How to Build High Performance Learning Teams

In today’s workplaces, a great deal of work is done in teams. Unfortunately, in many instances these teams do not accomplish their mission or achieve their goals. This is frequently because teams are established without proper start-up and proper development. The common practice is to establish a group, tell them what their task is, wish them luck—and then hope for the best. When you consider the time, effort, and money that is invested in the work of a team, you realize that your organization cannot afford to form teams that fail. 
Building a group of individuals into a well-functioning unit takes planning, structure, and follow-through. We will show you how to do this so that the combined wisdom and abilities of team members are focused on effectively accomplishing their tasks and on learning how to function better as a team.

This workshop is designed primarily for newly-formed teams. We suggest involving all members of your new team in this experience so that we can help them start strong, set the stage for achieving team goals, and contribute to the overall success of the organization.

This workshop can also be for intact teams. In that case, we will help those teams identify what’s currently working well and learn how to leverage those strengths, identify what isn’t working well, learn how to overcome those current challenges, and learn how best to achieve team goals.

The topics to be covered in this workshop include:

Team as a Unit of Performance: Team tasks and team work processes.
Strengths of Individual Members: Knowledge, skills, abilities, and interpersonal processes.
Team goal setting: Team learning processes and team metrics.
Personal Style of Members: The often forgotten element of thinking preferences and patterns, and emotional intelligence.
Putting it All Together: A coherent approach to building a high performing team. 

As a result of this workshop, participants will learn how to develop a well functioning group that has a high likelihood of success. They will leave the workshop with a concrete plan for how to sustain high performance over time. 

Our Unique Approach Ensures Learning and Application

Learning to be Great™ workshops are designed to address some of the most pressing needs of organizations today. The facilitators are senior consultants with experience in a wide range of organizations, from Fortune 500 companies to startups, from social service organizations to manufacturing firms. The goal of each workshop, regardless of specific topic, is singular in nature: to significantly improve the performance of each organization through a demonstrable application of learning by all workshop participants. 

U.S. companies spend in excess of 160 billion dollars annually on training and development programs, with less than 15% of participants applying that learning to their organizations (source: ATD). We want to help you ensure that your organization is not experiencing this kind of waste in your training and development budget. That is why we implement every one of our workshops using the 5As Framework (click here to find a description of that Framework). We not only offer the 5As approach as a workshop to help you improve your training results, we believe in it so strongly that we apply it to every workshop we conduct. So, when you contract with us for a half-day or full-day workshop, you can expect results that will have a positive and lasting impact on your business.

Each workshop is delivered on-site, in either a four-hour block or eight-hour block, designed specifically to meet the needs of your participants.  Because your satisfaction is very important, if the experience does not meet your expectations, we will work closely with you until your expectations are met. To help ensure we deliver exactly what you need, every one of our workshops includes the following steps:

  1. Conduct a pre-meeting (online, telephone or in-person) to identify your needs and expectations for the workshop and to ensure the workshop content is relevant to real-life challenges you are currently facing.
  2. Assist you in preparing workshop participants for the learning experience.
  3. Deliver a workshop designed to meet your needs, including methods for aligning participants’ learning with organizational priorities and strategies.
  4. Provide guidance to support immediate application of learning.
  5. Recommend a plan for follow-up that will reinforce learning and help managers and learners be accountable for results.
  6. Conduct a follow-up session to help increase the probability that the learning is being implemented.
  7. Follow up with a small sample of workshop participants to measure impact.

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