This document outlines the characteristics of high performing teams according to Dr. Tim Baker. It discusses 8 key characteristics: sense of purpose, open communication, trust and mutual respect, shared leadership, effective working procedures, building on differences, flexibility and adaptability. For each characteristic, it provides explanations and tools for creating high performing teams, including setting clear expectations, regular conversations, dimensions of innovation, and strengths-based leadership. It concludes by discussing after action reviews and assigning homework for the reader to focus on one characteristic.
What are the eight characteristics of high performing teams? How can leaders impact on these eight areas? This session looks at some practical and easy to implement tools for team leaders to improve the performance of their team.
What are the eight characteristics of high performing teams? How can leaders impact on these eight areas? This session looks at some practical and easy to implement tools for team leaders to improve the performance of their team.
What are the eight characteristics of high performing teams? How can leaders impact on these eight areas? This session looks at some practical and easy to implement tools for team leaders to improve the performance of their team.
What are the eight characteristics of high performing teams? How can leaders impact on these eight areas? This session looks at some practical and easy to implement tools for team leaders to improve the performance of their team.
This session offers participants several practical and easy to implement tools for creating a team culture. A productive team culture can make a significant different in performance. Applying this concept to your team can give you a framework for building a better culture for performance.
We are bombarded left, right, and centre by myriad distractions. How do we keep teams focused? Creating team purpose is a characteristic of high performing teams. Join me to discover how purpose is fostered and maintained in turbulent times.
By attending this webinar, you receive a special offer to a comprehensive, free online registration to "Winning Teams: Apply the All Black’s Formula to Your Team" with the purchase of my latest book, "WINNING TEAMS".
Influence is the lifeblood of leadership. What are the four strategies to influence anybody about anything? Good influencers use a variety of ways to persuade their colleagues and team members. This session is designed to broaden and deepen the leader’s influencing capability.
Job descriptions have been around for 100 years. They were useful in relatively stable and predictable times in the last century. But in a climate of accelerated change and uncertainty, job descriptions are no longer relevant.
People at work are expected to play many roles. There are four nonjob roles that are critically important to surviving and thriving in the 21st century workplace. What are these roles and how can they be applied and incorporated in a role description?
Converting a job description to a role description is a simpler process than you might think. The role description covers all the relevant roles. But the job description only covers the tasks expected of an employee 2 succeed. It rarely if ever mentions any of these nonjob roles that are critical to success in an unstable and unpredictable working environment.
This webinar shows you a simple way of being able to convert job descriptions to role descriptions. It will explain the difference between a job description and a role description. And it will also discuss some of the valuable nonjob roles that are critically important to success in the 21st century. This webinar is based on Dr. Tim Baker's upcoming book, “The Future of Human Resources: Unlocking Human Potential.”
Visioning and purpose conversations are based on Simon Sinek’s ‘why’ of work. If people understand the context of why they are doing what they are doing, it improves engagement. This unit considers some key questions and ideas that the manager can ask and use to assist their team member to see the context of what they are doing and the value it brings to the workplace, regardless of how mundane the task may seem.
The Five Conversations Framework is a developmental conversation process consisting of five short, focused monthly conversations between the manager and each of his or her direct reports. The framework can be a substitute for the traditional performance review of an enabler to create a better performance review experience.
This webinar introduces this popular concept as a means of developing a conversation culture that leads to more engagement, greater productivity, elevated trust levels and more.
Is your organization benefitting from the effectiveness of High Performance Teams (HPTs)? Use this presentation to learn how HPTs produce more successful business outcomes, about the roles of leaders and members in HPTs, how to assess team effectiveness, and how to build HPTs.
For more information about building High Performance Teams, please see www.tbointl.com
Transforming Business Operations: Our Name is Our Mission
TBO International, with offices in Houston and San Antonio, is recognized as a firm that consistently helps improve organizational performance through our expertise, objectivity and partnering. Our success is measured by achieving our client's business targets, whether performance, economic or behavioral.
Most meetings are perceived as a waste of time. How can meetings be more efficient and effective? Leaders have a responsibility to facilitate productive meetings. Being good at running meetings is the hallmark of a good leader. Some practical tips are covered.
What are the eight characteristics of high performing teams? How can leaders impact on these eight areas? This session looks at some practical and easy to implement tools for team leaders to improve the performance of their team.
