Brochure
High Performance Team Program
The Leadership Sphere Pty Ltd
Insight | Influence | Impact
support@theleadershipsphere.com.au| www.theleadershipsphere.com
Welcome
Dear colleague,
We are thrilled that you are interested in our world-class High-Performance Team (HPT) Program.
The HPT Program comprises a robust methodology to fast-track team development. We have worked with literally thousands of teams around the world, so we know what works and what will provide you with the best return on your investment.
Our tried and tested methodology and program also enables the introduction of specialised modules to fit team needs. We utilise a number of data points to create a program that will work, including briefings and our Team Discovery Methodology. You may also want to take a (free) shortened version with immediate results and actionable strategies with our HPT Scorecard.
We look forward to meeting with you to discuss the next steps.
Kind regards,
Phillip Ralph, CEO & Founder
The Leadership Sphere
Our Approach
Approach Overview
Our Four-Step tried and tested methodology.
An essential part of bringing a project to fruition is having a solid working process. We love to collaborate closely with our clients, to precisely understand their business needs and allow them to be in control of shaping their outcomes.
We use a variety of processes and techniques to ensure we understand the current situation - both what is working and what isn't working. After taking a comprehensive briefing from you, we may recommend other discovery processes such as surveys or interviews.
The design process is about ensuring a solution that is robust, effective and sustainable. Where our world-class models, frameworks, tools and resources are not a perfect fit, we have access to resources from around the world. While we will take the lead on design, we also believe in working closely with you (and potentially a small design team) to provide the best possible solution. Our process from start to finish is about strengthening your team and/ or department's capability.
In a general sense, the optimal mix of delivery may include pre-work and reflection; in-person workshops, undertaking 'quests' online (our name for discreet, engaging learning units!); leader-led learning; coaching; and habit formation. We are also highly responsive to feedback and will continue to modify and adapt the program as appropriate.
The purpose of this phase is to 'build and broaden' capability and capacity in the targeted areas. we will first conduct an evaluation of the program to help give you peace of mind that the objectives were achieved. We will evaluate, review and modify on an ongoing basis. To demonstrate a return on investment, we have used a number of methodologies at the following levels (as per Kirkpatrick’s 4 levels):
- 1.Reaction: what did participants think and feel about the learning experience
- 2.Learning: how much has knowledge increased
- 3.Behaviour: what has been the change in behaviour and capability and to what extent has this been implemented and applied in the workplace
- 4.Outcome: what are the business outcomes resulting from the participant’s involvement in the learning experience and the resulting change in performance.
Our help and assistance will not stop there! Our team will be on hand every step of the way, with regular check-ins to make sure that our programs are working as expected and to make any necessary adjustments to build on the current success.
High-Performing Teams
Development Pathways: High-Performance Team Program
The High-Performance Team Program is part of our Team Excellence development stream (see figure below). Development streams are usually not deployed in isolation from other streams, with essential elements taken from different streams to support and enhance each stream (e.g., a 360-degree survey may form part of the Team Excellence stream).
The High-Performance Team (HPT) Program focuses on building effective teams along with real leadership as the most important drivers of organisational performance. We believe that the performance of a team and its 'health' go hand-in-hand.
Healthy teams are teams that:
- 1.Know where they're heading and how to get there
- 2.Lives the values (behaviours are aligned)
- 3.Have high levels of trust and can engage in real dialogue
- 4.Coach and develop each other (and others around them)
- 5.Engage in constructive collaboration
- 6.Have strong capability to innovate in service of their goals
- 7.Outperform expectations by delivering critical business imperatives
Our HPT Model (below) is the cornerstone of the HPT Program.
High Performance Team Model
The HPT model forms the foundation of our robust team discovery methodology, which usually takes one of two forms:
- 1.Deep structured one-to-one interviews; or
- 2.Online survey
In addition to quantitative and qualitative data pertaining to the HPT Model, other questions address the following areas:
- Team purpose
- Strengths and weaknesses
- Undiscussable issues (seen as too risky to discuss openly)
- Future view (team success in 12 months)
- A small and bold step that each person is asked to nominate that will help the team be more successful
DiagnosticConnect has been designed to allow people to voice their opinions, thoughts and (any) frustrations, then move them to a future-orientated, positive state, finishing with an invitation for them to take increased accountability for the team's success. This formula has proven to be extremely effective.
Discovery Objectives
The purpose of DiagnosticConnect (team discovery) is to:
1. Gain a better understanding of the team and the organisational context.
2. Gain a deeper understanding of both the individuals that make up the team and a preliminary view of the team dynamics that impact the overall effectiveness of the team.
3. More fully understand some of the key dilemmas and challenges that exist within the team and identify opportunities for increased effectiveness in a number of broad categories: people skills and relationships; systems and processes and leadership.
