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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".
strategy & culture labs delivered by expert facilitators
Understanding team dynamics is an important part of working effectively in a team. It involves being aware of the ways that individuals within the team interact and relate to each other, and using this knowledge to improve communication, increase productivity, and create a positive working environment. To understand team dynamics, it is helpful to pay attention to the behavior of team members and the overall atmosphere within the group. This can involve observing how people communicate with each other, how they make decisions, and how they handle conflicts. By gaining a deep understanding of team dynamics, team members can work together more effectively and achieve their goals.
Strategic Planning sets the strategic direction for the organization by creating an inspirational and aspirational vision and a strategic roadmap that includes prioritized actions to achieve this objective.
Our Strategic Planning program uses a proven methodology to rapidly produce an aligned and inspirational strategy, in a format that can be cascaded beyond the executive team considering competitors and the dynamic market environment.
Building on the Strategic Planning process, Mission Alignment aligns an entire organization toward the achievement of its Vision with a particular focus of what needs to be done this FY in order to ensure success. These cascading sessions help drive clarity and accountability throughout the company so that every individual fully understands their part in the plan, their operating boundaries, and what their priorities are to achieve their Mission.
During the Mission Alignment process, executives create their own Mission Plans and that is shared with their leader and peers for feedback and to drive engagement. The process breaks down organizational silos and creates causality between mission critical initiatives and the overarching objectives of the company.
By prioritizing and articulating the Must Win Battles, business leaders can use the outputs from this workshop to ‘check in’ throughout the year to ensure that progress is being made against longer term strategic initiatives in addition to achieving ‘plan’.
We help you create a positive and supportive work environment that encourages employees to be engaged, motivated, and productive. This can include things like providing employees with opportunities for professional development, recognizing their achievements, and promoting a positive work-life balance. The right cultural design creates an environment where employees are committed to their work and motivated to contribute to the success of the organization. A workplace with a strong culture and employee engagement is a more positive work environment overall.
People gravitate to organizations they believe have strong visions and missions that guide their decision-making and actions. Why an organization exists and the impact that it seeks to have in the world are paramount to an engaged workforce. Setting goals that point to long-term North Star development and align to an organization’s values, purpose, and actions is the only way to inspire employees to work towards a shared goal.
As high-performing team experts, our primary role is to support the development of leaders in the development of their teams. Our proprietary approach is tailored to your team, taking into account your team size, dynamics, corporate culture and change imperatives to design a series of modular workshop sessions that can be configured to achieve the desired “shared understanding, collective will” outcome.
Perpetual’s Leadership Development Programs expedite the growth of your key leaders. Each program assists executives in clarifying priorities, motivating others, cultivating an innovative climate, driving strategic expansion, and fostering successful corporate cultures. We facilitate the development of leaders at all levels, ensuring that your organization experiences change throughout, now and in the future, transforming the entire company.
From highly tailored immersive experiences for CEOs to self-directed, scalable development for first-line managers, we design impactful learning journeys and personalized coaching solutions that instigate genuine behavioral changes. By nurturing leaders at every level, comprehensive transformation can be achieved. Our development journeys focus on the specific skills and tools required for emerging and mid-level leadership roles. We integrate assessments, development initiatives, and coaching to deliver personalized journeys at scale, offering a seamless learning experience for both employees and their managers.
The five components of the Perpetual leadership development program encompass communication, coaching, accountability, influence and negotiation, and change management. These skills equip leaders with the essential abilities to foster meaningful relationships, strategize effectively, and adapt to changing circumstances. Perpetual programs incorporate simulations, experiential activities, and case studies to help leaders unlock their full potential. Additionally, more targeted programs delve into leading innovation, talent development and empowerment, inspiring collaboration, and teamwork, mastering the art and science of negotiation, and leveraging data analytics for informed decision-making.
Perpetual takes pride in delivering innovative and engaging programs to help clients take performance to the next level. Whether that is bespoke offsite sessions with executive teams to create strategic plans or facilitating conferences for 200 people to cascade those plans, we have the programs and facilitation skills to ensure these high-profile events hit the mark. Over the past year, we have accelerated our digital learning capabilities and now have the capability to deliver all our programs remotely.
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
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
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