This session offers participants several practical and easy to implement tools for creating a team culture. A productive team culture can make a significant different in performance. Applying this concept to your team can give you a framework for building a better culture for performance.
We are bombarded left, right, and centre by myriad distractions. How do we keep teams focused? Creating team purpose is a characteristic of high performing teams. Join me to discover how purpose is fostered and maintained in turbulent times.
By attending this webinar, you receive a special offer to a comprehensive, free online registration to "Winning Teams: Apply the All Black’s Formula to Your Team" with the purchase of my latest book, "WINNING TEAMS".
Influence is the lifeblood of leadership. What are the four strategies to influence anybody about anything? Good influencers use a variety of ways to persuade their colleagues and team members. This session is designed to broaden and deepen the leader’s influencing capability.
Job descriptions have been around for 100 years. They were useful in relatively stable and predictable times in the last century. But in a climate of accelerated change and uncertainty, job descriptions are no longer relevant.
People at work are expected to play many roles. There are four nonjob roles that are critically important to surviving and thriving in the 21st century workplace. What are these roles and how can they be applied and incorporated in a role description?
Converting a job description to a role description is a simpler process than you might think. The role description covers all the relevant roles. But the job description only covers the tasks expected of an employee 2 succeed. It rarely if ever mentions any of these nonjob roles that are critical to success in an unstable and unpredictable working environment.
This webinar shows you a simple way of being able to convert job descriptions to role descriptions. It will explain the difference between a job description and a role description. And it will also discuss some of the valuable nonjob roles that are critically important to success in the 21st century. This webinar is based on Dr. Tim Baker's upcoming book, “The Future of Human Resources: Unlocking Human Potential.”
Visioning and purpose conversations are based on Simon Sinek’s ‘why’ of work. If people understand the context of why they are doing what they are doing, it improves engagement. This unit considers some key questions and ideas that the manager can ask and use to assist their team member to see the context of what they are doing and the value it brings to the workplace, regardless of how mundane the task may seem.
The Five Conversations Framework is a developmental conversation process consisting of five short, focused monthly conversations between the manager and each of his or her direct reports. The framework can be a substitute for the traditional performance review of an enabler to create a better performance review experience.
This webinar introduces this popular concept as a means of developing a conversation culture that leads to more engagement, greater productivity, elevated trust levels and more.
Is your organization benefitting from the effectiveness of High Performance Teams (HPTs)? Use this presentation to learn how HPTs produce more successful business outcomes, about the roles of leaders and members in HPTs, how to assess team effectiveness, and how to build HPTs.
For more information about building High Performance Teams, please see www.tbointl.com
Transforming Business Operations: Our Name is Our Mission
TBO International, with offices in Houston and San Antonio, is recognized as a firm that consistently helps improve organizational performance through our expertise, objectivity and partnering. Our success is measured by achieving our client's business targets, whether performance, economic or behavioral.
Most meetings are perceived as a waste of time. How can meetings be more efficient and effective? Leaders have a responsibility to facilitate productive meetings. Being good at running meetings is the hallmark of a good leader. Some practical tips are covered.
What are the eight characteristics of high performing teams? How can leaders impact on these eight areas? This session looks at some practical and easy to implement tools for team leaders to improve the performance of their team.
The Five Conversations Framework—A New Approach to Appraising Employee Perfor...WINNERS-at-WORK Pty Ltd
Many organisations are abandoning their traditional performance review. But what are they replacing it with? There is a bewildering array of possibilities out there. But the key is to shift the emphasis from performance appraisal to performance development. In this presentation, I explain the Five Conversations Framework and how it can be easily implemented to facilitate extraordinary results in performance improvement. Learn how this framework can be applied in your organisation easily and effortlessly.
By the end of this broadcast, you will be able to:
• Appreciate the need to shift from performance appraisal to performance development.
• Be updated on what other organisations are doing to replace the traditional performance review.
• Implement the Five Conversations Framework in your organisation.
What are the eight characteristics of high performing teams? How can leaders impact on these eight areas? This session looks at some practical and easy to implement tools for team leaders to improve the performance of their team.
People play roles when they are working in teams. If these roles can be identified and used, the team can benefit greatly. What roles do your team members play? And how can you identify and use these roles for the team’s benefit? This session considers eight roles and how they can contribute to the team’s performance.
