Trust
People speak up, admit mistakes and ask for help early.
Team Building
Team effectiveness workshops that change how your team works
Workshops that build trust, honest debate and shared accountability, based on your team's real dynamics.
Who it is for
- Intact teams that want to work better together
- Senior and executive leadership teams
- New or reshaped teams that need strong foundations
- Cross-functional teams with friction or unclear roles
What teams get better at
Healthy conflict
The team debates ideas openly and reaches better decisions.
Shared accountability
Everyone owns the team's results, not just their own area.
Key facts
- Formats
- Virtual or face to face, at the same price, across the UK and worldwide, in English, French, German, Spanish and Portuguese.
- Length
- Workshops from 90 minutes, two or three in a day, or six-workshop pathways run as two intensive days or six spaced sessions.
- Price
- One workshop from £850, two in a day from £1,500, three in a day from £2,000, and pathways from £4,000. All prices exclude VAT. See all prices
- Discounts
- Public sector, NHS and registered charities get 10 to 15% off.
- Group size
- Agreed at booking to protect practice time.
- Delivered by
- Senior practitioners from a team of 22, including ICF and EMCC accredited coaches and Genos emotional intelligence and Insights Discovery practitioners.
- Track record
- 97% average satisfaction across 500+ programmes and workshops.Source: Growth Performance internal research data and surveys, June 2016 to June 2026.
Which conditions it supports
Three conditions decide whether AI and other change turn into better work: Adoption, Adaptation and Acceleration.
Adoption
Whether people take on the change and make AI part of their work.
Trust lets people admit mistakes early, including mistakes made with AI.
Explore adoptionAdaptation
Whether people can direct, combine and check AI agents in real work.
The team agrees who does what, who checks it and how new tools fit.
Explore adaptationAcceleration
Whether the organisation is ready as change keeps speeding up.
Regular charter reviews turn what the team notices into new habits.
Explore acceleration
What it covers
- Team performance workshops
- Leadership team development
- New team formation
- Personality and communication profiling
- Psychological safety workshops
- Team resilience programmes
Ways to work with us
Psychological safety trainingFor teams where people hold back ideas, questions or concerns.Insights Discovery workshopsProfiles and workshops on communication styles and preferences.Team charterA free template to agree how the team will work together.Team workshops in the libraryStandalone workshops with published prices, from £850.
How it works
- 1
Measure
We agree the question to measure, then take a baseline with a free diagnostic.
- 2
Workshop
We work on the team's real dynamics, not generic activities.
- 3
Revisit
The team returns to its norms and charter to review what changed.
Format and price. Half-day to two-day residential workshops, or a series over three to six months. Library workshops have published prices; tailored programmes are priced by proposal.
Frequently asked questions
What is team building and why does it matter?
Team building deliberately develops the trust, communication, shared purpose and accountability that help people work together. Psychological safety research offers one useful lens, alongside the conditions for effective team work; no single factor explains every team's performance.
What makes your team building workshops different?
Rather than activities alone, our workshops use team effectiveness frameworks, psychological safety research and, where appropriate, Insights Discovery as development lenses. Workshops are scoped around your team's dynamics, with agreed working practices and follow-up measures; lasting behaviour change is a goal, not a guaranteed outcome.
How long does a team building workshop last?
Team building workshops range from half-day sessions through to 2-day residential programmes. For teams needing significant development, we recommend a series of workshops over 3 to 6 months combined with team coaching. We'll recommend the right length and structure after understanding your team's starting point and goals.
Can team building be delivered virtually?
Yes. We design highly effective virtual team building workshops for remote and hybrid teams. Virtual sessions use the same research-backed frameworks as in-person workshops and are designed to build genuine connection across distributed teams. Many clients run a hybrid model, a residential kick-off followed by virtual touchpoints.
Do you offer team building for leadership teams?
Yes, leadership team effectiveness is one of our core specialisms. Senior leadership teams often have unique dynamics: competing priorities, differing communication styles, and individual accountability masking collective performance issues. We design bespoke senior team development programmes that build the alignment, trust, and candour that high-performing leadership teams require.
How do you measure team effectiveness?
We agree the outcomes with the team, select a relevant diagnostic, take a baseline and revisit the same questions after the work alongside observable changes in meeting habits, working norms and the team charter. A self-report score alone cannot establish causation.
What is the best team effectiveness model?
No single model fits every team. Lencioni helps examine trust and accountability; Hackman examines enabling conditions; Edmondson focuses on speaking up; Tuckman offers a language for changing group dynamics. Choose the lens that matches the team's actual question.
