Outcomes for Your Team

At the end of a team systems work program with Sage Portfolio Group, a team will:

Hedge against Burn-out. In North America, many highly productive teams begin to show signs of fatigue after time. Team systems work provides a very practical kind of team building that helps teams develop in a way that avoids and minimizes burn-out.

Improve conflict resolution skills. Trust in teams develops with resolved conflict. Team systems work teaches teams conflict resolution skills that will help to improve trust over time. This is done specifically and in response to the Team Diagnostic assessment.

Be cross-trained. Team members will be skilled at identifying team roles, seeing things from the perspective of someone in a different role, and assuming roles other than those usually filled. These roles may relate to group process, or they may relate to professional responsibilities and tasks.

Value diversity. The team will encourage different opinions, knowing that difference is a reflection of the system, as well as of individual thought, and that difference fosters creativity. Voices of team members that are seldom heard will be sought out. The team cultivates open-mindedness, respect and curiosity.

Operate according to consciously developed group norms. The team creates and uses its own, unique group agreement: a set of principles and behaviours that the team agrees to abide by. The team holds itself accountable to the agreement, and is able to adapt the agreement to respond to changing circumstances.

Know itself. The team is conscious of areas of strength and areas where growth is required, and is capable of critically and constructively assessing itself as membership, responsibilities and the external environment change. Team members know how to listen for the team voice and articulate the needs and aspirations of the team in a way that other members understand, using a common language. The team is self-correcting. The group offers timely and appropriate feedback. The team’s self-awareness is non-judgemental.

Successfully manage communication challenges. Team members are well-versed in the signs and impact of toxic communication styles and have honed facilitation skills to assist the group in working through these challenges. The team has established a set of expectations regarding communication, and can successfully hold itself accountable to this communication agreement.

Be deliberate and strategic in planning and goal setting. Team members can identify needs and establish appropriate action plans. Planning is a conscious, natural part of team interaction, and a shared responsibility.

Feel good about itself. The team knows its value, and is able to approach problem-solving in a positive, affirming way. Team members share an alignment of purpose and goals; they feel like they belong and are supported. They routinely celebrate their successes. The team recognizes its contribution to the larger organization.

Positively influence the entire organization. The team’s productivity and concrete results move the organization forward. Creativity and willingness to take risks lead to process improvements and product innovation. The focus on positive relationships means that the team naturally mentors others in the organization, as team members have confidence to share learning, information and opinion beyond the team. Because the team seeks out diversity and values curiosity, its positive impact is felt across organizational functions.