Team Building


Building Internal Cohesion and Trust on a Leadership Team

Internal cohesion begins with the leadership team. If the leadership team is out of alignment with each other, the whole organisation will be at odds with itself, and cultural entropy will be high. We have found that the biggest single success factor in building a high performance organisation is creating a cohesive leadership team. We have also found this to be the factor that organisations struggle with the most.

There are three qualities that stand out from all others associated with internally cohesive leadership teams – a shared vision, shared values, and a culture of trust.

  • The shared vision ensures that everyone is heading for the same destination.
  • The shared values ensure that everyone is making decisions that send a consistent message to the organisation about what is important.
  • The culture of trust is essential. It increases agility and speed in decision-making, and it builds unity in the team. Trust fosters accountability, empowerment, and distributed decision-making, and is fundamental in building strong relationships with all stakeholders.

There are twelve basic conditions that must be met to create a climate of trust. These are shown in the Trust Matrix below. Teams must master all these components to create a high performing team and a high performing organisation.

Cultural transformation tools


Caring: To look out for the well-being of the organisation and all its employees.

Transparency: To be clear about the motivations that lie behind all decision-making.

Openness: To be accepting and receptive to the ideas and opinions of all employees.


Honesty: To be truthful and frank in all interpersonal communications.

Fairness: To act without bias, discrimination or injustice towards all employees.

Authenticity: To be consistent and sincere in thought, word and action at all times


Skills: To accomplish professional tasks with ease, speed and proficiency.

Knowledge: To be very familiar and conversant in a specific topic or professional subject matter.

Experience: To accumulate practical knowledge through personal observation


Reputation: To be held in favourable esteem by bosses, peers and subordinates.

Credibility: To consistently articulate ideas in a convincing and believable manner.

Performance: To discharge personal responsibilities with accomplishment and excellence.

Small Group Assessment

The Small Group Assessment is a cost effective way to map the values of a team or group culture of fifteen people or less.

The SGA has been designed as a streamlined, price-friendly alternative to a Cultural Values Assessment (CVA). The SGA report contains a one page summary of findings, along with the key diagrams and data tables that you would normally receive in a CVA report.


  • The SGA provides the same data available in a CVA without the full written analysis.
  • The SGA can generate deep meaningful discussions about what is working and not working in the culture of the team or group you are assessing.
  • Instead of finding out about the Current and Desired Culture of your organisation, you can ask about the Current and Desired Culture of your team.
  • The SGA uses a standard template of values that does not require customisation.

Key Attributes

  • Affordable – The SGA provides you with all the data you need for analysing the culture of a team without the full cost of a larger group CVA.
  • Fast Turnaround – A SGA typically goes from survey initiation to reporting in two to three weeks.
    • Template Customisation: You may customise the template of values to fit the specific cultural and demographic needs of the groups being surveyed (additional cost).
    • Multiple Languages: The online survey and plots are available in multiple languages. Additional languages can easily be added.
    • Individual Values Assessments: Individual Values Assessments (IVA) plots and reports can be obtained for each team member at an additional cost.
    • Espoused Values Analysis: You can also choose to carry out an Espoused Values Analysis (EVA) for your organisation or any demographic grouping at a small additional cost. This analysis measures the degree to which the espoused values are being lived in your organisation.