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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

Understanding Your Team Dynamics – Does Your Team Have the ‘Right Stuff’ with Attitude

Building a high-performing team is a complex task that requires talented individuals who not only have the necessary skills but also the right attitude – at Perpetual we call that the ‘Right Stuff” with attitude. Without a capable and motivated team, the potential for overall team performance is seriously hindered. In this article, we will explore the importance of talent and attitude in team dynamics and discuss strategies to build positive team dynamics in the workplace.

First and foremost, a high-performing team requires talented individuals who can fulfill their expected roles. It is essential to have team members who possess the knowledge, experience, and inherent ability to deliver results in their respective areas. While talent development is an ongoing process, it is crucial to have a baseline level of competence before embarking on the journey towards team-to-togetherness (t3). Competence alone is not sufficient; the attitude of each team member is equally important. Hiring for attitude and training for talent is a mantra that emphasizes the significance of positive attitudes within a team. A self-absorbed or negative attitude can quickly drain collective energy and hinder team performance. Therefore, it is vital to select team members with a “can do” attitude who are willing to contribute to the collective goals.

Understanding your team dynamics is another crucial aspect of working effectively in a team. Team dynamics refer to how individuals within a team interact and relate to each other. By observing the behavior of team members and the overall atmosphere within the group, it is possible to gain insights into team dynamics. Communication styles, decision-making processes, and conflict resolution methods are important factors to consider. Positive team dynamics involve trust, respect, clarity, open communication, and optimistic thinking. When team dynamics are favorable, productivity increases, and goals are achieved more efficiently. On the other hand, poor team dynamics can lead to negative consequences, even if individual team members are talented. Lack of engagement, ineffective communication, and unresolved conflicts can hinder progress and hinder the team’s success.

To improve team dynamics, it is crucial to take proactive steps. The first step is to understand the specific issues the team is facing. This can be achieved by speaking with the team leader or conducting a ‘Perpetual new team leader assimilation program’, observing team interactions, and conducting individual interviews. Once the issues are identified, tailored strategies can be implemented to address them. These strategies may include promoting open communication, developing leadership skills, facilitating collaboration, and resolving conflicts. It is also important to refer to the stages of group formation, such as forming, storming, norming, performing high-performing and legacy, to assess the team’s progress and identify potential issues. By addressing team dynamics promptly and creating a positive experience for team members, leaders can improve productivity and create a positive working environment.

Furthermore, talent assessments can provide valuable insights into individual team members’ motivations and behaviors. Understanding what drives employees and their unique needs can help managers effectively manage teams and navigate team dynamics. Talent assessments can help identify strengths, weaknesses, and behavioral traits of team members, enabling better collaboration and communication. For example, an employee resistant to change may have a higher need for stability and consistency. By providing a clear rationale for change, this employee can become more receptive and engaged.

Building a high-performing team requires talented individuals with the right attitude. Understanding team dynamics and addressing issues promptly is crucial for creating a positive working environment and achieving goals. By integrating talent assessments and implementing strategies tailored to the team’s needs, leaders can enhance team dynamics, improve productivity, and foster a positive and collaborative work culture.

Do you want to know if your team or organization has the ‘Right stuff” with attitude? Read more about our approach below and contact us to find out more.

Take our t3® diagnostic which measures team or organizational health and measures the six attributes of high-performing team journey. Attribute 1 is The Right Stuff with attitude.

Our research-backed diagnostic provides a pulse-check of where your team stands against these six attributes. This, in turn, provides a clear picture as to opportunities to improve team engagement to meet target business outcomes.

The t3® diagnostic allows team leaders to quickly create a reference baseline upon which a catalyzing improvement and growth journey can be founded.

Reminder – The ‘right stuff’ is about ensuring the right people are in place and ready to deliver.

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, ensuring the right level of diversity, possessing a growth mindset, openness to other’s ideas (a true team player), grit, and positivity.

We breakdown this attribute into the following subscales, along with your scores for each:

Can do/can do = XX        Adversity Quotient = XX

Readiness Factor = XX    Diversity & Inclusion = XX

Perpetual offers a range of services to ensure any team can get to the next level of performance, including finding the right people for mission-critical roles.  We use an insight-based process to find these candidates ensuring the right skills and attitude coupled with the right fit for the team and organization. Performance is contextual and requires a more strategic approach than search. Perpetual can help improve organizational readiness through targeted on-boarding programs, new leader assimilation programs, facilitating team dynamic workshops and team coaching.

Want to deliver sustainable growth by solving your biggest people challenges…how?

1 – creating a baseline

Performance is contextual, and therefore finding the right fit and ensuring team and organizational health is vital. Our intake process, inclusive of our t3® diagnostic ensures we understand that context.

2 – design/apply the right solution

Whether it’s finding the right talent and ensuring they land appropriately to delivering provocative workshop interventions, our solutions are designed to ensure sustainable change.

3 – embed for sustainability

For individuals and teams with whom we work, we focus on a handful of game changing rituals that lead to legacy levels of performance.

Take the t3 diagnostic here to see your scores and results today – https://beperpetual.com/services/t3-diagnostic/

See more insights

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Perpetual: is excited to welcome back Libby Feingold to the team!