The Facts on Teams

  • A high performance team will typically  increase productivity by 30% within 12-18 months.

  • Currently, 80% of companies with more than 100 employees use some type of teams.

  • 90% of all US employees work part of their day in a team.

  • Teams will provide a 34% higher return on assets.

  • Teams will provide a 26% higher return on investment.

  • A team-based organization will use 34% fewer labor hours to accomplish the same work.

  • A team-based organization will experience less turnover and more employee engagement.

  • Teaming results in reduced absenteeism, fewer accidents, improved housekeeping, fewer defects, improved efficiency, and greater ability to attract and retain the best people.

  • A 2003 Study revealed that Americans think being a team player is the most important factor in getting ahead, ranking higher than leadership skills or intelligence.


Building Teams

It’s always exciting to meet new organizations who are “building teams.” As you know, it is more than a set of tasks and tools; it is a different way of thinking; Teaming organizations believe that employees have much more to offer and simply need a structure that will facilitate bringing their skills and abilities to the forefront.

We specialize in designing and working with teams that foster people’s ingenuity, creativity, and natural need to collaborate. Teaming is a key element in workplace excellence.


The TBTK Commitment to Teams

We believe the number one defining characteristic of success in organizations is people and how they work together. Successful organizations have the right people, capitalize on competencies and talents, are able to see the shared vision and create a motivational environment.

The difficulty for many organizations is how to build a passion to be more than ‘just good enough’ – to move past personality differences, organizational politics, silos and hoarding of resources and embrace a high performance model of doing the work. That is where we come in. For over 30 years, we come alongside an organization that wants to challenge the status quo, create high performance systems and an engaged workforce, providing them with the just-in-time road map to make it happen.

Our firm’s reputation for excellence is built on several key principles: the importance of delivering the highest quality service and products delivered on time and as expected; the value of creating a non-threatening environment where people encourage each other to learn new concepts and strategies; and our desire to promote and sustain long-term and mutually satisfying relationships with our clients.

Our goal for your organization is to help you get the most out of your people, to raise the bar, inspire innovation and partner with you to build a person-centered, high-engagement culture.


Characteristics of Effective Work Teams

Teams are 30% more productive than individuals or groups.  A high performance team however looks and feels different than a leader-led group.  High Performance Teams (HPT) are committed to their common goal and approach and are willing to hold each other accountable.  Our training series on teams is based on nearly three decades of experience in the implementation of workplace teams with such companies as Coca-Cola, the U.S. Navy, Alcoa, Green Mountain Coffee Roasters and Sanofi Pasteur.

When most people contact us it’s because either they are looking to form a higher level of thinking and doing with their workers or because they have attempted teams and are not seeing the results they want.

Characteristics of Effective Work Teams:

  • Build a common goal and approach
  • Share roles and responsibilities
  • Accept that the team will go through phases of development
  • Balance task, process and relationship needs
  • Utilize personality diversity

Things That Must Be Addressed Before Launching Teams:

  • How wide/deep is the gap between where we are now and where we need to be?
  • Will teams lead us where we need to be?
  • What are the alternatives?
  • How ready is the workforce for this change?
  • What level of buy-in do we need from leadership/managers/coaches?
  • How will we handle the learning curve?
  • Are we in it for the long haul?

 Our Model of Building Team-Centered Organizations

  • Adequately train and prepare leaders within the organization to develop, coach and sponsor self-directed work teams.

  • Integrate the SDWT (Self-Directed Work Team) effort with ongoing organizational strategies to create a comprehensive, progressive management plan for the organization.

  • Identify a plan that incorporates structural needs, teaming systems integration,  teaming roles and responsibilities,  and teaming approach into a successful roll-out.

  • Provide for in-house training capability on core teaming modules through Train-the-Trainer certification and customized teaming modules.