Learning objectives :

• Assess your team's stage of development and adopt the appropriate managerial approach
• Identify the collective skills necessary for the team's future performance
• Define individual pathways to achieve strategic objectives

Course :

Session 1: Stages of Team Development
Before you can help your team grow, you first need to know where it stands. Participants analyze their team’s stage of development using Tuckman’s model (Forming, Storming, Norming, Performing): each stage corresponds to different challenges, risks, and a distinct managerial approach. During the forming phase, for example, the manager’s role is primarily to build team cohesion, establish routines, and provide purpose so that the group truly functions as a team.

Case Study : Identify your team’s current stage of development, the associated risks, and the most appropriate managerial approach to help the team move to the next stage.

Session 2: Identifying Future Team Skills
A high-performing team today may not necessarily be one in 18 months. Participants use the Clifton Strengths model to map their team’s current strengths and determine the hard and soft skills that will be needed in the coming years to address future challenges and seize future opportunities.

Case Study : mapping your team’s current skills and identifying the gaps that need to be filled to meet your medium-term strategic objectives.

Session 3: Defining Individual Career Paths
The team strategy translates into concrete decisions regarding people. Participants learn to identify three distinct profiles and define appropriate actions for each: current leaders in key positions (how to keep them engaged even as their scope of responsibility changes, and how to prepare a succession plan), future potentials (how to ensure they are the right people and that they will have the skills and desire to take on more responsibility), and profiles to recruit or train internally.

Case Study : Map out individual career paths for your team by identifying leaders, high-potential employees, and hiring needs, and define the priority actions to be implemented for each profile.