In addition, the team discovery methodology will help to identify:
- Strengths and capabilities that can be harnessed more fully by the team.
- Underlying issues and blockers, both personal and systemic.
- 'Undiscussable' issues that negatively impact the team.
- Patterns and systems issues that are difficult to identify under normal circumstances.
- Individual and/ or leadership behaviours that enable and block team success.
- Opportunities for individuals and the team(s) to improve performance.
- The desired future and the role you choose to play.
Interviews
Interviews provide the opportunity to go deeper on particular topics while building trust and rapport between the consultant and team member. Surveys can be very useful when the team has at least had an opportunity to meet with TLS to establish credibility and trust. We have found this enables team members to be more open and honest when completing the survey. The outcomes - whether the approach is interview or survey - are compiled into the same report format with the same information.
Outcomes
- 1.Gain a deep understanding of the strengths and development areas of the team.
- 2.Learn how to leverage the strengths more effectively and manage or mitigate weaknesses.
- 3.Create a healthy team with stronger levels of trust and relationships.
- 4.Gain competence and confidence to deliver tangible business results.
Key components of the team program:
While we generally follow up with detailed program design once we have commenced the process, the program phase usually encompasses the following:
- 360-Degree Survey or individual/team profiling tool (done prior to the workshop)
- Discussion of the Discovery Report and the identification of quick wins
- Building trust and stronger relationships - through a discussion on purpose, vision and role clarity
- Giving and receiving feedback (live group session)
- Building group/team process skills (e.g. being able to manage group conversations more effectively)
- Exploration of personal values and team norms of behaviour - connecting personal motivations with the collective goals and objectives.
- Clarification on team purpose, vision and a clear strategy of implementing an action.
Sample Roadmap
Typical Foundation Structure
While all program elements are customised, the Foundation 2-day workshop is typically structure along the lines of the figure below, with an equal focus on team health and performance, depending on the results of the Discovery Survey and client briefing and needs.
Impact Mapping
Impact Mapping
We are strong advocates for leadership development, actually making a difference. The difference we seek is at many levels, including developing the human (be a better person and realise their potential and aspirations), the leader, the team, and the business. While it is complex to be able to claim an ROI in the learning context, we believe the methodology below allows sponsors and leaders to be able to demonstrate linkages between L&D, KSAs (Knowledge, Skills and Abilities), short-term outcomes and long-term change.
The following Impact Hypotheses table links the High-Performance Team program’s core outcomes and key components to existing research, business impact, and ROI. We are happy to work with you further to develop and measure the impact of your program.
Impact Hypotheses – High-Performance Team Program
Key Capabilities | Focus & Skills Developed | Business Impact & ROI (Evidence-Based) |
Team Self-Awareness | Using 360° surveys/profiling tools to understand collective strengths and development areas | Teams that know their strengths and gaps are 12% more productive and 30% more likely to achieve stretch goals (Gallup). |
Building Trust & Relationships | Establishing psychological safety, deepening interpersonal trust, clarifying roles and purpose | Teams with high trust deliver 50% higher productivity and are 76% more engaged (Google Aristotle Project, Deloitte). |
Constructive Feedback & Accountability | Giving and receiving feedback in real time; setting clear expectations and ownership | High-feedback cultures achieve 14.9% lower turnover and 21% higher profitability (Gallup, Zenger Folkman). |
Effective Team Processes | Developing group process skills, managing conversations, aligning on norms of behaviour | Strong team processes increase decision efficiency by 25% and improve cross-functional collaboration by 30% (McKinsey, PwC). |
Shared Purpose & Vision | Connecting personal values to team goals; clarifying strategy and action plans | Teams with a clear, shared purpose are 2.3x more likely to be high-performing and deliver 41% higher customer satisfaction (Gartner, Bain). |
Collaboration & Collective Problem-Solving | Leveraging diversity of thought to solve challenges and identify quick wins | Collaborative teams innovate 30% faster and cut project cycle times by up to 50% (HBR, PwC). |
Confidence to Deliver Results | Building competence and cohesion to execute tangible outcomes | High-performing teams are 5x more likely to meet project deadlines and achieve 48% better financial performance (Deloitte, Katzenbach & Smith). |
Why TLS?
We strongly believe that appropriate support mechanisms are at the heart of effective programs. The biggest challenge for any development program is creating behaviour change, not just for the sake of behaviour change, but behaviour that makes a difference to the organisation and its stakeholders.
TLS Community Hub: Blended Learning at Its Best
We have created an online space called the TLS Community Hub which now serves as a 'container' for all of our courses, including coaching. The Hub is a place where people can access relevant materials, communication, messages, videos and logistics.