The primary task of a leader is to get the very best from each of his or her team members. How can this be done? What makes people tick? What do I need to do as a leader to create the motivational climate for team members to flourish and give of their best? Some practical and easy to implement ways of enhancing performance are covered.
Essentials of Building a culture of feedback - pulse surveyXoxoday
A complete guide explaining the Importance of Feedback in the growth of Organisation. How employees pulse surveys and feedback helps to decrease employee turnover and to increase employee engagement.
The Five Conversations Framework: A Highly Effective Alternative to the Perfo...WINNERS-at-WORK Pty Ltd
Many organisations are abandoning their traditional performance review. But what are they replacing it with? There is a bewildering array of possibilities out there. But the key is to shift the emphasis from performance appraisal to performance development. In this presentation I explain the Five Conversations Framework and how it can be easily be implemented to facilitate extraordinary results in performance improvement. Learn how this framework can be applied in your organisation easily and effortlessly.
The Five Conversations Framework: A Highly Effective Alternative to the Perfo...WINNERS-at-WORK Pty Ltd
Many organisations are abandoning their traditional performance review. But what are they replacing it with? There is a bewildering array of possibilities out there. But the key is to shift the emphasis from performance appraisal to performance development. In this presentation, I explain the Five Conversations Framework and how it can be easily implemented to facilitate extraordinary results in performance improvement. Learn how this framework can be applied in your organisation easily and effortlessly.
By the end of this broadcast, you will be able to:
• Understand what other organisations are doing to replace the traditional performance review;
• Implement the Five Conversations Framework; and
• Appreciate the need to shift from performance review to performance development.
Training needs analysis, skills auditing, training evaluation, calculating training ROI and strategic learning and development best practice principles and processes
Tools for Effective Feedback: Creating a Culture for Performance ImprovementWINNERS-at-WORK Pty Ltd
Managers the world over are reluctant to give timely, relevant, and useful feedback; particularly when it is negative. They are often afraid of ‘opening a can of worms’ or can’t find the time to do so. In this presentation, we look at some simple strategies and tools for giving effective feedback that is most likely to improve performance.
By the end of this broadcast, you will be able to:
• Understand the key ingredients of broaching sensitive topics with team members in effective ways;
• Apply some tools for giving effective feedback; and
• Build your confidence in giving all types of feedback in the workplace.
Change is often done poorly. This is because the focus is often on process and not people. Organisational change is about changing people, not processes.
Everybody is is the business of influence. we try to influence our boss, we try to influence our team, we try to influence our colleagues ... our partner ... our children. It never ends. And guess what: they are trying to influence us too. Influence is critical; to our success.
We spend a significant part of our lives in meetings, whether they are face-to-face or remote. Most meetings we attend are ineffective. Facilitating effective meetings is a core leadership skill.
If there are two people on a desert island there will be conflict. Therefore, learning to deal effectively with conflict is important to you and your success.
Feedback is the breakfast of champions. Feedback should be a conversation; I dialogue, not a monologue. In this video we consider the principles of feedback.
Assessing candidate’s potential, regardless of whether they’re within or outside the firm, is increasingly more important in a dynamic workplace. In a changing work setting, future potential is more valuable than past experience.
Experience still counts. But future potential is becoming increasingly important.
HR still relies on the behavioral interviewing technique. "Can you explain a time when you had to do ... " is a typical approach.
How then do we assess people based on their future potential? Is it reliable?
With the world transforming at a dizzying rate, beyond apparent major trends, it’s tricky to predict what the future holds. What’s worked in the past is therefore no guarantee that it will work in the future. With the relentless intrusion of AI, the way jobs are done is constantly transforming. Some jobs are disappearing. Some jobs are emerging. In this milieu, future potential rather than past competency is a more prized.
This short webinar will provide you with some practical ways of assessing future potential.
This information comes from Dr Tim Baker's forthcoming book, "The Future of Human Resources: Unlocking Human Potential."
Dr. Tim Baker, according to international coaching gutru, Marshall Goldsmith, is one of the world’s leading HR experts. In this short presentation, Tim introduces the 13 mindsets that need changing.
He acknowledges that many companies are in transit between the current and new thinking. It’s undoubtedly true too that a small number of businesses have made a successful shift to the necessary future states. And also there are many companies who are stuck in old thinking.
