Team Leadership Development

What’s Involved in Team Leadership Development?

There are many types of work groups and teams in organizations. Few, however, function at peak levels and unfortunately, not all work groups exhibit teamwork. By contrast, teams whose members are truly engaged, committed to a clear purpose, and have a deep sense of responsibility are an unbeatable force.

CMOE understands that effective teamwork and group development can be challenging to achieve and has developed a comprehensive portfolio of Teamwork and Team Development solutions. These team coaching programs and tools are designed to assist teams and leaders in overcoming common team challenges and unlock formulas for success. Topics and areas of focus include improving communication, tapping into creativity, maximizing resources, overcoming resistance, dealing with change in a positive way, and increasing alignment. The team development services described below are designed to assist intact teams, cross-functional teams, or mixed groups of individuals seeking to be a high-performance team.

Customized Team Development Services

CMOE utilizes a customized and data-driven approach to our team development services. We understand each organization is unique and a successful team development experience needs to reflect your organization’s goals.

CMOE will work with you to understand the team’s strengths and opportunities for improvement and find proven ways to ignite a new levels of team performance. We offer a variety of approaches to team development and retreats so leaders and team members reach their full potential.

Are you interested in a free team evaluation?

Team Leadership Development Products & Services

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In-person & Live Online

High-Performance Teamwork

Equip team leaders and members with the skills and tools to elevate team performance, leadership, and cohesion while addressing opportunities for improvement.

  • Enhance alignment and commitment to team objectives
  • Improve team communication
  • Implement practical solutions to team challenges
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In-person & Live Online

Leadership Team Alignment Workshop

Unleash the operational effectiveness of your leadership teams & drive results by enhancing alignment.

  • Accelerate progress on priorities & initiatives
  • Uncover & collaborate on operational challenges
  • Resolve differences & issues that interfere with team performance
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In-person & Live Online

Retreats for Teams

Provide your team with a unique and inspiring retreat experience that energizes their commitment and capability in leading the organization.

  • Build team cohesion and synergy
  • Tackle critical challenges
  • Cultivate an environment that empowers all members to contribute fully
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In-person & Live Online

Corporate Outdoor Training and Team Building

Leverage the outdoor & experiential exercises to deepen awareness about team dynamics & build a high-performing team in practical applications.

  • Enhance team trust & cohesion
  • Push team capabilities to new levels
  • Utilize the resources & talent found within the team
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In-person & Live Online

Leading Groups to Solutions: Facilitation Skills for Team Leaders

Define group objectives and gain team consensus to facilitate projects with many contributors.

  • Manage the structure of team sessions to encourage rich discussion
  • Maximize the contributions of all individuals
  • Collaborate on problem identification and solution development
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In-person & Live Online

Orienteering: A Team-Building and Development Simulation

Orienteering is a powerful & challenging outdoor learning experience that strengthens leadership & teamwork.

  • Gain valuable insights about individual & team dynamics
  • Identify & overcome team barriers & obstacles
  • Direct focus & energy on solutions to critical team issues

The Benefits of CMOE’s Teamwork Workshops

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While many work groups find it challenging to achieve peak performance, truly engaged and purpose-driven teams are unstoppable. Teamwork workshops and development solutions transform groups into exceptional teams by creating alignment, enhancing communication, addressing obstacles, optimizing team processes, and deepening commitment to shared goals.

Elevates team performance and individual contribution
Boosts employee engagement
Strengthens collaboration and cohesion
Builds trust and openness to different perspectives
Sparks creativity and innovation

Online Team Leadership Course Library

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Do you prefer learning at your own pace? Here are a few curated resources to complement your learning journey and elevate your professional skills.

The Team Approach

Book
$19.95

Team Alignment Survey™

Survey
$35

High-Performance Teamwork

Course
$195.00

Leading Groups to Solutions

Book
$19.95

High-Performance Teamwork – Premium Package

Course
$595.00

Can’t find the perfect fit? Contact us today for a custom solution that meets your team’s needs

Additional Team Leadership Development Resources

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    How to Demonstrate Teamwork in the Workplace

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  • Characteristics of a great team player

    The 7 Characteristics of a Team Player

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What Are Our Customers Saying

After going through the Supervisor Development Series, I was able to identify some personal deficiencies in my approach to management, as well as some constructive ideas to better interact with coworkers, producing a higher level of performance. I would highly recommend CMOE’s Supervisor Development program to anyone who wants to develop their management skills and take teambuilding to the next level.

Kevin M.

Sales Director – Pest Control Services

I just wanted to send you a quick note to thank you for everything this weekend! It exceeded any expectation I had… by far. Every member of CMOE that we encountered was positive, encouraging, knowledgeable, and eager to help us in any way they could. The training was an eye-opening experience that will benefit us all for years to come!

Taryn K.

Accounting Manager – Global Audit, Tax, and Consulting Firm

The leadership team had an excellent time. I am still hearing VERY POSITIVE FEEDBACK from the entire company on the strategy simulation and the overall learnings. I don’t think I truly gave you all enough ‘props’ publicly when I took the mic but it really got people thinking and affirmed the things we are doing to create a high performance culture here.

Adrienne B

VP of HR – Global Investment Institution

I just wanted to thank you again for an absolutely phenomenal couple days of training. Trust me when I say I needed this course desperately, as I am far too operational and frankly in the weeds. This will help me be more strategic. I sincerely enjoyed my time with you and the group, and again cannot thank you enough for your time and energy.

Ryan C

District Manager – Transportation and Logistics

I want to thank you for your insightful presentation. I have attended other seminars that our company has provided over the years, and never before has one affected me as much as your Coaching Skills class. I feel that the skills of your presenter and the support materials are unmatched.

Andrew W

Team Leader – Multi-national Grocery Chain

I am thoroughly impressed by the Coaching TIPS2 program and the way you can coach different “types” of personalities and different professional levels. The practice scenarios helped me to discover where I can be a better coach.

Liu X

Sr. Talent & OD Director – Multi-national Telecommunications Company

The digital Supervisor Development program has been critical to our business as we’ve worked to fill our open leadership positions with our current workforce. After doing some analysis, I’ve found that those who complete the experience have a better transition to a leadership role, and on average they have an 18% lower turn-over over rate over the course of a year. This has been a life saver! Thanks.

Yvonne M.

SVP – Learning and Development – Aerospace Manufacturer

I wanted to reach out and let you know that I have received more positive feedback regarding the Team Alignment session. The group feels that this has helped us get to a healthy spot, air out some team issues, and rebuild those personal connections. It was just the reboot our team needed.

Dave G

COO – Fortune 500 – Facilities Management Provider

We have experienced a 16% increase in productivity for six straight years after implementing the Coaching Skills, Teamwork, and Facilitation Skills training programs from CMOE in alignment with their lean manufacturing principles.

Dave P

CEO – Hydraulics and Electronic Systems Manufacturer

How do I know that there has been a behavior change in the attendees? I’ve seen supervisors, who previously wouldn’t address difficult issues with employees, address these issues; end up with a plan for change; and obtain buy-in from the employees. They did this by using the skills and tools from CMOE’s workshop.

Cindy A. S.

Manager Employee Development – Insulation Materials Manufacturer

I wished I had this training when I began my management career 15 years ago.

Paola A

Sales Leader/Workshop Participant – Biotechnology Company

WOW! We changed some people’s lives this week. I’ve gone a lot of places and done a lot of things, but this outdoor team retreat was definitely one of the top things I’ve ever done. From a professional development standpoint, it stands alone at the top.

Bill R.

Vice President – Global Conglomerate

Frequently Asked Questions About Team Leadership Development

What is team-leader training?

Team-leader training refers to learning and development experiences that are designed to enhance the effectiveness of individuals who lead others. Team leadership has less to do with leading through formal authority and more to do with establishing clear direction, expectations, and accountability for accomplishing the work of the team.

Team leaders can be formal or informal but are always instrumental in organizing the work and members of the team in a way that will allow the team to successfully accomplish its goals. Effective team leadership is built on a combination of task-oriented processes and people-oriented processes; both must be in place for the team to be successful.

Building a high-performance team takes time, effort, and skill. Team leaders must create the conditions for the team to be successful by helping team members establish working agreements, develop their individual and collective abilities, see the value of diverse backgrounds and skills, find ways for each person to contribute the best of themselves, and fulfill the team’s mission and purpose.