The purpose of the Hub is to bring together a community of growth-minded leaders who inspire each other to embrace positive and effective leadership habits and practices so that we can be more purpose-driven, can navigate and create meaningful change, and support the development of today's leaders and the next generation of leaders.
You will have access to TLS facilitators and coaches in the Hub - and more importantly, continue to connect and learn from each other and colleagues from other industries and sectors. You will have access to the main community space where past participants of other courses, coaching or people who want to continue to learn about leadership can be found. With future courses that we conduct, there will be a specific private space for you.
Figure: The TLS Community Hub Application
In Summary:
- Our signature LMS and community hub
- Private spaces for client organisations, teams and coaching clients
- Broader rich community space of other TLS clients and people wanting to improve their leadership
- Mobile-friendly (as well as desktop)
- Online resources (e.g. workbooks, agendas, articles, etc.)
- Goal setting and online feedback from stakeholders
- A rich community of like-minded leaders
We invite you to join the Hub and have a look around (if you're not already a member) by clicking here.
Live Event Habit Builder
Description
Following a live session (whether a workshop, webinar or keynote), participants are invited to commit to one small habit over the next 30 days. Participants are prompted to check-in regularly (self-rating on a scale of 1 – 10), reflect on their progress through optional use of journal entries and selecting an accountability buddy to stay engaged along the way.
Benefit
The 30-day Habit Builder bridges the gap between learning new skills and establishing lasting habits, and provides visibility into how new behaviours are becoming embedded in your organisation. When individuals embrace new behaviours, you can start to see the real return on your investment in their development, collectively achieving better results in the process.
Process
Real-time Data is Available to measure behaviour change and inform program design
Want to Experience a live demo of the app? Scan the code below on your phone to try it out!
Read our whitepaper by our partner Ensuring Learning Transfer and Impact
What TLS Brings to Clients that is Unique
The Leadership Sphere is a solution-focused firm that has been helping organisations since 2007. We identify challenges quickly and design strategies to address them. Leadership is a key driver of sustainable organisational performance and health. Our purpose is to support and develop leaders who support and develop others.
Our ‘How’: We help leaders gain clarity, build capability and contribute in a meaningful way.
Our ‘What’: We deliver impactful evidence-based solutions through workshop facilitation, coaching and our digital courses which are delivered through a network of highly engaged and results-orientated consultants.
Consultant Experience and Capability
- Proven experience designing, developing and delivering leadership programs within the broader context of organisational strategy and change.
- Qualifications and experience in adult education, instructional design or relevant field. Please see bios for our extensive qualifications and certifications in relevant areas.
- Successful implementation of program measurement and evaluation methods.
- Sound knowledge and experience in the application of adult learning theories and digital learning principles. We have deep expertise in adult learning theories and also make extensive use of digital learning principles and platforms, including Actionable Habit Builder our online learning community (private spaces and general community space).
- Experience in both face-to-face and virtual delivery is an advantage. We utilise many face-to-face and virtual delivery methods, including Zoom, our TLS Community Hub, Actionable, Google Docs and Miro.
- Broad industry experience. TLS has worked with a broad cross-section of Australian organisations, Boards, and industries.
Our Competitive Advantage
In response to the questions ‘Why should we partner with you?’ and ‘How are you different to all the other leadership firms out there?’ we offer the following:
- 1.Systemic Thinking
- 2.We understand how systems and people are inherently part of each other. We understand role theory, systems thinking as well as deep expertise in being able to work with mindsets and behaviours. A focus on one without the other is akin to ‘blaming the victim’.
- 3.Best People – our consultants have a rich history of developing leaders in government and across most sectors, so we are able to bring rich learnings to the program.
- 4.Longevity – we have been developing leaders in Australia and internationally for three decades. We have an excellent track record, bringing a transformational yet low-risk approach.
- 5.Easy to Do Business With – this is an important part of how we operate. We are proactive, timely, respectful and diligent. We form strong relationships with our clients.
- 6.Partnering - We love partnering with organisations because we want to strengthen the leadership capability and the organisation’s core purpose. We actively move away from a co-dependent relationship, instead of working hard to ‘leave’ organisations in a stronger position than when we started.
- 7.Results - We are invested in achieving leadership, team and business outcomes – and we’re good at it.
- 8.Leadership Toolkit – we have a wide range of tools, frameworks, accreditations, certifications and approaches at our disposal. We know when to use them and when not to use them.
- 9.Blended Learning – we use technology and complementary learning modalities to support learning but it never becomes the main driver. We know how to use blended learning to optimise learning and embed true behaviour change which leads to better business outcomes.
The Leadership Sphere has a long and successful history of working with client organisations across most sectors and industries.
We measure our success on your success.
