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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

Using Insights Discovery to unlock team performance

In our daily practice at Perpetual, we rely on a set of time-tested, science-based assessment tools to spark meaningful conversations about team performance and identify key areas for organisational development. These tools help leaders move beyond intuition and create a shared, objective understanding of how teams really function.

Among these is Insights Discovery, an actionable self-assessment tool with great applications in understanding team dynamics.

Insights Discovery


A practical gateway to team conversations

We use this tool as a stepping stone to broader, more strategic conversations, across a variety of contexts:

  • Within a well-established team, to help individuals better understand themselves and their relationships with others, fostering stronger alignment and cohesion.

  • When welcoming a new team member, to create a shared language, build trust early on, and lay the foundations for smooth, effective communication.

  • To take a critical look at team functioning, by mapping the whole team to set a clear picture of the team’s potential blind spots and spark a reflection on organisation, profiles missing in the team and decision processes.

  • To go deeper, by exploring how natural styles play out in the way the team operates and how this fosters positive contributions to the desired business outcomes, but also identify what can get in the way of accomplishing them.

Used this way, it proves to be an effective catalyst for open, constructive team dialogue.


Beyond the tool: the role of facilitation

What truly makes the difference is facilitation. For this type of approach to deliver real impact, it must be guided by facilitators who not only master the methodology, but also bring the business experience and credibility needed to challenge leaders when default behaviours become ineffective.

It is this combination of insight, context, and thoughtful challenge that allows teams to turn self-awareness into better execution and stronger performance.

team workshop


Curious to explore this further?

Whether you are looking to strengthen team alignment, support leaders through change, or gain a clearer picture of how your teams operate, this type of assessment can be a powerful starting point.

If you would like to learn more about how Perpetual works with teams or discuss your specific needs, we would be happy to explore this with you. Get in touch with our team to book a conversation and see how we can help turn insight into impact.


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-togetherness (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.

  • Commercial Excellence Transformation: Enabling sustainable growth by aligning strategy, people, and execution through a systemic approach to uplift commercial capabilities and break down functional silo

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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