Building High-Performing Teams: From Good to Great
Create cultures of trust, accountability, and exceptional results
The Challenge
You've assembled talented individuals. You've set clear goals. You've provided resources. But somehow, the team isn't performing at the level you know they're capable of.
Maybe it's:
- Lack of trust – people hold back ideas, cover mistakes, or avoid conflict
- Unclear accountability – finger-pointing when things go wrong, confusion about who's responsible for what
- Communication breakdowns – silos, misunderstandings, or passive-aggressive behavior
- Low engagement – people doing the minimum, no ownership or initiative
- Unresolved conflict – tension that everyone feels but nobody addresses
- Competing priorities – individuals optimizing for themselves instead of team success
Here's the truth: High-performing teams aren't built by accident. They're built intentionally.
And the difference between mediocre teams and exceptional ones isn't talent—it's how team members work together.
Who This Workshop Is For
This workshop is designed for:
- Intact teams who want to strengthen their collaboration and results (ideal)
- Leaders who want to build higher-performing teams
- Cross-functional teams struggling with silos and alignment
- Project teams forming for new initiatives
- Newly restructured teams navigating change
- Leadership teams modeling high performance for the rest of the organization
Best results come from working with intact teams (the actual people who work together daily), not mixed groups of strangers.
What Participants Will Learn
By the end of this workshop, your team will be able to:
✓ Build trust and psychological safety where people can be honest and take risks
✓ Engage in productive conflict that strengthens decisions instead of damaging relationships
✓ Commit to decisions fully even when there's initial disagreement
✓ Hold each other accountable without relying on the leader to be the enforcer
✓ Focus on collective results instead of individual agendas
✓ Communicate openly and directly with clarity and respect
✓ Leverage diverse strengths and working styles effectively
✓ Navigate change and challenges with resilience and unity
Workshop Experience
This is team development, not team building.
Forget trust falls and ropes courses. This workshop tackles the real issues that hold teams back—and gives you practical tools to address them.
Your team will engage in:
- Team assessment to identify current strengths and growth areas
- Honest dialogue about what's working and what's not (facilitated in a psychologically safe way)
- Interactive exercises that surface team dynamics and communication patterns
- Practical frameworks you can use immediately (team charters, decision-making protocols, accountability structures)
- Action planning with specific commitments for how the team will work differently going forward
- Skill practice in giving feedback, navigating conflict, and making decisions together
This workshop creates breakthroughs because it addresses what people are thinking but not saying—in a constructive, forward-focused way.
Workshop Formats
Full-Day Workshop (6-7 hours)
Comprehensive team development with assessment, dialogue, and action planning
Investment: Introductory rate of $1,250 (normally $2,500)
Two-Day Team Offsite (12-14 hours total)
Deep-dive team development with strategic planning and relationship building
Day 1: Trust, conflict, and communication
Day 2: Accountability, decision-making, and results focus
Investment: Introductory rate of $2,250 (normally $4,500)
Half-Day Team Reset (3-4 hours)
For teams needing targeted work on a specific challenge (e.g., improving communication, clarifying roles, rebuilding trust after conflict)
Investment: Introductory rate of $750 (normally $1,500)
Multi-Session Team Development Series
Monthly or quarterly sessions over 6-12 months for sustained team growth
Combines workshops, coaching, and progress check-ins
Investment: Custom pricing based on scope and duration
Leadership Team Intensive (Executive Teams)
Tailored specifically for C-suite and senior leadership teams
Includes pre-work interviews, customized content, and executive coaching
Investment: Custom pricing
Delivery Options:
✓ In-person (Atlanta/Macon region) - Strongly recommended for team development
✓ Offsite venue (I can help arrange) - Removes distractions and signals importance
✓ Virtual (for distributed teams, though less ideal for deep team work)
What's Included
- Pre-workshop team assessment to understand dynamics, challenges, and goals
- Confidential leader interview to surface issues and align on outcomes
- All participant materials including team development frameworks and tools
- Team charter or working agreement created during the workshop
- Interactive facilitation that surfaces honest dialogue in a safe, productive way
- Action plan with accountability mechanisms so commitments actually happen
- Access to follow-up resources and team effectiveness tools
- Post-workshop summary and recommendations
- 30-60 day check-in session (included) to assess progress and address challenges
- Optional: Individual 360 feedback or team assessments (additional fee)
Why This Workshop Works
Based on Proven Models
Built on Patrick Lencioni's Five Dysfunctions of a Team model, Google's Project Aristotle research on psychological safety, and decades of team effectiveness research.
Customized to Your Team's Reality
I don't deliver a one-size-fits-all program. Through pre-work, I understand your team's specific challenges and tailor content accordingly.
Creates Psychological Safety
Teams don't improve when people are defensive or guarded. I facilitate dialogue in ways that allow honesty without blame, creating breakthroughs that teams can't achieve on their own.
Focuses on Behavior Change, Not Just Awareness
Knowing you need better communication doesn't change anything. This workshop gives teams specific tools, agreements, and accountability structures to actually work differently.
Leader Coaching Included
Team performance starts with leadership. I coach leaders on how to model and reinforce high-performance behaviors after the workshop ends.
