We link the development of individual executives with building better team performance. In turn we focus team performance interventions on delivering organisational objectives.
Executive Team Development
Our approach to developing executive leadership teams is essentially co-designed, iterative and focused on the real challenges the team is leaning in to.
Team Development
Senior teams are more effective when they take time to reflect on and improve team process and dynamics. Real top team development does not occur in an artificial setting. While team “off-sites” or structured development interventions (e.g. psychometrics, team effectiveness workshops) can have a part to play, real team development must occur while the team conducts its real business of setting strategy and leading the business. We can assist with setting the team vision, purpose and ways of working.
Individual Executive Development Programme
We identify each individual’s unique leadership characteristics through a deep psychological profiling process. This is then corroborated with a stakeholder feedback review, development planning and a 3-way session with the Line Manager or Board.
Once all team members have had their assessment and feedback process, we would suggest starting with a two-day off-site with the goal to deepen trust, and collaboration through building a deep understanding of what each team member brings to the team, both their strengths and where they might need support.
Team Offsite
Many teams find themselves held hostage to a schedule of presentations which take up much of their time together, with insufficient time alone to grapple with the real elephants in the room. Great teams manage conflict actively and constructively and work together so the whole is greater than the sum of the parts. Built on our high performing team model and a reframing of Lencioni’s work we accelerate team cohesion and dynamics. Our offsites are designed and framed around getting to know each other, building trust and support while linking individual development and team dynamics to the real work of the team.
Linking Team Development with Organisational strategy
Team development for the year ahead is co-designed and aligned to individual and team development while linked to organisational strategy. We focus team performance interventions on delivering organisational objectives and link it to the real work the team is doing. To really understand the issues in a senior team and link development to achieving organisational objectives, it is necessary to observe them working together and grappling with the real issues. We provide ongoing feedback, facilitate necessary conversations to overcome roadblocks and execute a mixture of in work and off-site sessions of differing lengths.
Why
What we believe
Too often top teams are selected for individual strengths rather than thinking through what complimentary skill-sets a CEO requires to get the job done.
A collection of rock stars will not deliver the performance that can be gained by selecting a diverse and complementary team and ensuring effective collaboration.
When do organisations seek our help?
When a top team is forming or a new CEO is appointed.
When an established team is looking to regenerate and take the organisation to the next level.
When significant transformation leads to the change in composition of the top team (e.g. merger, demerger, acquisition).
After a major business review which has significantly changed the business model or performance expectations in a way that will challenge existing culture and ways of working.
How we work
Divergent & Co specialises in building top team performance by supporting CEO's in the selection decisions they need to make (see Executive Assessment) and then accelerating the development of a high performing team.
To really understand the issues in a senior team and link development to achieving organisational objectives, it is necessary to observe them working together and grappling with the real issues.
We link the development of individual executives with building better team performance. In turn we focus team performance interventions on delivering organisational objectives