Team Coaching

01: CHALLENGES

What was the original situation in his company?

Less than a year before our initial conversation, the Createch Group had merged with Projexia following its acquisition by the French company Talan, resulting in major organizational changes. One of the big changes for the Montreal team was the departure of the senior manager of a key team.

What was he going through? What were his irritants?

Without the unifying leadership of this person, the team suffered from a lack of listening and mutual respect. Management observed some vexatious behaviour, the presence of exclusion, microaggressions and difficulties in harmonious communication. Management was faced with a dilemma on how to effectively correct the situation and educate the team on more inclusive behaviors.

02: SOLUTIONS

Why did he choose you and what were his expectations?

When Talan’s management approached consulting firm Iceberg Management with this dilemma, they knew they would be supported by a team of trusted professionals. Indeed, since 2016, the Iceberg Management team has been working in collaboration with the various local teams in Talan to develop its most precious resource: its human capital. The client’s trust in their supplier made it possible to target the real causes of the problem in the team and to focus on sustainable solutions.

How did the project go on its side (interactions with your team, support, results)?

The facilitators, Medina Cayer and Caroline Thomson, knew that a team building workshop using psychometrics would be useful to increase the objectivity of team members with regard to their points of vigilance. But first it was necessary to awaken consciousness and establish a common vocabulary. The client was therefore advised to first create a common foundation with training on equity, diversity and inclusion.

Management confirmed to us that this training on the key concepts of equity, diversity and inclusion has helped the team become more aware of their behaviours. The winning conditions were met to continue in the consolidation workshop.

In preparation for the workshop, the AtmanCo psychometric test was administered to team members and the results were the subject of an individual interpretation meeting. The AtmanCo Comprehensive Psychometric Profile allows you to discover your strengths, potential and unique characteristics.
The team-building workshop allowed the discovery of the team’s strengths and points of vigilance by discovering what each individual brings to the group dynamic. That is, how to take advantage of differences rather than seeing them as weaknesses. In order to create sustainable solutions, the facilitators introduced the 5 dysfunctions of a team model which allows teams on the one hand to self-assess and thus identify their strengths and points of vigilance, and on the other hand to emerge on ideas for improvement according to the most important dysfunctions. At the end of the workshop, the team committed to making concrete improvements by adopting new behaviors and abandoning those that created more harm than good.

As the group dynamic was improving, the management invited the Iceberg Management facilitators to return for a third workshop two months later. Now that the team was mobilized to move towards a common goal, they were able to clarify roles and responsibilities using the RACI matrix and create an action plan for the year.

03: RESULTS

How has her daily life changed since then, and what are the consequences for her company?
Thanks to the intervention at the heart of the team’s group dynamic, the result of the three interventions made it possible to carry out three structuring projects for the team.

What was the added value of our intervention?

The added value of the intervention was in the depth of the methods chosen with the aim of transforming the behaviour of this team. The diversity, equity and inclusion training has laid the foundation for a respectful environment. The team-building workshop built using the AtmanCo test precipitated an awareness on the part of individuals. Finally, the Collective Intelligence on Roles and Responsibilities (RACI) facilitation workshop eliminated confusion and clarified the role of each person in achieving the team’s objectives.

In conclusion, Iceberg Management’s personalized intervention has transformed the dynamics of the team at Talan, promoting collective awareness, the emergence of sustainable solutions and the realization of structuring projects. By increasing mutual respect, the team is now aligned and mobilized towards a common goal.