The 7 C's in High Performance Team

Team Performance

Our unique team-performance model "The 7 C’s of High-Performing Teams" provides a systematic way of identifying the team performance strengths and challenges. Our teambuilding process begins with a performance assessment across the competencies below. The feedback report outlines the team development agenda for the following year.
We custom-design and facilitate experiential team development sessions focused on creating high performing teams. This builds alignment, cohesion, and critical team skills. The elements of this model below become the subject of coaching conversations for the leader and the team. Usually at a 6 or 12 month interval, a follow-up assessment provides measurement and narrative feedback regarding the amount of improvement.

	The 7 C's of High-Performing Teams
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Process for Building “High-Performance” Teams

In our consulting approach, we utilize these steps in designing the development process:
Performance Assessment
• The 7 C’s of High-Performance Teams
• Confidential Interviews and Anonymous Feedback
• Identify Team’s Strengths and Challenges
• Use as Criteria for Customized Workshop Design/Delivery
• Creates a 12 month Leadership Agenda
Executive Report of Findings
• Results/implications of The 7 C’s Performance Assessment
• Observations/Perspective by Consultant(s)
• Alignment/Ownership by Leadership on Performance Issues
• Review Specific Steps to Create High-Performance Team
• Name the Internal Process
Offsite Workshops
• Custom-Designed / Action-Learning / Experiential
• Vision/Mission/Strategy Alignment and Team Cohesion
• Leaders Lead Dialogue Sessions and Action Planning
• Development of High-Performance (7 C’s) Skills
• Real Time Solutions to Business Challenges
• Alignment – Organizational Values and Behaviors
• Personal Coaches as Learning Partners
Ongoing Leadership Development
• Leaders Transform from “Boss” to “Coach”
• 360° Feedback Report on Transformational Coaching Competencies
• One-On-One Individual Coaching
• Mini Survey – Quantifies Perceived Behavioral Change
Organizational Implementation
• Design/Application of Actions for Back at Work
• Ongoing Relationship Development – Trust/Openness
• Action Teams – Cross-Departmental Issues
• Internal Facilitators Take the Process Forward
• Internal Change Process has Separate Identity/Name