For example, they may have abolished their traditional appraisal system and moved to a process of regular developmental conversations between managers and team members (Shift 11). But that same company may still be wedded to selecting new hires solely based on their past experience and not developed a process to assess future potential (Shift 1). Regardless of where your organization may sit, the model gives you a useful tool to evaluate your HR practices in the context of the employee lifecycle.
This material comes from Dr. Tim Baker's new book, "The Future of Human Resources: Unlocking Human Potential."
Do you want to boost performance, build trust, enhance engagement, and create a culture of conversation?
The Five Conversations Framework is based on five themed conversations that you have with each of your people, one theme per month, for five months out of six. This means that each topic is covered twice in a year, helping you review their development easily.
A conversation with your team member should last around 15 minutes, and focus on one of the following themes:
Climate Review: To measure her job satisfaction and morale.
Strengths and Talents: To identify and develop her innate abilities.
Opportunities for Growth: To improve her performance and standards.
Learning and Development: To identify and support future learning opportunities.
Innovation and Continuous Improvement: To improve her own and your team's effectiveness in line with business needs.
This approach comes from Dr. Tim Baker's latest book, "The Future of Human Resources: Unlocking Human Potential."
More research is emerging that the key to high-performing teams is the effectiveness of the relationship dimension within the team. Yet, it is the task dimension that gets the most focus in teams. Join me to identify the three elements of the relationship dimension that makes all the difference and how this can be harnessed.
What are these three elemets and how can they be cultivated to move a team from a mediocre performing to high performing team?
This information comes from Dr. Tim Baker's book, "Winning Teams: The Eight Characteristics of High Performing Teams.
What is team identity and why is it critical for team success?
Join me to discover the three key factors that make up team identity and how these factors can be boosted by the team leader to accelerate performance.
Team identity is the extent to which a team member identifies with the team they belong to, rather than the organization. It is not the same as team cohesion. All high performing teams have a healthy team identity.
Not only will you have a better understanding of the attributes of team identity, you will have the practical steps to shape this.
The content from this session comes from Dr. Tim Baker's latest book, "WINNING TEAMS: The Eight Characteristics of High Performing Teams".
Debriefs are a golden opportunity to learn from mistakes and capitalize of successes. But they happen too infrequently. Busyness gets in the way.
The most powerful debriefing methodology is the After-Action Review (AAR). But unfortunately it is often used as a box ticking exercise.
An well executed AAR can be a rich learning exercise for the team. By using it to collaborate with the team, the team will readily adhere to the key learnings because it is fresh in their minds, relevant and practical, and because the team leader has adopted the practice of shared leadership. It's not time consuming and very effective.
This presentation explains how to use the AAR for maximum impact. This technique is covered in detail in Dr Tim Baker's book, WINNING TEAMS: The Eight Characteristics of High Performing Teams.
In our outrageously busy world we don't have time to attend to improving how our team functions. And when we do find time, it's usually because of a crisis and then the need to change is a necessity.
We have plenty of time to work in the business, but not on the business. When was the last time you took time out to look under the bonnet of the car? When was the last time you downed tools and looked at team improvements?
All high performing teams are in a constant state of improvement.
Continuous improvement doesn't need to take up too much time and can make a huge difference to performance.
Learn a simple tool for continuous improvement that can be applied with powerful results that will massively improve performance.
This information comes from Dr. Tim Baker's book, "WINNING TEAMS: The Eight Characteristics of High Performing Teams."
There are two dimensions of teamwork: task and relationships. The distinguishing feature of all high performing teams is high trust, strong engagement, and clear communication between team members. Yet, most team leaders spend very little time on the relationship dimension of teamwork.
Most team problems can be traced back to a simple misunderstanding, communication breakdown, or relationship malfunction. It’s the people-dimension—not the task-dimension—that continually challenges team leaders.
We will explore the eight characteristics of high performing teams and how to assess you team against these research-based characteristics.
This information comes from Dr. Tim Baker book, WINNING TEAMS: The Eight Characteristics of High Performing Teams.
The After-Action Review is one of the most powerful learning tools known. It doesn't take much time and can reap brilliant results.
About this event
Debriefs are a golden opportunity to learn from mistakes and capitalize of successes. But they happen too infrequently. Busyness gets in the way.