What questions should a team effectiveness survey ask?
Ask about clarity of purpose and roles, speaking up, trust, constructive disagreement, follow-through, meeting decisions and coordination. Use consistent questions before and after, but triangulate responses with actual team practices.
Background reading
The detail behind this page, for anyone who wants it.
Why most team building doesn't work
Most team building activities are enjoyable in the moment but leave no lasting impact on how teams actually work. A day of go-karting or escape rooms doesn't build the trust, communication, or accountability that drives real performance.
Google's landmark Project Aristotle study, one of the most comprehensive studies of team performance ever conducted, found that psychological safety was the single most important factor in high-performing teams. Not the right mix of skills, not individual talent, not even the right processes. Safety.
Research into team dysfunction consistently shows that teams fail not because of skill gaps, but because of absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.
Both bodies of research point to the same conclusion: effective team building addresses the human dynamics that either enable or inhibit collective performance. That's what we do.
Our team building framework
We use four research-informed pillars to build lasting team effectiveness.
- Psychological Safety. Building the environment where team members can take risks, voice ideas, challenge each other, and admit mistakes, without fear of embarrassment or punishment.
- Vulnerability-Based Trust. Going beyond professional courtesy to build the deep trust that enables genuine candour, collaborative problem-solving, and collective resilience.
- Healthy Conflict. Developing the team's capacity to engage in productive, ideas-based conflict, challenging perspectives, debating decisions, and arriving at better outcomes together.
- Collective Accountability. Shifting from individual accountability to team accountability, where every member feels responsible for collective results, not just their own area.
Team building workshops we deliver
All workshops are bespoke, research-backed, and designed around your team's specific dynamics and challenges.
Team performance workshops
Intensive team development workshops addressing the specific trust, communication, and accountability challenges holding your team back from peak performance.
Leadership team development
Specialist team building for senior and executive leadership teams, building the alignment, candour, and collective accountability that leadership teams require.
New team formation
Team building programmes for newly formed teams, establishing strong foundations of trust, communication norms, and shared purpose from day one.
Personality and communication profiling
Using Insights Discovery to help teams understand each other's communication styles, strengths, and preferences, and adapt to work more effectively together.
Psychological safety workshops
Dedicated workshops for building Amy Edmondson's psychological safety, developing the team environment where people contribute fully and challenge constructively.
Team resilience programmes
Developing the collective resilience, stress tolerance, and recovery capability that enables teams to sustain high performance under pressure.
How we measure team effectiveness before and after
For intact, cross-functional and leadership teams, we agree the question to measure before choosing an assessment. A baseline, agreed working norms and a team charter can then be revisited after the workshop. These free self-report tools prompt discussion; a score alone cannot establish causation or prove improved performance.
Five Team Performance Traps
Trust, conflict, commitment, accountability and attention to results.
Team Stage Assessment
How the group experiences its current stage of development.
Team Trust Builder
Patterns of trust and where relationships need attention.
Team Psychological Safety Audit
Whether members feel able to speak up, ask and disagree.
Remote and Hybrid Team Health Check
Connection and coordination across locations.
Meeting Effectiveness Audit
The clarity, participation and usefulness of meetings.
Team effectiveness models compared
| Lens | Use it when | Limit |
|---|---|---|
| Lencioni: five dysfunctions | Trust and accountability are blocking honest work. | A practical diagnostic lens, not a universal causal hierarchy. |
| Hackman: enabling conditions | You need to examine purpose, composition, structure and support. | Conditions matter, but do not prescribe every intervention. |
| Edmondson: psychological safety | People are reluctant to ask, challenge or report mistakes. | Safety is not the same as comfort or low standards. |
| Tuckman: team stages | A new or reshaped team needs a language for evolving dynamics. | Teams do not necessarily move through stages in order. |
| Team AI Readiness dimensions | AI is changing team workflow and decisions. | A context-specific discussion tool, not a validated general team effectiveness model. |
Explore team effectiveness models compared, how to build a high-performance team and psychological safety training. The library includes E1, E2 and E7 workshops, with published standalone options from £850; tailored leadership-team programmes and diagnostic-led team days are priced by proposal. Workshop formats range from half-day to two-day residential options, with a series over three to six months or a residential kick-off and virtual follow-up where appropriate.
Talk to us
Start with a conversation
Tell us where you want to focus and we will take it from there.
Sending an enquiry will not sign you up to any mailing list.