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CHALLENGES

The Collaboration Deficit

Teams can stagnate or deteriorate, even in highly successful organizations. To give your people what they need to evolve, you need to get beneath the surface of what’s happening.
Start Your Journey

Some of Our Clients

The Ceiling to Developing a Team

The whole is meant to be greater than the sum of the parts. But too often, teams at all levels lose sight of what they’re part of. They fracture, hit walls in their performance, and may even become dysfunctional.

 

Ultimately, when developing a team, we need to look at the wider factors that are influencing behaviors – unhelpful assumptions, unresolved conflicts, and ways of working – so that our teams can achieve synergy, as well as create more room for self-expression.

There's a Pattern Across Many Organizations

  • Teams are losing their sense of adventure and their curiosity
  • Teams don’t experience real connection or belonging
  • Trust is limited between team members
  • Teams are losing key members

 

High performing teams aren’t happening because something fundamental is missing, even when performance is prioritized from the top. And the paradox is that pursuing performance at all costs might damage that very performance over a longer period.

Start Your Journey
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How We Help You Start the Journey

It’s not always easy to diagnose what your organization needs internally. Through conversations with your leadership team, we get to know your purpose, your culture, your strategy, your mission – and we sift through what is really at stake.

 

Through surveys, focus groups and other means we also go beyond the boardroom to understand perspectives and perception at all levels of your organization.

 

We then combine top-down and bottom-up information to provide an initial understanding of the status quo. Which we then reflect back to you… and the journey begins.

How to Address the Collaboration Deficit

The Team Performance Block

Pushing people to provide greater output only works for a while and up to a limit. Developing a team beyond this point requires mutual trust, ongoing reflection, and holding each other accountable in a safer environment.

How We Can Help

The Board-Level Block

The executive team role models team dynamics to the rest of the organization and where there is lack of synergy at the board level, you can expect a fragmentation elsewhere in the organization.

How We Can Help
TPC Global Blog posts v2
  • Leadership Development

“Othering” and the impact on teams and organizations

Christian Scholtes, TPCL Global Chair and the partner from the TPCL Romanian office, delves into the complex and often overlooked phenomenon of “Othering” and its profound impact on teams and

Read Article
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  • Leadership Development

Listening to the quietest voice in the room. A conversation with Rob Shaw, Leading in Operations Programme Manager at BP. EP #10

“… I think for me when you’ve got a team, first of all, you have to have a very, very clear purpose to the team. Why does this team exist?

Read Article
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Partner with TPCL

Our interventions are part of a whole-business approach that helps you deliver on your organizational strategy. Starting from the inside out, our approach is measured, experiential, and sustainable.
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Stories of Impact

Path

So they are real partners, you really think that you have someone beside you; really diverse team, very able to work with different cultures, very agile; able to cope with ambiguity and complex environments; really able to unleash the potential in individuals, teams and organizations.

Alessandra Stasi, Chief Human Resources Officer

QubicaAMF
Path

What I like about TPCL is that they commit to you. I know that my coach is actively listening. I know that he cares about his clients. I know that he hasn’t lost his appetite, nor his motivation, nor his interest.

David Sloman, Chief Executive

The Royal Free NHS Trust
Path

TPC Leadership develops leaders with a heart for leaders AND their organisations. They are engaged and passionate in what they do. They focus on the individual, but will always keep the vision and objectives of the organisation into account.

Janna Kramer, Learning & Talent Development Leader

EY Netherlands
Path

Very good team results were obtained in the facilitated workshops, creating the environment for knowledge sharing, enhancing collaboration within the executive team, as well as in the coaching and consultancy sessions. We assess that our collaboration has brought consistent and long-term improvement to our organisational performance and culture. As such, we openly recommend TPC Leadership’s services and expertise.

Chief Executive Officer

European NGO
Path

The strength of TPC Leadership that stands out in my opinion is that they bring the most appropriate solutions by recognizing the organization they enter. The fact that the process works smoothly in long-term projects is an important sign that project management is carried out skillfully. I trust them as I would myself.

Necla Aksoy, Assistant General Manager, People & Culture

Sofra Compass Group Türkiye
Path

I would like to thank my TPCL trainer coaches, who enabled me to deepen and internalize what I learned, while providing a wide range of tools that I was able to focus on performance coaching.

Beste Şirin, Beste ŞirinBeste Şirin

Global Cosmetics Retailer
Path

We would like to thank you very much for the interactive online training on Diversity and Inclusion diversified with different examples in our own language by such an experienced team. Getting rid of prejudices, being aware and taking action, understanding the importance of diversity and using inclusive language are the outputs we have received from this training as a team. We have laid the foundation, it’s time to build on it, of course, with the support of the TPCL team.

Berrak Özakman, Manager, Human Resources

Global Luxury Brands Company

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