The most powerful debriefing methodology is the After-Action Review (AAR). But unfortunately it is often used as a box ticking exercise.
An well executed AAR can be a rich learning exercise for the team. By using it to collaborate with the team, the team will readily adhere to the key learnings because it is fresh in their minds, relevant and practical, and because the team leader has adopted the practice of shared leadership. It's not time consuming and very effective.
This presentation explains how to use the AAR for maximum impact. This technique is covered in detail in Dr Tim Baker's book, WINNING TEAMS: The Eight Characteristics of High Performing Teams.
Feedback is not always received the way it is intended. How can defensiveness be overcome?
About this event
Surveys consistently show that employees feel they aren't getting enough feedback. We also know that frequent feedback and high levels of engagement go hand-in-hand.
How do we encourage leaders to give more constructive feedback? What are the ways to make feedback palatable and impactful?
There are several ways to give feedback without the other person getting defensive. The key is to get the recipient of the feedback engaged in the feedback. Feedback should be a dialogue, not a monologue.
This presentation considers four practical and easy-to-implement ways of giving feedback. This material comes from Tim Baker's new book, "Breaking The Proactive Paradox."
Feedback is challenging face-to-face. But remote feedback is even more challenging.
About this event
Giving feedback can be challenging in any situation. But remote feedback has its own challenges, whether it's positive or constructive. This webinar canvasses a few of main challenges.
The obvious difficulty is that you’re not in the same physical space. Although some managers might think that’s positive! Furthermore, you don’t have a first-hand observation of what your team member is doing, or not doing. So how does one get feedback under these conditions?
It’s natural for constructive feedback to have a stronger emotional reaction then positive feedback. We tend to ruminate more over criticism, even if its constructive.
Given the additional stress that people are facing with Covid-19, negative feedback becomes even more tricky to give and receive. During this pandemic, employees are easily going to feel defensive when they receive criticism.
This webinar is based on Dr. Tim Baker's latest book, "Mastering Feedback: A Practical Guide for Better Leadership Conversations."
Giving feedback is an art and science. But there are several elements that can make the difference.
About this event
Surveys constantly show that employees want more feedback from their managers. Furthermore, the surveys suggest that employees want more constructive as well as positive feedback. Often managers are reluctant to give more feedback because of a fear that it won't be received the right way by the recipient.
Studies show that more feedback leads to higher levels of engagement.
This webinar explores several key elements that are critical for feedback to be effective. They are simple to implement and will make a significant difference in its impact, if done by the manager.
This content comes from Dr. Tim Baker's new book, "Mastering Feedback: A Practical Guide for Better Leadership Conversations."
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
2. Unit 1—Characteristics of
High Performing Teams
Unit 2—The Four Stages of
Team Development
Unit 3—Tools for Leading
Teams
Unit 4—The Roles People Play
in Teams
Unit 5—Managing Team
Conflict and Negotiations
Unit 6—Developing Team
Culture
3. What are the eight
characteristics of
HPTs?
Tools for creating
HPTs.
Examples of HPTs
4. What are some examples of high performing teams on the world of sport?
7. 1. What are my expectations as the leader?
2. Have I communicated these expectations to my team?
3. Do my team understand my expectations?
4. Do my team members accept my expectations?
5. Are my team members committed to meeting those expectations?
6. Do my team members know how they are performing against those expectations?
7. Am I supporting my team members to achieve those expectations?
19. Three
choices …
Decisions that follow a process
Decisions that can either
follow a process or where
initiative can be displayed
Decisions where initiative is
expected
20.
21. After Action Review (AAR)
What did you do well?
What was not done well?
What will you do differently next time?
“The Army's After Action Review (AAR) is arguably one of the most successful
organizational learning methods yet devised. Yet, most every corporate
effort to graft this truly innovative practices into their culture has failed
because, again and again, people reduce the living practice of AAR's to a
sterile technique.” (Senge, 1999)
[i
22. Your homework
Take one characteristic from today that
sparked an interest & take some action.
23. Unit 1—Characteristics of
High Performing Teams
Unit 2—The Four Stages of
Team Development
Unit 3—Tools for Leading
Teams
Unit 4—The Roles People Play
in Teams
Unit 5—Managing Team
Conflict and Negotiations
Unit 6—Developing Team
Culture