Here are some resources that can be used individually or with the members of your TEAM to elevate the TEAM and leadership conversation. These resources share key concepts and techniques that will support you in elevating your group to a high functioning TEAM both at work and at home. 


Levels of Respect 

Respect, from our perspective, occurs on several levels, and each level creates a quality of connection.  In our trainings we teach that they are “Three Levels of Respect”.

Level 1. Tolerance (This level keeps you in group)

This is the lowest level of respect. The easiest way to discuss this with your co-workers is to ask the simple question, “How does it feel when someone is tolerating you?” From this discussion the group will begin to understand that tolerance doesn’t feel good because it is rooted in separation.  Tolerance often involves critical judgment, hierarchy and fear.

Level 2. Civility (This level binds you to group)

The Second Level of Respect is a big trap.  At this level of respect people are “playing nice” and demonstrating “good manners”.  While this can feel comfortable, it is often an unconscious way of creating and maintaining distance between oneself and others. Civility never fosters real trust or true connection. On the second level individuals can rationalize their behavior because they are “playing by the (cultural) rules”.  Operating from this level will keep you stuck in “group”.

Level 3. High Regard (This is the only level of respect that fosters TEAM)

In order to generate TEAM you have to make the commitment to hold yourself and the people on your TEAM in high regard. It is important to realize that you can commit to holding people in high regard regardless of whether or not they are holding you in high regard. You can disagree with people but still hold them in high regard. Many people wait to see if other people are going to show them this level of respect before they are wiling to offer the care and attention that high regard requires. True leaders consistently show their commitment to high regard by treating others with this level of respect.  Ultimately, you have a much better chance of enrolling and elevating your TEAM members if you commit to holding others in high regard first. 



A key premise of our Group to TEAM training is that there are only 2 options within organizations: Group or TEAM.

People naturally organize into groups out of "self-interest". In groups, individuals develop allegiances and alliances to protect or promote their individual desires or goals.

TEAM on the other hand comes from a conscious shift to a “shared-interest”. TEAM evolves from deliberate decisions to promote “win/win” and relies on a high level of mutual respect, transparency and support

Once we begin to identify the patterns of thinking and behavior that generates TEAM, then every choice that we make is either inviting "TEAM" or perpetuating "group".  It is that simple! TEAM requires conscious choice, deliberate action and committed practice.



TEAM starts with what we are thinking. First, we must become aware of our thought patterns. Once we can identify and direct our thinking, our actions and our behaviors will follow. We must begin to direct our attention towards shared interest and common goals, that is why one of the key principles that we teach is that TEAM is a personal mindset.

Consistent and sustainable TEAM does not occur because of luck or circumstances. We don't need to wait for someone else to give us permission to create TEAM. We don’t need to find the right selection of people to produce a powerful TEAM, nor do we need to wait for people to “get it” in order for us to spawn amazing teams. TEAM stems from how we “show up” and TEAM comes from our personal commitment to collaboration, focusing on “win/win” and mutual respect,


Drama interrupts team

Drama is one of the great interrupters of TEAM. Unfortunately it seems to be human nature to get caught up in behaviors that are petty and produce drama. It is essential, if we want more TEAM, that we identify these behaviors and work to eliminate them as much as possible.

Some of the most common behaviors that lead to drama are:


• win vs. lose mentality (or a “winners” and “losers” culture)

• needing to be “right”

• side conversations (rather than “open”, transparent, dialogue)

• using people as a scapegoat

• colluding (drawing in and manipulating people to your “side”) 

• playing adaptive roles

• identifying a “designated patient”

Drama creates defensiveness and encourages people within the group to play dysfunctional roles so we teach you how to eliminate drama so that you can start building high functioning TEAMs.


5 Tips for transforming your group into a team

Do you want to experience more TEAM at work?  How about more team in other areas of your life, such as family or community?  Do you manage a department where getting things done feels like a constant struggle?  Do you feel communication overwhelm, where there are too many meetings and emails?  Are people in your organization more reactive then proactive?  Is everybody stressed to their limit?  

What if things could get done with less energy and effort?  What if you could not only achieve more efficiency and effectiveness, but innovate as you go to create systemic change and new possibilities for the future?  

Make it a priority to begin to shift your group into a TEAM – you’ll not only love the way TEAM works; you’ll love the way TEAM feels as your getting the work done! 

 A group is motivated by self-interest, but a team is motivated by shared interest.  Here are 5 great tips to get your group moving toward TEAM: