Supporting teams for sustained peak performance.
Use of Self Managed Work Teams in Fortune 1000 companies increased from 28% in 1987 to 72% in 1999 (Self-Managing Work Teams: Enhancing Organizational Innovativeness (S.K. Muthusamy, J.V. Wheeler, B.L. Simmons; 2005) and the trend has increased since. There is no doubt today that high performing teams consistently achieve superior results that transcend the aggregate of individual’s performance, allow for full expression of each team members’ gifts and talents, create a space of belonging and meaningful contribution, love working and playing together and embody the best of the organizational culture. Teams are, therefore, the performance lever of an organization.
Axialent helps leadership and critical teams to drive business performance improvement, providing a sense of their purpose as a team and their contribution to the business. We uniquely combine work on structure and business acumen and behavior and culture in our work with teams.
However, aligning workforce attitudes and behaviors with business goals—especially in global companies—often requires a deeper shift. The most effective way to achieve this culture shift is by building conscious leaders.
Our key tenets for senior leadership teams:
- Business objectives drive the optimal structure (teams, sub-teams) and process (meetings, roles) of leadership teams. Leadership Teams don’t always need to be teaming more; sometimes they should be teaming less, and/or more effectively. The key is to make disciplined choices about when and how to work together.
- Efforts to improve team effectiveness should be anchored to an actual business performance challenge(s).
- Teaming improvements come from reviewing and adapting not just the team’s structure and process, but also its culture – as determined by the behaviors and the underlying mindsets of its members.