Helping Organizations Manage Change through Team Buildings

John has led over 100 team building and intergroup problem-solving workshops. He is an expert trainer, facilitator and conflict mediator, and is adept at designing sessions to attain the client’s desired outcomes.

Teams are dynamic and move back and forth between various stages of group development, including forming, storming, norming and performing. Through observation, interviews and written assessment instruments, John assesses how the team is performing, and uses this data as the basis for designing the team building session.

The overall objective of a team building is to improve the team’s bottom-line performance as well as the satisfaction of team members. Team buildings aim to create a more cohesive, mutually supportive and trusting group that will have high expectations for task accomplishment and will also respect individual differences in values, personalities, and skills.

John’s team building workshops are designed to be highly interactive, fun, and very practical. They develop a sense of being on one team, enthusiastically working to achieve the team’s mission. The team building strengthens the leadership of the team, and the capacity to manage the day- today operations while addressing and leading major change efforts.

The Gavares Group’s team buildings are based on our High Performing Team Model. The model, and the accompanying instrument, helps people to diagnose the teams they belong to, develop prescriptive solutions as to areas for improvement, and also serve as an educational tool for team members about high performing teams. The core elements of the model are identified below:

1. Clarity and consensus about the team’s vision, mission and values - it’s purpose and role in the overall organization.
2. Agreement on mutual goals and objectives.
3. Clarity of roles and responsibilities, and lines of communication.
4. Agreement on policies, procedures, systems and structures that help the team be effective.
5. Supportive relationships among members.

John has combined these subsystems in his five box model, shown below:

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