High performing teams are defined by having a clear and aligned picture of what collective success is.  They have high trust and because of that high trust, they can have straight conversations with one another to make decisions as a line of one and hold each other to account for.

Dysfunctional teams have their own goals - either functional, status or ego.  They operate with low trust and have pseudo harmony, walking on eggshells or avoiding the elephant in the room. They take their conversations offline and fail to hold each other to account, leading to low standards and suboptimal performance.

We work with executive teams to embed the structures and behaviours of high performing teams.