven leadership offsite focused on trust, feedback and high-performance execution.

The experience helped an already strong team stretch into productive discomfort, strengthening dialogue, psychological safety and accountability to meet growing complexity. A powerful example of our work supporting global organizations with deeply human leadership.

read the case study
Insights Discovery


Tool spotlight: using Insights Discovery to go deeper

At Perpetual, we leverage Insights Discovery not just to build team cohesion, but to challenge how natural working styles impact business execution.

Across our transatlantic client work, this tool becomes a launchpad for deeper conversations, led by facilitators who bring both psychological insight and commercial acumen. The result: teams that understand each other better and perform better.

learn more about the tool


Perpetual’s impact on talent growth

We are pleased to highlight some of our key placements this quarter, showcasing our continued expertise in identifying top leadership talent across diverse industries.

Guerbet - General Manager NA

Medical practice

We’re proud to announce the placement of Jim Patterson as General Manager, US and Canada at Guerbet. With 20+ years of healthcare experience, including leadership roles at Abbott and Siemens Healthineers, Jim is known for building high-performing teams and driving commercial growth through clear strategy and strong execution.

see the placement
Les Vergers Boiron - Head of Marketing

Food & Beverage practice

We’re proud to announce the placement of Samantha Tepper as Head of Marketing, Americas at Les Vergers Boiron. With a strong track record in premium consumer brands, Samantha brings deep expertise in brand strategy, communications and market activation, positioning her to lead growth and elevate brand presence across the region.

see the placement

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Partnering with B Corp Companies

What I Learned at Expo West 2026:  Trends, Talent, and Connections

Founder-Led & Family-Owned Businesses

Peter McGuinness | Chief Executive Officer @ Bel North America