There are so many sources of imbalance and disruption in the life and work of teams, and over the years we have helped many to move past them.

Relief has so often come just from realising that a ‘team’ was really a group (there is a difference!), and the challenges they were suffering of coordinating to achieve one collective goal were never on the agenda!

Collaborating or co-operating whilst occupying the same ‘space’ was frequently not only achievable, but stimulating and productive with this new understanding.

We help teams and groups often to perceive the elephant in the room, or to build links and bridges where there were only barriers and obstacles before. Our role is often to facilitate complex discussions, the creation of shared visions and common purpose, or alignment of intentions and previously competing schedules.

In addition to helping teams resolve issues, to function with ease and to achieve what is important to them, we offer a one-day Discovering Personal Preferences workshop.

Team Management Systems (TMS) is the foundation to this workshop, and enhances much of the work we do with teams. Designed to provide understanding of the types of work endemic to teams, and how personal perceptions, tendencies and experiences interact with work preferences and vice versa, you become familiar with your own and others unconscious attentional filters.

Individuals in management or leading roles in organisations, members of teams and those responsible for making things happen find this workshop particularly insightful, stimulating and helpful.

TMS has greater face validity than other instruments like Myers-Briggs Type Indicator (MBTI), and greater accuracy than Meredith Belbin’s Team Roles.

It is derived from the Types of Work Model for teams, and it reveals deep-seated preferences for each team role, rather than attempting to extrapolate from psychological or personality types. Bill is a Master Trainer of TMS, certified in 1994, and first accredited in its application 1987.

Created and developed by Charles Margerison and Dick McCann, the system is based on the Team Management Profile Questionnaire (TMPQ), a sixty-question instrument designed to indicate personal preferences on four scales about:

  • how we relate to other people
  • how we collect and use information and ideas
  • how we make decisions, and
  • how we organise ourselves and others

The specific combination of these preferences provides a powerful predictor of the parts of their work that individuals will tend to give most attention to, how they will approach doing their job, and shows what influences them to operate the way they do in a team.

An individual’s work preferences will also indicate how they learn and take in information and ideas most readily, and provide a valuable guide to how best to communicate with and influence them.

This helps you realise how these preferences tend to affect your working relationships, link to personal communication and learning styles, and how to make learning, communicating and collaborating so much easier as a result.

The self-awareness and mutual understanding that TMS profiles can offer form a powerful and effective vehicle for accelerating the work of building a new team.

Team Coaching – We work with teams to help achieve particular results, to move beyond obstacles or unhelpful influences.  They often go on to improve company performance through enhanced inter-team collaboration or coordination with other functions and agencies.