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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

driving business performance through our remote leadership development academy  

BY LAURA MCKENNA

Leadership development is a critical aspect of organizational success. Developing leaders and high-potential team members can yield significant returns on business performance, often tripling the impact compared to organizations that neglect this vital area.  

In many ways, leading people and organizations is harder and more complex than it has ever been.  A constantly changing “VUCA” market environment requires agility, resilience, and sound decision-making.  The nature of today’s workforce, with four very different generations working side by side, plus the impact of hybrid and remote work, requires high levels of emotional intelligence and exceptional communication skills.  The global nature of today’s business environment adds complexity, with leaders needing to navigate diverse cultural and economic landscapes. 

With leadership more challenging than it has ever been, leadership development is more necessary than it has ever been.   

The Role of Leadership in Business Success 

Leadership plays a pivotal role in shaping the vision, culture, and performance of an organization. Effective leaders inspire and motivate employees, drive strategic initiatives, and navigate challenges with resilience. They are crucial in maintaining competitive advantage and fostering innovation. 

Benefits of Leadership Development 

Enhanced Organizational Performance 

Investing in leadership development equips leaders with the skills and knowledge to make informed decisions, manage teams efficiently, and drive performance. Organizations with strong leadership development programs often see a marked improvement in financial performance, productivity, and employee engagement. 

Increased Employee Engagement and Retention 

Leaders who have benefited from a developmental journey are better at creating a positive work environment. They communicate effectively, provide clear direction, and recognize employee contributions, which enhances job satisfaction and reduces turnover rates. 

Cultivation of a Strong Leadership Pipeline 

Developing potential future leaders ensures a steady pipeline of capable leaders ready to step into key roles as the organization grows. This succession planning is critical for long-term stability and sustained success. 

Adaptability and Innovation 

Leadership development programs that emphasize agility and innovation prepare leaders to respond to market changes and emerging trends. These leaders foster a culture of continuous improvement and adaptability, essential for staying ahead in a competitive landscape. 

Why participate in the remote academy

The Perpetual Remote Leadership Development Academy offers participants a transformative virtual experience that goes far beyond traditional online training. Designed for accessibility and depth, the remote academy equips aspiring leaders with the skills, knowledge, and confidence needed to thrive in today’s fast-moving, globally connected business environment. Participants engage in dynamic, facilitator-led sessions, peer collaboration, and real-world application—all delivered through an immersive digital platform. Here are several key benefits that participants gain from attending the academy.

Program flow & structure

LEARN MORE ABOUT THE REMOTE LEADERSHIP ACADEMY

Evidence of ROI from Leadership Development 

Research and case studies have consistently shown that organizations investing in leadership development see a significant return on investment (ROI). Here are key points illustrating the impact: 

  • Improved Financial Performance: Organizations that invest in strong leadership development programs are 2.5 times more likely to be in the top 25% of financial performance within their industry. 
  • Employee Productivity: Effective leadership can enhance employee productivity by up to 20%, directly impacting the bottom line. 
  • Customer Satisfaction: Leadership directly influences customer satisfaction by fostering a customer-centric culture and ensuring high-quality service delivery. 

Conclusion

Investing in leadership development is not just a strategic advantage; it is a necessity for long-term business success. Organizations that prioritize the growth and development of their leaders and high potentials can achieve up to three times the return on business performance compared to their peers. By fostering strong, capable leaders, businesses can navigate challenges, drive innovation, and achieve sustainable growth. 

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