The primary drivers of team behaviour are the individual and collective values and beliefs. And of these two, values tend to be more powerful determinants than beliefs. In addition, many of the tensions that occur in teams, and are mistakenly thought to be due to personality clashes, are actually the result of differences in value systems.

The Complete Values Profile questionnaire precisely defines which of the eight value systems an individual leader, team, division or organisation operates from. Specifically it identifies:

• A leader’s strategic, operational and managerial motivations
• Whether a leader’s values suit the challenges they face
• How authentic a leader may be as well as their strengths and blind spots
• Whether a leader tends to recruit in their own image or look for people that compliment their own capabilities

Even the most talented and developed groups or teams struggle to deliver if they cannot gel and work together effectively.

The Complete Team Energy Grid quantifies the energetic impact team members have on each other and provides objective, anonymous data to help guide leaders and teams on how to overcome difficult team dynamics that may be inhibiting performance. Specifically the Complete Team Energy Grid:

• Helps individual leaders understand their energetic impact on their peers
• Clarifies the adjustment a leader may need to make to invigorate the team
• Identifies how close to the high performing zone the team is
• Helps build team spirit and teams that can inspire others and are productive

Behaviours are the final common pathway to change. Our Complete Behavioural Report is based on the most widely used leadership behavioural research in the world  conducted by our own Senior Practitioner Chris Parry and Dr Tony Cockerill.

The Complete Behavioural Report combines 360 degree feedback from peers with observation or interviews conducted by one of our highly trained behavioural experts. Results are precise, informative and benchmarked against a global database.

The Complete Behavioural Report provides:

• Clear developmental steps for leaders on how to improve the 11 critical leadership behaviours
• Commercial global benchmarks that reveal whether their behaviours are consistent with seniority
• A framework for how to leverage capabilities
• A route map for continuous improvement

How organisations get work done bears little relationship to reporting lines and org’ charts. The Complete Network Analysis can reveal how your business really functions. It can tell you how siloed and hierarchical your system is and whether echo chambers are restricting collaboration and growth.

The Complete Network Analysis takes less than 10 minutes to complete and can be used to:

• Identify which employees are performing well above expectations and who may be disengaged or under utilised
• Discover who the organisational change agents are in your company
• Reveal the people who bridge and broker divisions and relationships across your organisation
• Predict attrition, the consequences and how you may be able to prevent the loss of key staff
• Find out where there may be wellbeing or stress hot spots and who your wellbeing champions may be
• Know where to focus to accelerate the performance of your  leadership teams
• Support leaders with insights into how to step change the performance of a division or function

Measuring a team’s current level of development is the critical starting point for successful team transformation. The Complete Team Development Index benchmarks a leadership team’s level of capability (out of nine levels) against the six critical success factors.

The Complete Team Development Index can be repeated to quantify a team’s progress as a result of development. It helps guide the team journey to unlock new levels of capability and step change performance. Specifically the Complete Team Development Index identifies:

• The level of team development and the potential for progress
• The pathways for the team to accelerate their performance
• Confidential views of team members on the team’s capabilities and challenges
• The specific dynamics that need to be addressed to drive the organisation forward