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Building Conscious Teams

Structures and Processes that Create an Effective Team

​a live interactive Instructor-Led Workshop
series of six 75-min sessions

part of the Conscious Leader Development

programs at Basileia LLC

"When the best leader's work is

done, the people say
​'We did it ourselves.'
"

-Lao Tzu

The primary goal of a Conscious Leader is to build a Conscious Team that is cohesive and effective.

Conscious Teams are identified by:
(a) the high-level of autonomy of the team itself and of its members,
(b) clear structures of intrinsic motivation that guide choices and behaviors, and
(c) ongoing feedback and mutual accountability.

In this course, participants will learn how to:

  • ignite intrinsic motivation within your team

  • build cohesion and unity

  • define roles that are both clear and inspiring

  • supervise through trust and accountability

  • ensure robust communication within your team

  • make on-going decisions to build the team of people that you need 

  • match people into the roles that reflect their strengths and competence

  • ensure team members are moving towards personal excellence and effectiveness

Session Outlines
  • Session 1: Ignite Intrinsic Motivation: Inspire the way forward in alignment with Shared Purpose & Core Values - What matters to us?

    • Vision the team's purpose in light of the organization's shared purpose

    • Where are we going as a team? What will be different in 2 years? ... in 1 year? ... in 3 months?

    • Interpret the Core Values in terms of behaviors on the team

    • ​Ignite intrinsic motivation

    • Support people in the transition toward the desired change ... what's the purpose?, what's the picture?, what's the plan?, what's my part?
       

  • Session 2: Building Cohesion: Give your team voice to own the present and co-create the desired future

    • Create structures for feedback and cohesion

    • Acknowledge and embrace the current reality ... seek clarity, not blame

    • ​Invite & value feedback from all stakeholders

    • Engage team in understanding challenges, prioritizing attention, and choosing next steps

    • Create clear responsibility and accountability in taking action
       

  • Session 3: Conscious Roles: Define how each person's part contributes to the success of the whole team

    • Roles are not a list of tasks

    • Craft role ​descriptions for clarity and inspiration 

    • Identify competencies needed

    • Aim - what tangible service or product do I provide for the organization

    • Domain - what decisions am I responsible to make

    • Guidelines - what guides my decisions and actions

    • Measurements - how do you know I am fulfilling my role

    • Ensure open sharing and understanding of roles within the team
       

  • Session 4: Conscious Supervision: Presence, Seeing, Listening, Coaching, Support

    • ​Supervision is being present and bringing presence

    • See and hear your staff - activating trust

    • Lead with integrity - what you say and what you do are aligned

    • Lead by doing - be a role model for how you want staff to show up 

    • Lead by coaching - support them to get the clarity they need to make their own choices

    • Activate a culture of mutual accountability that calls people into alignment
       

  • Session 5: Conscious Communication: Create the structures and processes to facilitate communication, collaboration & connection

    • ​Define the essential meetings we need

    • Design meetings to fulfill their purpose and objectives

    • Facilitate meetings for engagement and inclusion

    • Use technology systems to enhance communication, e.g. phone and video calls, messaging, emails, documents

  • Session 6: The People on the Team: The proactive, on-going process of developing and sustaining an effective and cohesive team

    • ​Hiring - let the team members evaluate how the candidate performs the real tasks of the job

    • Onboarding - ensure a supportive experience in the first day, first week, first month

    • Growth & Development - every person needs a development plan

    • Termination - acknowledge and take action when the person is clearly not fulfilling the role

 

 

Prerequisites

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