Team Culture: In Parallel

Culture drives results.

  • 45% to 70% of all change efforts fail and studies show culture is a critical factor.
  • The Deloitte Human Capital Trends report found that culture is one of 2016's most important business challenges because weak culture and low employee engagement lead to high turnover.
  • Replacing talent is expensive - just one employee in a technical role costs $150,000 to $200,000 to replace ( 2X an employee's salary or more for higher-level positions).
  • The Fortune 100 Best Companies to Work For say culture influences their talent retention and financial returns.
  • Because of this, 86% of organizations say culture is one of their top challenges. However, Deloitte found that only 28% of executives understand their culture.


Culture is hard to understand because it is intangible, but it translates directly to the bottom line.

Culture drives results.

  • 45% to 70% of all change efforts fail and studies show culture is a critical factor.
  • The Deloitte Human Capital Trends report found that culture is one of 2016's most important business challenges because weak culture and low employee engagement lead to high turnover.
  • Replacing talent is expensive - just one employee in a technical role costs $150,000 to $200,000 to replace ( 2X an employee's salary or more for higher-level positions).
  • The Fortune 100 Best Companies to Work For say culture influences their talent retention and financial returns.
  • Because of this, 86% of organizations say culture is one of their top challenges. However, Deloitte found that only 28% of executives understand their culture.


Culture is hard to understand because it is intangible, but it translates directly to the bottom line.

Soma Collaboration's clients report:

Soma Collaboration's clients report:

These changes have retained senior-level talent and reduced conflict and stress.

And helped successfully manage change and launch products, even in non-ideal situations.



"Terra's role was a challenge most people would have run from. She did a great job keeping us focused and on track with incremental improvement. Really not sure what we would have done without her."
-Dana Franke, Director Financial Operations, Health Republic Insurance


These changes have retained senior-level talent and reduced conflict and stress.

And helped successfully manage change and launch products, even in non-ideal situations.



"Terra's role was a challenge most people would have run from. She did a great job keeping us focused and on track with incremental improvement. Really not sure what we would have done without her."
-Dana Franke, Director Financial Operations, Health Republic Insurance


Agile & Customizable

Agile & Customizable

Real-Time

Real-Time

Collaborative

Collaborative

Built-In Application

Built-In Application


How does it work?

The process starts with a culture assessment based on leading-edge research. This data gives you a clear picture of your current culture. To bridge the gap to your desired culture, development is embedded in your workflow so it is responsive, sticky, and relevant - and paced appropriately for your team. You get hands-on support throughout the entire process.


The process, called In Parallel, brings a unique combination of project and change management, conflict resolution, team culture improvements and mindfulness, so you can create a collaborative culture over a few months while delivering great work!


We focus on team development over individual performance because of the trend to more collaborative work. This Future of Work podcast and the Deloitte Human Capital Trends report support this focus.


There are six phases in the In Parallel methodology, which you can learn about on this Cardsmith board, and three tracks, which you can read about here. The approach is highly customizable to the challenges and goals of your particular team.


Through the process, your team can become more confident, collaborative, open, driven, energizing, and yes, fun. Expect the rate of high fives in your office to double.


"Business co-founder relationships are like a marriage. Like any relationship that really matters to you, when it goes awry it negatively affects your whole life. Terra was amazing because she created a safe space and the framework to do the work to improve our relationship and accept any outcome. Terra successfully guided us through what we both felt was an intractable problem. She untangled us. The process was short but intense, and provided incredible value. We both ended up better individually, and our working and personal relationship is dramatically improved. Several months after working with Terra, we are still moving forward along the path that she helped us create for ourselves."
-Monica Borrell & Jo Wollschlaeger, co-founders, Cardsmith



How does it work?

The process starts with a culture assessment based on leading-edge research. This data gives you a clear picture of your current culture. To bridge the gap to your desired culture, development is embedded in your workflow so it is responsive, sticky, and relevant - and paced appropriately for your team. You get hands-on support throughout the entire process.


The process, called In Parallel, brings a unique combination of project and change management, conflict resolution, team culture improvements and mindfulness, so you can create a collaborative culture over a few months while delivering great work!


We focus on team development over individual performance because of the trend to more collaborative work. This Future of Work podcast and the Deloitte Human Capital Trends report support this focus.


There are six phases in the In Parallel methodology, which you can learn about on this Cardsmith board, and three tracks, which you can read about here. The approach is highly customizable to the challenges and goals of your particular team.


Through the process, your team can become more confident, collaborative, open, driven, energizing, and yes, fun. Expect the rate of high fives in your office to double.


"Business co-founder relationships are like a marriage. Like any relationship that really matters to you, when it goes awry it negatively affects your whole life. Terra was amazing because she created a safe space and the framework to do the work to improve our relationship and accept any outcome. Terra successfully guided us through what we both felt was an intractable problem. She untangled us. The process was short but intense, and provided incredible value. We both ended up better individually, and our working and personal relationship is dramatically improved. Several months after working with Terra, we are still moving forward along the path that she helped us create for ourselves."
-Monica Borrell & Jo Wollschlaeger, co-founders, Cardsmith


How much time will I need to invest in In Parallel?

In Parallel is designed to work alongside your team without taking away time from work. We may do something different for a few minutes at the start and end of meetings to make them more efficient and productive for a net gain. For individuals who would like extra support, we will work together in 30-90 minute sessions as needed. I will be on site with your team about 20 hours a month, facilitating meetings and coaching individuals, and will do analysis and planning off-site.

How much time will I need to invest in In Parallel?

In Parallel is designed to work alongside your team without taking away time from work. We may do something different for a few minutes at the start and end of meetings to make them more efficient and productive for a net gain. For individuals who would like extra support, we will work together in 30-90 minute sessions as needed. I will be on site with your team about 20 hours a month, facilitating meetings and coaching individuals, and will do analysis and planning off-site.

Can you share some specific examples of outcomes you've seen?

Yes, here is one: a cross-functional team working on a mission-critical project was struggling with unproductive meetings and competing priorities. Each team member argued a position without listening to others or thinking of the bigger picture. This created gridlock.

By making small adjustments in meeting structure, they were able to hear each other, and by listening, could see how individual priorities fit into the bigger picture. In a few short weeks they moved from competing to collaborating. Over several months they launched a new product and with my support skillfully navigated challenging situations as they arose.

Please feel free to contact me for more examples from previous collaborations.

Can you share some specific examples of outcomes you've seen?

Yes, here is one: a cross-functional team working on a mission-critical project was struggling with unproductive meetings and competing priorities. Each team member argued a position without listening to others or thinking of the bigger picture. This created gridlock.

By making small adjustments in meeting structure, they were able to hear each other, and by listening, could see how individual priorities fit into the bigger picture. In a few short weeks they moved from competing to collaborating. Over several months they launched a new product and with my support skillfully navigated challenging situations as they arose.

Please feel free to contact me for more examples from previous collaborations.

Leading companies are driven by great culture. Let’s develop yours.

Leading companies are driven by great culture. Let’s develop yours.

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