for Leaders and Organizations
Our client engagements focus at the level of individual teams. We work directly with the entire team, as well as with team leaders and organizational sponsors in real time on real work challenges.
In many organizations throughout the world, performance is driven increasingly by teams. Effective teams can leverage their complementary skills, knowledge, and experiences to rapidly adapt to both internal and external challenges. Given the tremendous complexity and competitive pressures that organizations today are forced to manage, such flexibility is critical to success.
Why Team Transformation?
Most teams’ performance lags far behind their potential. Assembling a group of strong individual contributors is no guarantee that the team as a whole will be collectively strong. All too often, groups of people working together are actually less productive, efficient, and effective than those same individuals would be working separately. Turning things around requires transformative change. We’ve spent more than 20 years figuring out exactly what it takes for teams to transform and to sustain their results over the long term.
Our clients choose us because we know teams inside and out, and we're uniquely qualified to help them transform. The Corentus approach provides three distinct benefits:
Multiple Modalities for a Client’s Varying Needs - In The Moment
For teams attempting to achieve substantive, lasting change, there's no one solution, method or process that will get an organization or a team where they want to go. We approach our client engagements not with a standard set of programs, but with an enormous reservoir of knowledge, skills, tools, and methods that can be delivered in the moment. Frequently we combine the following five different service modalities when we engage with a client:
1. Team Coaching: Intervening in real work, in real time, to ensure that desired changes take hold
2. Individual Coaching: Coaching the team leaders, one-on-one, to strengthen and support leader's resolve, resilience and overall effectiveness
3. Consulting: Providing expert advice and guidance
4. Facilitating: Leading structured processes to achieve specific outcomes
5. Training: Teaching new tools and skills
Our breadth and depth of experience enables us to address the full spectrum of challenges that teams encounter throughout their life cycle — from learning and applying team tools, methods and practices to exploring and optimizing group dynamics to engaging in continuous growth and development.
Real work gets done.
At Corentus, we help clients with real work, in real time, for real results. Instead of using role plays, games, or simulations, we facilitate and coach during actual work sessions. Our training segments are brief and focus only on essential tools or skills that the team can apply right away. The process of transformation requires teams to observe their habitual ways of interacting, try out tools and new behaviors, and take action to ensure that positive changes get sustained over time. All of these activities are far more effective and efficient within real work environments, as opposed to artificial contexts that remove the team from the daily struggles of organizational life. An added benefit—of no small significance—is that real work tasks get accomplished. After Corentus team engagements, teams walk away both with enhanced capabilities and with completed deliverables of high value to the organization.
Strong leadership enables team autonomy.
For a team's transformation to succeed and endure, it must have a leader who's skilled in leading, developing, and facilitating teams. To help leaders develop these skills, there's no substitute for coaching. Many interventions help teams achieve short-term team objectives, but fail to develop team leadership capabilities. Extended consulting or facilitation may even weaken the leader's role, if the team becomes dependent on external support to get critical work done.
Our integrated approach, with coaching as a core component, simultaneously achieves results and develops both team and leader capacities. In team coaching, the leader retains their authority and ownership over the work session, while working to improve their leadership behaviors in real time. In one-on-one coaching, they have additional opportunities to build knowledge, awareness, and skills, and to measure their performance against their team leadership development goals. By the end of an engagement, the team has the leadership it needs to move forward on its own.