Contact TerconPartners today at 1-888-233-4660 for a FREE Consultation!

TerconPartners – Your trusted Team Building Consultant

“There is no more powerful weapon in a company’s arsenal than a focused, aligned, and committed team.”

TerconPartners – Your trusted Team Building Consultant

“There is no more powerful weapon in a company’s arsenal than a focused, aligned, and committed team.”

TerconPartners’s comment:

No matter which factors your company competes on—price, quality, customer service or innovation—a high-performing team can boost your competitive advantage.

As a Team Building Consultant for more than 30 years, TerconPartners has partnered with clients across six continents and multiple industry sectors to grow, nurture and sustain high-performing teams.

Team Building Consultant Achieving the Extraordinary Chart

The journey from “a group of individuals” to an aligned and integrated “high-functioning team” is never a straight line. While helping hundreds of clients build and sustain high-performing teams as a team building consultant, TerconPartners has identified five factors that frequently prevent a team from achieving and or sustaining top quartile performance:

1.) poor quality of leadership, 2.) sustained misalignment, 3.) a low trust culture, 4.) on going unresolved conflicts, and 5.) unhealthy team dynamics.

Contact TerconPartners at 1-888-233-4660 for a Free Consultation!
Team Building Consultant Achieving the Extraordinary Chart

The journey from “a group of individuals” to an aligned and integrated “high-functioning team” is never a straight line. While helping hundreds of clients build and sustain high-performing teams as a team building consultant, Terconpartners has identified five factors that frequently prevent a team from achieving and or sustaining top quartile performance:

1.) poor quality of leadership, 2.) sustained misalignment, 3.) a low trust culture, 4.) on going unresolved conflicts, and 5.) unhealthy team dynamics.

Contact TerconPartners at 1-888-233-4660 for a Free Consultation!

Top Teaming Challenges Today

In a matter of weeks, the pandemic separated people from their workplaces and routines, fragmented team cohesion, and dramatically increased stress levels of people across the globe.

Challenge # 1: How to retain and reengage team members during the transition to a hybrid work environment.

Three stages people go through when experiencing major change:

When moving through the morale curve, individuals vary in terms of the depth of their curve and as well as how quickly they progress to accepting the new reality.

Successful re-entry accelerates when these factors are present:

1.) Team members believe the organization intends to treat them fairly and will do its best to look out for their interests.

2.)  Team managers acknowledge the impact of what members have experienced and the stress caused by future uncertainty. 

3.) The team manager communicates a clear path forward for the near future that motivates and reengages the team members.

Top Teaming Challenges Today

In a matter of weeks, the pandemic separated people from their workplaces and routines, fragmented team cohesion, and dramatically increased stress levels of people across the globe.

Challenge # 1: How to retain and reengage team members during the transition to a hybrid work environment.

Three stages people go through when experiencing major change:

When moving through the morale curve, individuals vary in terms of the depth of their curve and as well as how quickly they progress to accepting the new reality.

Successful re-entry accelerates when these factors are present:

1.) Team members believe the organization intends to treat them fairly and will do its best to look out for their interests.

2.)  Team managers acknowledge the impact of what members have experienced and the stress caused by future uncertainty. 

3.) The team manager communicates a clear path forward for the near future that motivates and reengages the team members.

Challenge # 2: How to build a team culture that supports team member well-being, encourages knowledge-sharing and collaboration, and rewards excellence.

* Beyond good chemistry, exceptional teamwork requires frequent and open communication, a strong sense of purpose, camaraderie, and high trust.

* First the bad news: there are no quick, easy ways to establish a high-performing team culture.

* Now the good news: research confirms that teams solving problems collectively and sharing accountability for outcomes out perform those that rely solely on individual decision-makers.

Contact Us for a Free Consultation!

Challenge # 2: How to build a team culture that supports team member well-being, encourages knowledge-sharing and collaboration, and rewards excellence.

* Beyond good chemistry, exceptional teamwork requires frequent and open communication, a strong sense of purpose, camaraderie, and high trust.

* First the bad news: there are no quick, easy ways to establish a high-performing team culture.

* Now the good news: research confirms that teams solving problems collectively and sharing accountability for outcomes out perform those that rely solely on individual decision-makers.

Contact Us for a Free Consultation!

Challenge # 3: How to establish and maintain trust within teams and between teams that must collaborate across organizational boundaries.

Mutual trust is the lynchpin of a
high-performing team.

Definition: Mutual trust is defined as having the confidence that neither party will intentionally exploit the other’s vulnerabilities.

Mutual trust is not just nice to have, it is the starting and ending point of effective teamwork – especially in a hybrid work environment. 

“For teams to communicate in ways needed for true teamwork to occur, a solid foundation of trust must be built.” 