Manufacturing / FMCG
Case Study #1
Situation
A long-standing FMCG manufacturing business needed to improve manufacturing efficiency and outputs which it had struggled to achieve over many years. Highly unionised environment and being a dominant duopoly, it was very hard to achieve buy-in and change to date. We needed the leadership team to be the drivers of change and the ones to work with their manufacturing teams to come up with the solutions and not from a top-down approach which hadn’t worked previously.
Approach
Firstly we set up a clear plan of what was needed to meet future business success (setting clear KPI’s) and conducted a number of leadership workshops to obtain detailed buy-in from the leadership team. Then conducted a series of leadership assessments to help each leader identify where they were strong and where maybe they needed help and development to achieve their goals. Once we had a leadership team measure against the business KPI’s we developed a set of Capabilities needed to drive the business performance forward and developed a set of targeted development programs to support the leaders.
Outcomes
- 1.Achieved both union and staff buy-in to the change program;
- 2.Within 14 months achieved an increase of 40% production increase;
- 3.As a new entrant came into the market, the business was able to maintain its market position; and
- 4.The Executive Team went onto other more senior positions in the larger business.
Case Study #2
Situation
Heavy machinery manufacturing business needed to improve manufacturing efficiency and the performance and teamwork of its leadership team. The business had developed a significant strategy plan already and needed to have a simple and effective capability and development framework to meet that strategy.
Approach
We developed 3 different approaches based on the business strategy based on 3 different rates of change and development for their leaders. The business decided to go with the mid-level change and development approach which we then used to drive the program outcomes. The initial step was to put the leaders through leadership assessment framework to provide a starting baseline of capability. Once we had a leadership team measure against the business strategy, we developed a set of Capabilities needed and developed a set of targeted development programs to support the leaders. Leaders knew that this was not going to be used as a management of their performance in the initial stages until they had time with support to develop their capabilities.
Outcomes
- 1.Became a highly dynamic team;
- 2.Produced the highest profit performance in the companies history; and
- 3.Several leaders of the team have moved onto CEO and other senior roles within the industry or larger global business.
Mining / Resources
Situation
TLS was asked to partner with the Chief Operating Officer and his team of General Managers and functional specialists. While some had been in the team for an extended period, there were also several new members. The Leadership Team did not see itself as a team and each member largely worked independently. When they came together, meetings were mostly about operational updates that looked backwards.
Approach
A team discovery process was undertaken and 360-Degree Surveys were conducted for each team member. The team showed low levels of trust, a lack of clarity regarding team purpose and the vision, collaboration was low, and trust and real dialogue were poor. Members of the team did not demonstrate an open and transparent leadership style with their own Site Leadership Teams. Working with the COO and the HR Director, a five-year roadmap was drawn up by TLS to step the team through a planned and structured (yet flexible) development program, including annual 360-Degree feedback surveys, workshops, and coaching.
Outcomes
- 1.There was an immediate and rapid improvement in team functioning;
- 2.After one year, a team discovery retest showed changes in the following: Values: + 23%; Trust and Real Dialogue: + 29%; Coaching and People Development: + 35%; Collaboration: + 9% and Innovation: + 5%;
- 3.The 360-Degree Feedback Survey results demonstrated a significant increase in constructive thinking styles (Humanistic-Encouraging +11%; Affiliative +11% and Self-Actualising +5%) and a decrease in defensive styles (Oppositional -17% and Power -25%);
- 4.In terms of behaviours as rated by others, there were significant increases in two constructive styles (Humanistic-Encouraging +5% and Affiliative +15%) and decreases in defensive styles (Oppositional -18%; Power -15%; Competitive -8% and Perfectionistic -20%);
- 5.In a challenging context and market, overall team and organisation performance improved significantly; and
- 6.Each GM was sufficiently impressed with the results achieved that TLS then worked with each Site Leadership Team around Australia.
Want to Read More?
Read more case studies online or ask us for some references.
Our values are important to us. These are the non-negotiable minimum standards to which all our work and dealings apply. These values are not a high aspiration we strive for, but rather the way we do business. When we are true to our values, our clients know it.
The Leadership Sphere is a solution-focused firm that has been helping organisations since 2007.
We pride ourselves on identifying your challenges quickly and designing strategies to address them, always keeping top of mind your business's need for minimal disruption.
We see leadership as a key driver of sustainable organisational performance and health. We have extensive experience working at the Board, CEO, Executive and middle manager levels in some of the world's largest companies. We have several case studies and testimonials available as an attachment.
Some of the companies that we've completed major projects for:
About The Leadership Sphere - Who We Are!
Contact
The Leadership Sphere
Level 2, 350 Bourke Street
Melbourne Vic 3000
1300 100 857 | support@theleadershipsphere.com.au