Sample Topics Covered
(Content is customized based on pre-workshop assessment, but typically includes:)
The Five Behaviors of High-Performing Teams
- Trust: Building vulnerability-based trust where people can be real
- Conflict: Engaging in productive debate without fear or politics
- Commitment: Achieving clarity and buy-in on decisions
- Accountability: Holding peers accountable without relying on the leader
- Results: Focusing on collective outcomes over individual goals
Team Communication
- Understanding different communication styles and preferences
- Having difficult conversations directly and respectfully
- Giving and receiving feedback constructively
- Active listening and seeking to understand before being understood
- Over-communicating for clarity in complex or changing environments
Roles, Responsibilities & Decision-Making
- Clarifying who does what (and eliminating gaps and overlaps)
- Establishing decision-making protocols (who decides what, and how)
- Delegating effectively across the team
- Avoiding "teamwork by committee" that slows everything down
- Empowering people to own their areas fully
Conflict Resolution
- Distinguishing productive conflict from destructive conflict
- Addressing tension before it becomes toxicity
- Navigating personality clashes and working style differences
- Separating issues from identity (disagreeing without it being personal)
- Recovering from conflict and moving forward stronger
Accountability Structures
- Creating team agreements and norms everyone commits to
- Peer accountability mechanisms that work
- Addressing broken commitments quickly and directly
- Leading by example (starts with leadership)
- Consequences and recognition systems
Psychological Safety
- What it is (and isn't) – safety to take risks, not to avoid accountability
- Building environments where people speak up without fear
- Responding to mistakes and failures productively
- Encouraging dissent and diverse perspectives
- Measuring and monitoring psychological safety
Team Identity & Purpose
- Defining what makes this team unique and valuable
- Connecting daily work to larger purpose and impact
- Building pride and ownership
- Celebrating wins and learning from losses together
Pre-Workshop Process
To ensure the workshop addresses your team's real issues:
Step 1: Leader Interview (30-45 min)
I meet with the team leader to understand context, challenges, goals, and sensitivities.
Step 2: Team Assessment (15-20 min per person)
Team members complete a brief survey or interview about team dynamics (confidential).
Step 3: Content Customization
I design the workshop based on what I learned, focusing on your team's specific needs.
Step 4: Workshop Delivery
Your team engages in honest dialogue, skill practice, and action planning.
Step 5: Follow-Up
30-60 days later, we reconvene to assess progress, troubleshoot challenges, and reinforce commitments.
Post-Workshop Implementation
The workshop is just the beginning. Sustained change requires ongoing attention.
After the workshop, teams receive:
- Written summary of key insights, commitments, and action items
- Team charter or working agreement created during the session
- Tools and templates for team meetings, decision-making, and accountability
- 30-60 day check-in session (included in price)
- Leader coaching on reinforcing high-performance behaviors
- Optional ongoing support: Monthly facilitation of team meetings, quarterly team development sessions, or individual coaching (additional fees)
Who Should Attend
This workshop works best for:
- Intact teams (people who actually work together) not random groups
- Teams of 5-15 people (optimal for dialogue and relationship building)
- Teams with real work and interdependence (not just people who report to the same boss but work independently)
- Leaders willing to participate authentically, not just sponsor it
- Organizations committed to follow-through after the workshop
Red flags this might not be the right fit:
- Team is in crisis with active HR investigations or imminent terminations (address those first)
- Leader wants a workshop to "fix" the team but isn't willing to change their own behavior
- No commitment to post-workshop accountability or follow-up
- Team members don't actually need to collaborate (parallel work, not interdependent work)
The Business Case for Investment
High-performing teams deliver measurable results:
- 20-25% higher productivity compared to average teams (Gallup)
- Faster decision-making when trust and clear processes exist
- Lower turnover when people feel connected and valued
- Better innovation when psychological safety allows risk-taking
- Higher employee engagement (engaged teams are more profitable)
- Reduced conflict and drama that drain time and energy
- Stronger execution when accountability is peer-driven, not leader-driven
The cost of team dysfunction—missed deadlines, rework, turnover, low morale—far exceeds the investment in team development.
Ready to Transform Your Team?
Let's discuss how a customized team development workshop can strengthen trust, accountability, and results.
Questions? Contact me directly:
📧 info@dynamikchange.com
📱 (404) 913-9510
I offer free 30-minute consultations for team leaders to discuss challenges and explore whether this workshop is right for your team.
Frequently Asked Questions
Q: Should we do this workshop with our whole department or just leadership?
A: Start with intact teams who actually work together interdependently. Leadership teams are often the highest-leverage place to start, as they model behavior for the rest of the organization.
Q: What if there are serious interpersonal conflicts on the team?
A: That's exactly what this workshop addresses. I create safe spaces for productive dialogue about tensions. However, if there are active HR issues (harassment, discrimination), those must be resolved first.
Q: Can we do this with a newly formed team?
A: Absolutely! It's actually ideal to establish trust, norms, and working agreements early. Prevention is easier than repair.
Q: How honest can people really be in a workshop with their boss present?
A: That's where skilled facilitation matters. I create psychological safety through structured activities, confidential feedback mechanisms, and ground rules that allow honesty without blame.
Q: What if people are skeptical or resistant to this kind of work?
A: Common, especially in technical or task-focused cultures. I address skepticism directly, focus on practical outcomes (not "touchy-feely" fluff), and let results speak for themselves.
Q: Do you do team-building activities like ropes courses or escape rooms?
A: No. While those can be fun, they don't address the real barriers to team performance: lack of trust, poor communication, unclear accountability, and avoiding conflict.
Q: How long do results last?
A: That depends on follow-through. Teams that implement their action plans and maintain accountability structures see sustained improvement. Teams that treat it as a one-time event often regress within months.
Q: Can this be done with remote/distributed teams?
A: Yes, though in-person is strongly preferred for deep relationship building. Virtual can work for teams already familiar with each other or for follow-up sessions.
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