Upon completion of this course, participants will be able to:

• Identify the five essential elements (e.g., Trust, Conflict, Commitment) that define a high-performance team.
• Implement specific strategies to build deep trust and psychological safety within the team environment.
• Master techniques for encouraging productive, conflict-driven discussion without allowing personal attacks.
• Define and enforce clear individual and collective accountability for team results.
• Set challenging, aligned **BHAG** (Big, Hairy, Audacious Goals) to motivate peak performance.
• Diagnose common dysfunctions and bottlenecks that prevent a team from achieving HPT status.
• Optimize team structure, roles, and processes for seamless cross-functional collaboration.
• Apply team development models (e.g., Tuckman's Stages) to accelerate team maturation.

• Managers and Directors leading mission-critical or project-based teams
• Leaders of cross-functional teams and task forces
• Project Managers and Program Managers
• HR and Organizational Development Specialists
• Anyone responsible for continuous team improvement and performance coaching

• Team building simulations designed to expose and fix the 'Five Dysfunctions'.
• Group activities establishing a team charter, ground rules, and accountability contracts.
• Case studies analyzing the structure and success factors of elite industrial and military teams.
• Role-playing scenarios for mediating a constructive but intense team conflict.
• Workshops on setting motivating stretch goals and developing key team metrics.

Unit 1: Foundations of High-Performance Teams

• Defining the characteristics and competitive advantage of a High-Performance Team (HPT)
• Understanding Lencioni's Five Dysfunctions of a Team and how to prevent them
• The critical role of psychological safety in fostering innovation and risk-taking
• Applying team development models (e.g., Tuckman's Stages: Forming, Storming, etc.) to acceleration

Unit 2: Building Trust and Managing Conflict

• Techniques for building vulnerability-based trust among team members
• Establishing ground rules for healthy, conflict-driven discussions focused on ideas
• Facilitating productive debate and managing the escalation of personal attacks
• The leader's role in modeling trust and encouraging open disagreement

Unit 3: Commitment and Accountability

• Ensuring clear communication to gain genuine commitment (not just compliance) to decisions
• Strategies for defining clear individual and collective accountability
• Peer-to-peer accountability: creating a system where the team manages itself
• Addressing and managing team members who consistently fail to meet commitments

Unit 4: Team Design and Goal Alignment

• Optimizing team structure, roles, and reporting lines for maximum efficiency
• Setting motivating, challenging goals (e.g., **BHAGs**, stretch goals) and linking them to strategy
• Developing effective team decision-making protocols (e.g., consensus vs. command)
• Techniques for continuous team assessment and performance diagnosis

Unit 5: Continuous Improvement and Sustaining HPTs

• Conducting effective team retrospectives and post-project reviews (Lessons Learned)
• Strategies for maintaining team energy and avoiding burnout in high-demand environments
• Coaching the team to become self-regulating and autonomously problem-solving
• Building a culture of shared leadership and continuous internal growth