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Building Trust and Collaboration

Full day workshop to develop Trust within a leadership team. This session was based around the Trust equation and included a lot of hands on activities and participation from the leaders. 

Located at Bowentown Boating Club, Bowentown, NZ

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Building Trust and Collaboration with Red Bull Powder

The Red Bull Powder Company’s EXCOM has six leaders with a mix of responsibilities ranging from subject matter experts to managing teams. Their main directive is to pursue strategic initiatives focused on the future opportunities for the business. They have a separate Management team who are responsible for managing the day to day operations of the business. This organisational structure is a relatively new format for the team and they are navigating how to work together effectively. The opportunity to engage with the EXCOM team came after Thrive People delivered a development workshop for RedBull’s Management team and gained successful feedback. 

 

“My expectations were high because I'd heard positive feedback from a couple of the management team who had previously had a session with Jules. Very good at creating an environment we all felt comfortable sharing, and kept the mood positive throughout the day” - Operations Manager 

The Story of the EXCOM Team 

Historically RedBull powder was an owner-operated business with the decision makers sitting within the leadership team. As a result of this dynamic, the leadership style was directive and decisions were enacted swiftly. With the sale of RedBull, the team received new in-house leadership in the form of a General Manager, as well as off-shore owners and directors in China. This change in the organisation’s shape and the leadership means the team are navigating changes in both their organisational culture and their ways of working. Having an effective team is paramount to ensure the team is aligned and they can respond to the business needs as a united front. The GM wanted a workshop to focus on building trust and collaboration so enable his executive committee to be a high performing team.

Why RedBull Chose Thrive People 

The brief was to build trusting relationships within the team and to enable a safe space for team members to ‘clear the air’. The team wanted practical solutions and tools they could enact immediately after the workshop. Thrive People has expertise in Leadership development,  Workshop facilitation, is accredited in a Team development tool - TMS, and can also provide Executive-level 1:1 Coaching. Thrive People was chosen because of our ability to create tailored training to address the leadership team’s interests.  

 

“Well constructed (to our very specific needs and situation) and well delivered. This has set us in motion towards developing as a strong team. Looking forward to the next session- booster.” - Commercial Manager 

How Thrive People Responded 

To establish an understanding of the current context Jules met with the GM. Then Jules went onsite and met with the executive leaders to get to know each of them and to hear their hopes for how their team should operate in the future. This information helped form a proposal with two options. Option one: Team profiling using TMS, and Option two: Trust and Collaboration workshop. The GM selected the second option as the team has already completed a few profiling tools and the team was keen to focus on establishing trust as this was a reoccurring theme for improvement felt across the team. A bespoke solution to focus on establishing and building trust was delivered. This session was centred around the “Trust equation”. First the team looked to build “credibility” to demonstrate that each person brings value to the table. They discussed the strengths of each team member and discussed the work they were proud to have achieved together. From here we went into the gritty section of the workshop where each team member was asked to prepare constructive feedback for each of the other team members. The purpose of this exercise was to build the “reliability” of each team member, knowing where they stand, and helping each other to grow and deliver great results. The next element of the trust equation is “intimacy.” For this the team shared their own values and discussed how these show up for them at work. By understanding each other's values, the team can understand the underlying beliefs behind their team members' decisions and actions. The trust equation is underscored by the self-orientation of their goals. To better understand their current orientation the team did a reflection questionnaire, and we finished the session with a confirmation on what the team's goals were for the next 6 months. After the workshop the team walked to the top of the Waihi trig, and enjoyed a shared dinner at a local restaurant. Further developing their intimacy and familiarity with one another. 

The Results

The team ended the workshop selecting feelings cards from the Emotional Culture Deck. The feelings on the day were: Courage, Understood, Optimistic and Connection. 

The team shared they were inspired to build on the momentum of this new found trust and collaboration. They decided to keep a metric on this and together they identified where they felt their team was before the workshop, then they measured how they are feeling a week after the workshop. This moved 2.3 basis points. An improvement and an acknowledgement that this is just the beginning of their journey. Other results included an increased awareness of how to be a better member of the team, and feedback that they are using the tools to better lead their teams. 

 

Workshop Feedback 

“I received good constructive feedback from the team but the takeaway from that was to be more vocal and share my opinion.” 

 

“Difficult discussions and constructive feedback will happen respectfully.” 

 

“Continually assess the quality of your team with your teammates. Call out any issues affecting the effectiveness of the team.” 

 

“Feedback with peers. Because it was a safe way to surface an important feedback point. Really like the way people respond and took onboard feedback.” 


 

Facilitator Feedback: 

 

“ Proficient in her field of expertise, succeeded in keeping everyone respectful, and connected well almost as one of the team instead as a facilitator.”

 

“Credible, reads room well, super prepared, engaging and creates really appropriate content to address the problem.”

 

“Jules took the time to spend a day to meet our management team, listen to our issues, and to better understand our business pre-proposal. This approach allowed us to hit the ground running by addressing key priorities and to build a stronger team right from the outset.” 


Call-to-Action

If you would like to inspire high performance in your leadership team get in touch with Jules Simpson via www.thrivepeople.co.nz or +642102782177.

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