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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".
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 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 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 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".
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".
our services serve as a catalyst for improved organizational health and performance
The Perpetual t3® framework details six attributes of high-performing teams and organizational health.
t3® teams operate at the apex of both maximum levels of engagement AND sustained high performance. These teams and organizations are rare in their ability to weave these together for the greater good of all stakeholders.
The t3® journey enables you to rapidly establish a baseline to determine where your team now stands and build and implement the appropriate set of solutions to support sustainable change and spur growth for your company. Our t3® interventions help businesses achieve their objectives and leave a lasting impression, whether it’s by identifying the best personnel and ensuring that they are placed properly or by providing provocative workshop interventions.
Designing and delivering your leadership strategy – we live and breathe brands and are passionate about their journey. We participate in their success and build their story by identifying and securing the game changing talent for their specific needs, unique culture and growth path, from director to c-suite.
We specialize in placing candidates with backgrounds in Sales, Marketing, Operations, Finance & Accounting, Human Resources, and Legal. Central to our approach is a trusting and open partnership with our clients and candidates
Your people are your most important asset. We at Perpetual believe that any successful business focuses on how to develop this asset and give their employees the skills and competencies needed to thrive. We help organizations align strategy, structure and talent, knowing that in a fast-paced environment, the alignment and synergy between team members is key. Our proprietary methodologies allow your team to reach their full potential through various lab interventions:
Perpetual supports clients by advising or co-designing programs to implement and develop various leadership & HR focused initiatives. In addition, Perpetual has associates and bench advisors bringing years of specific leadership or HR advisory support to our clients. Example projects are below:
Executive Coaching supports leaders in achieving the results that are important to their personal success and the long-term success of their organization.
Our coaching engagements aim to quickly elevate leadership capacity to make a meaningful shift, impacting both their business and their people in profound ways. Traditional coaching doesn’t always have a lasting impact as it focuses on broad general strengths and opportunity areas for leaders. This is useful in the early stages of one’s career but less so as talent rises to Director level and above. By then, there are typically one or two habits-–perhaps even unconscious competing commitments—that get in the way of making substantive changes in behavior. Hence, the need to break the cycle; this can only be done through a targeted coaching intervention aimed at recognizing triggers, identifying the new ”routine,” and linking it to a real situation where the outcome is meaningful for all stakeholders impacted by the shift.
The core strength of your organization lies in your people: the ability to strategically assess the talent you have on your team today, and the talent you need tomorrow is critical to meeting and exceeding the goals of your organization.
Our solutions allow you to understand your team’s individual thinking profiles: we develop and apply competency models, success profiles and value maps to align and integrate the appropriate talent with your specific business need.
The intelligent packaging of strategic talent development services, delivered in a retained, annual term
With the privilege of long-term, trusted client relationships, we are constantly (per our “Never Settle” value) in close dialogue with such clients – seeking to enhance the value we provide. The retained service proposition has been borne out of these conversations and the co-creation of a win:win proposition.
It offers a strategic partnership and access to a carefully-tailored, holistic bundling of services, focused on team development and goal achievement.
Perpetual does a great job in understanding not just the job description but the culture you are trying to create. They work in partnership with you to evaluate and cull the contenders to deliver a short list of qualified candidates. The net effect is a more efficient and effective recruiting process. SVP Marketing Edrington Americas
Perpetual’s Predictive People Analytics platform allowed us to get under the hood of our organization and assess all of our employees across over 100 specific human attributes. This helped us create a benchmark for our team, gain deep insight into individual performance and engagement, and evaluate team fit. This data has been invaluable in our ability to chart our progress and plan our next steps we want to take with our talent. CEO Fever Tree
I really would like to thank Perpetual for its continued collaboration and partnership with Moet Hennessy USA which has proved to be extremely fruitful and has added great value to our Business, helping us recruit top talents. There are a lot of players on the recruitment/search market, and they are among the very best. SVP of HR