enfr

talk
to us

New York
250 Park Avenue,
14th Floor New York City, NY 10177

Connecticut
22 Thorndal Circle,
3rd Floor Darien, CT 06820

Paris
23 rue du Mail
75002 Paris – France

info@beperpetual.com
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".

culture & organizational health

Perpetual: Reads | The 4 Stages of Psychological Safety

back to all insights culture & organizational health

Our series of book recommendations to empower talent and fuel brands.

The 4 Stages of Psychological Safety

Why Perpetual recommends it

Timothy Clark’s The 4 Stages of Psychological Safety builds a practical maturity model on top of Amy Edmondson’s foundational research, arguing that psychological safety isn’t one thing you either have or don’t, it develops in a specific sequence. Clark’s four stages are inclusion safety, learner safety, contributor safety and challenger safety, each one a precondition for the next.

The most useful insight is that a team can feel safe at one stage and still be unsafe at another. People might feel welcomed and included, but not safe enough to ask a genuinely naive question, or safe enough to contribute their own ideas, but not safe enough to challenge the leader’s plan directly. Clark’s model gives leaders a diagnostic for exactly where trust is breaking down.

Challenger safety, the final and hardest stage, gets the most care in the book, because it’s the stage most leaders unconsciously suppress even while claiming to want open dissent, often through subtle cues like a raised eyebrow or a quick dismissal that quietly teaches people not to try again.

We find this model genuinely useful in our own diagnostic work, because it gives leadership teams language for a problem they can usually sense but rarely name precisely.

  • Psychological safety develops in stages: inclusion, learner, contributor, challenger
  • A team can be safe at one stage and unsafe at the next
  • Challenger safety, the hardest stage, is where most leaders unconsciously shut people down
  • Leaders’ small reactions to dissent teach the whole team whether disagreement is welcome

A useful exercise is asking your team privately which of the four stages feels least safe right now. The answers are usually more specific and more useful than a general safety survey score.

We give this book four out of five stars.

See more insights
culture & organizational health

Perpetual: Reads | Remote Not Distant

Our series of book recommendations to empower talent and fuel brands. Why Perpetual recommends it Gustavo Razzetti’s Remote Not Distant makes the case that hybrid and remote work don’t automatically erode culture, poor intentional design does, and that leaders who...

culture & organizational health

Perpetual: Reads | The Culture Code

Our series of book recommendations to empower talent and fuel brands. Why Perpetual recommends it Daniel Coyle’s The Culture Code sits among the small handful of culture books that manage to be both rigorously researched and genuinely fun to read....

culture & organizational health

Perpetual: Reads | The Culture Playbook

Our series of book recommendations to empower talent and fuel brands. Why Perpetual recommends it The Culture Playbook is Daniel Coyle’s practical follow-up to The Culture Code, distilling the same research into sixty specific, highly actionable exercises leaders can run...

culture & organizational health

Perpetual: Reads | Leaders Eat Last

Our series of book recommendations to empower talent and fuel brands. Why Perpetual recommends it Simon Sinek’s Leaders Eat Last takes its title from a real observation about the US Marine Corps, where officers eat only after their people have,...