Teams are built on a foundation of trust. Individual team members must trust that their peers will be respectful, keep their promises, do what they say they will do, and ask for help when it’s needed. Team leaders must trust that they have surrounded themselves with the best people to do the job and given their team members the resources, guidance, support, and parameters they need to be successful—and if they haven’t, they need to be open to hearing that feedback from the team.

Team leaders can’t know or do everything; they must rely on their team members for their unique experience and subject-matter expertise and support each person’s growth so that they can continue to contribute to the team’s objectives and deliver expected results.

As organizations evolve, the ability to work as a team becomes ever more important. Most of the work done by organizations today is accomplished as a team; there are few instances where people work entirely by themselves. Even in situations where the work itself is completed by an individual alone, the end product is typically scoped with and delivered to a customer of some kind, meaning that teamwork skills are still relevant. A few of the teamwork skills that are essential to the workplace are emotional intelligence, communication, collaboration, coaching, delegation, conflict resolution, and change management.

Collaboration and teamwork are related but not the same. Collaboration begins with a discussion or series of discussions related to something that a group of people need to accomplish together. Collaboration is something that should be occurring in a team but isn’t exclusively for teams. It is a tool that can be used anytime people need to work together. Collaboration can be extremely helpful when parties have competing priorities or areas of focus, such as when different business functions are required to work together to achieve a larger organizational goal. Collaboration usually involves establishing an understanding of the needs and goals of both parties and then working together to ensure that all of those needs are met. As the project goes forward, all parties move in tandem towards a collective goal and work together very closely throughout the process. Teamwork usually involves some level of collaboration, especially during the planning stages of a group project, but once the parameters of an assignment have been established, individual team members are left to complete the parts of the project or series of tasks for which they are directly responsible on their own. The individual work is then brought together to create the collective result.

There are many benefits of teamwork in the workplace. The greatest value of teamwork is the diversity of perspectives, skills, and experiences that individual team members bring to the team. Getting trapped in a particular paradigm or way of thinking is very easy, especially for people who have deep knowledge of a subject or many years of experience in a given field. The alternative perspectives and opinions that members of a team offer to the conversation can spark greater creativity, new solutions, different modes of thinking, and innovative ideas. Teams that can capitalize on these benefits and successfully execute on the plans they create together will reach higher performance and achieve better results for their organizations.

In 1965, psychologist Bruce Tuckman developed a model of the stages of team development that is still widely cited. Tuckman’s four-step model included the following stages: Forming, Storming, Norming, and Performing. In 1977, Tuckman added a fifth stage, Adjourning, to the original four. Most teams, regardless of the purpose for which they have been brought together, experience some version of Tuckman’s stages.

The earliest stage of team development, “Forming,” can be thought of as the “orientation” phase. During this phase, team members are trying to get their bearings and tend to be deferential, overly polite, and full of enthusiasm for the future. Team members are likely to begin discussing the team’s goals, ground rules, and individual roles on the team during this phase and will require firm direction from the leader because team roles and group dynamics have not yet surfaced.

“Storming” happens when team members begin to grate on one another’s nerves. They may experience a clash in working styles or expectations which can result in conflict, something that can be of great benefit to the team as long as it is openly dealt with and navigated through rather than avoided.

“Norming” happens when team members move past their previous challenges and begin to recognize other team members’ value and strengths, even if they differ significantly from their own (and sometimes because of it). People feel more comfortable challenging one another and providing constructive feedback during this stage because there is an increased level of trust and a sense of reliance upon one another for the team’s success.

The “Performing” stage is where team performance reaches its peak because all team members are using their individual skills to move in concert with their peers towards the same goal.

The “Adjourning” phase of team development is most prevalent on special-project teams where the team is disbanded once the project is complete.

Some teams never move beyond a certain stage. For example, if the team leader cannot find a way to help his or her team through the “Storming” phase, the team will become embroiled in petty conflicts and will never reach its full potential. Likewise, some teams may perform well enough as a collective but never truly experience the flawless symbiosis that exists on a true high-performance team. Backsliding into previous stages is also very common and isn’t always indicative of a problem; sometimes a high-performance team will return to the Forming or Norming stages when one or more team members are added to an existing team or the team is required to deliver its end products or services in new ways or to new customers who have different expectations.

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