Stanley McChrystal, “Team of Teams: New Rules of Engagement for a Complex World.”

Team Building Consultant implamenting strategies with employees to establish and maintai trust

Why do some teams thrive while others spiral into dysfunction? 

TerconPartner’s recent research found that struggling teams have three characteristics in common: 

  1. Their primary mode of communication is digital.
  2. Their communication focuses on prioritizing work and improving efficiencies. The human dimensions of teaming including establishing effective interpersonal communication and building collaborative working relationships are absent.
  3. The lack of strong interpersonal connections creates a low trust/low collaboration team culture and the result is often subpar performance.

A practical tool for quantifying trust in business relationships.

“The Quality of Team Trust Index™”

This performance diagnostic measures current levels of trust:

  1. Within a specific team,
  2. Between two or more teams,
  3. Between individuals,
  4. Between organizations.

The index contains twenty statements within four dimensions of trust. Participating teams have the option of adding three customized open-ended questions.

Team Profile: A Senior Leadership Team in the rapidly expanding healthcare services industry.

Due to pressures from rapid growth and increasingly heavy workloads, monthly team meetings had become contentious and characterized by blame-placing and arguing.  Important work was not getting done.

The CEO asked team building consultant TerconPartners for support, and after conducting one-on-one interviews with team members, we concluded that high stress and low interpersonal trust were driving behaviors that could soon derail the company’s overall performance. The next step was to administer the Quality of Team Trust Index™ and follow up with a “clear the air” workshop facilitated by TerconPartners.

The survey asked team members to rate themselves individually on each of the four trust dimensions: competence, commitment, communication, and collaboration. Next, they rated the team on the four dimensions.

Key findings from the survey results:

  • On all 20 statements across the four dimensions of trust, 93 percent of participants rated themselves higher than they rated the team.
  • The Communication Trust category received the lowest overall ratings from team members, which has been true for more than 87 percent of the teams in Tercon’s database. The statement receiving the lowest rating in this category was, “talks to others rather than about others when difficult issues arise” at 2.91 on the 5.0 scale.
  • The category rated highest was Competence Trust. The highest rated question in the category was “I/We will do whatever it takes to get the job done correctly.”

The theme of significantly higher levels of participant confidence with the technical aspects of the job than the interpersonal aspects is reflected throughout TerconPartners’ database.

Next, we facilitated a “clear the air” workshop.

  • After survey results were reviewed, Tercon helped facilitate the resolution of two contentious issues. Then team members identified specific actions they would each take to keep communication more open and transparent in the future.
  • It was agreed to re-administer the trust index in six-to-eight months to measure progress in improving team dynamics.

The second survey produced a 13 percent improvement in the overall survey score, and a 19 percent improvement in scores in the Communication Trust category.

Contact TerconPartners at info@terconpartners.com for more information about how the Quality of Team Trust Index™ can remove trust barriers and improve collaboration in your team and organization.

Leading Multicultural Teams

Six Ways the Best Le

team building consultant working with a teamTerconPartners has worked as a team building consultant with over 30 global cultures providing executive coaching and team performance coaching for international law firms, the U.S. State Department, and Fortune 100 companies around the globe. A primary strength of multicultural teams is their ability to bring different perspectives and experiences to problem-solving and decision-making. In addition to these benefits, multicultural teams present a challenge for those who manage them when there is conflict between members. If the conflict appears to be rooted in cultural differences, managers must decide whether to let members grow by working through it on their own, or whether to make a coaching intervention to mediate the resolution.

Three classic symptoms that cultural differences are affecting team performance:

  1. Some members are frustrated because other members won’t bring up their concerns during team meetings.
  2. Some are confused about whether a decision has been made, as well as who has the authority to make decisions.
  3. Some members believe that other members aren’t pulling their weight on the team.

Tercon’s Solution:  We have found that when managers coach teams to avoid imposing single culture-based approaches to dealing with conflict, solving problems, and building trust, the focus can shift from “right vs. wrong” to what’s best for the team and its ability to perform at a high level.

Contact us at info@terconpartners.com or call our toll free number 1-888-233-4660 to learn more about our cross-cultural training programs and coaching tools for organizational leaders and teams.

Why do some teams thrive while others spiral into dysfunction? 

TerconPartner’s recent research found that struggling teams have three characteristics in common: 

  1. Their primary mode of communication is digital.
  2. Their communication focuses on prioritizing work and improving efficiencies. The human dimensions of teaming including establishing effective interpersonal communication and building collaborative working relationships are absent.
  3. The lack of strong interpersonal connections creates a low trust/low collaboration team culture and the result is often subpar performance.

A practical tool for quantifying trust in business relationships.

