Teams
The best teams aren't just groups of talented individuals - they're groups that have learned how to work together well. These resources explore what makes teams effective, from psychological safety to conflict resolution to building genuine collaboration.
Tools
Models for understanding team dynamics, building trust, and creating the conditions where teams do their best work together.
The DiSC model is a behavioural profiling tool that maps four personality styles - Dominance, Influence, Steadiness, and Conscientiousness. It helps teams understand how different people communicate, make decisions, and approach work.
Belbin's Team Roles identify nine distinct roles that people naturally take on in a team. Understanding these roles helps you build more balanced teams and get the best from each person's strengths.
The Five Dysfunctions of a Team is Patrick Lencioni's framework for understanding why teams struggle. It maps five connected problems - from absence of trust to inattention to results - that build on each other when left unaddressed.
The T7 Model is a framework that identifies seven factors driving team effectiveness - five internal (like trust and talent) and two external (like team-leader fit and organisational support). It helps you diagnose where a team is strong and where it needs work.
The TESI model (Team Emotional and Social Intelligence) is a framework for understanding how emotions and relationships affect team performance. It helps teams recognise their patterns and build stronger ways of working together.
The 6 Team Conditions for Team Effectiveness is a research-based framework that identifies what high-performing teams actually need to thrive. It covers everything from having a clear direction to getting the right coaching and support.
Six Thinking Hats is Edward de Bono's framework for structured thinking and decision-making. It gives teams six different perspectives to work through - facts, feelings, caution, optimism, creativity, and process - so decisions are more balanced and thorough.
The 4 Stages of Psychological Safety is a framework that maps how safe people feel to be themselves, learn, contribute, and challenge the status quo. It helps leaders understand what conditions people need before they'll speak up and take risks.
The 5 Conflict Styles model (Thomas-Kilmann) maps five different ways people approach conflict - from avoiding it to collaborating through it. It helps teams understand their default patterns and choose more effective approaches.
Project Aristotle is Google's research into what makes teams effective. It found that psychological safety - feeling safe to take risks and be vulnerable - matters more than who is on the team.
Courses
Training for teams and the people who lead them - covering collaboration, high performance, and the foundations of working well together.
A one-day course for managers who want to build and sustain a high-performing team. You will assess your real team, identify the specific gaps, and leave with a practical plan for what to do differently.
A one-day course for teams who need to work together more effectively across boundaries. You will map where collaboration is breaking down, clarify roles, and build practical habits that stick.
Let's talk about what you're working on
Whether you're navigating a merger, rethinking how you're structured, or trying to shift a culture that isn't working - start with a conversation.