“The Quality of Team Trust Index™”

This performance diagnostic measures current levels of trust:

  1. Within a specific team,
  2. Between two or more teams,
  3. Between individuals,
  4. Between organizations.

The index contains twenty statements within four dimensions of trust. Participating teams have the option of adding three customized open-ended questions.

Team Profile: A Senior Leadership Team in the rapidly expanding healthcare services industry.

Due to pressures from rapid growth and increasingly heavy workloads, monthly team meetings had become contentious and characterized by blame-placing and arguing.  Important work was not getting done.

The CEO asked team building consultant TerconPartners for support, and after conducting one-on-one interviews with team members, we concluded that high stress and low interpersonal trust were driving behaviors that could soon derail the company’s overall performance. The next step was to administer the Quality of Team Trust Index™ and follow up with a “clear the air” workshop facilitated by TerconPartners.

The survey asked team members to rate themselves individually on each of the four trust dimensions: competence, commitment, communication, and collaboration. Next, they rated the team on the four dimensions.

Key findings from the survey results:

  • On all 20 statements across the four dimensions of trust, 93 percent of participants rated themselves higher than they rated the team.
  • The Communication Trust category received the lowest overall ratings from team members, which has been true for more than 87 percent of the teams in Tercon’s database. The statement receiving the lowest rating in this category was, “talks to others rather than about others when difficult issues arise” at 2.91 on the 5.0 scale.
  • The category rated highest was Competence Trust. The highest rated question in the category was “I/We will do whatever it takes to get the job done correctly.”

The theme of significantly higher levels of participant confidence with the technical aspects of the job than the interpersonal aspects is reflected throughout TerconPartners’ database.

Next, we facilitated a “clear the air” workshop.

  • After survey results were reviewed, Tercon helped facilitate the resolution of two contentious issues. Then team members identified specific actions they would each take to keep communication more open and transparent in the future.
  • It was agreed to re-administer the trust index in six-to-eight months to measure progress in improving team dynamics.

The second survey produced a 13 percent improvement in the overall survey score, and a 19 percent improvement in scores in the Communication Trust category.

Contact TerconPartners at info@terconpartners.com for more information about how the Quality of Team Trust Index™ can remove trust barriers and improve collaboration in your team and organization.

Leading Multicultural Teams

Six Ways the Best Le

Team building consultant working with a clients teamTerconPartners has worked as a team building consultant with over 30 global cultures providing executive coaching and team performance coaching for international law firms, the U.S. State Department, and Fortune 100 companies around the globe. A primary strength of multicultural teams is their ability to bring different perspectives and experiences to problem-solving and decision-making. In addition to these benefits, multicultural teams present a challenge for those who manage them when there is conflict between members. If the conflict appears to be rooted in cultural differences, managers must decide whether to let members grow by working through it on their own, or whether to make a coaching intervention to mediate the resolution.

Three classic symptoms that cultural differences are affecting team performance:

  1. Some members are frustrated because other members won’t bring up their concerns during team meetings.
  2. Some are confused about whether a decision has been made, as well as who has the authority to make decisions.
  3. Some members believe that other members aren’t pulling their weight on the team.

Tercon’s Solution:  We have found that when managers coach teams to avoid imposing single culture-based approaches to dealing with conflict, solving problems, and building trust, the focus can shift from “right vs. wrong” to what’s best for the team and its ability to perform at a high level.

Contact us at info@terconpartners.com or call our toll free number 1-888-233-4660 to learn more about our cross-cultural training programs and coaching tools for organizational leaders and teams.

What our Clients are Saying

“Tercon facilitators are experts in group dynamics and helping teams resolve difficult conflicts. I would recommend them to any organization that could benefit from strong third- party facilitation.”

– CEO, U.S. Energy Utility

“Our Sr. Leadership Team’s combative culture was affecting business results. Tercon’s coaching tools opened up communication and got the underlying issues on the table for resolution.”

– CEO, Global Equipment Manufacturing Company

“After transitioning to the hybrid business model, a competitive dynamic between some of our teams was noticeable. Tercon coached team managers on how to move teams from “It’s us vs. them” to “It’s all of us against the problem.”

Executive Vice-President, Regional Financial Institution

TerconPartners’ Core Services as Leadership Training Consultants:

We help executives and senior leaders:

finetune skills in guiding change, coaching & developing people, building high-functioning teams, and managing multiple stakeholders.

For teams and team managers:

as leadership training consultants we offer individual and group coaching that develops skills for the hybrid environment including how to: 1.) Set clear direction, 2.) Build an inclusive team culture, 3.) Provide performance feedback and coaching, 4.) Resolve team conflict and disagreements

Contact TerconPartners Today at 1-888-233-4660 for a Free Consultation!