Courses/Teams & Culture/Building High-Performing Teams
Building High-Performing Teams
A scenario-based e-learning course on the behaviours that make a team perform.
Overview
A scenario-based e-learning course on the difference between a real team and a group that shares a manager: psychological safety as observable behaviour rather than a slogan, purpose and roles clear enough to remove ambiguity-driven conflict, and disagreement run productively. In production. It will ship as a scenario-based, self-paced e-learning course: a SCORM 1.2 package for your LMS, with completion tracking.
Format. Self-paced, scenario-based e-learning. SCORM 1.2 — upload it to your LMS and completion tracks automatically.
Who it is for. Any organisation that wants to run this as self-paced learning; suitable for employees at any level.
What learners take away
- Distinguish a real team from a working group and locate their own team on the performance curve.
- Build trust and psychological safety through specific, observable behaviours rather than slogans.
- Set purpose, goals and roles clearly enough to remove ambiguity-driven conflict.
- Run disagreement productively and choose the right decision mode for each call.
- Establish peer accountability and an operating rhythm that keeps commitments visible.
- Diagnose their team against five signals and build a 90-day development plan.
Course outline
Separates real teams from working groups using Katzenbach and Smith's definition and performance curve, then reviews what the evidence — Google's Project Aristotle and Hackman's conditions — says predicts team effectiveness. Participants locate their own team on the curve with behavioural evidence.
Covers predictive versus vulnerability-based trust and Edmondson's psychological safety: what it is, what it is not, and the small behaviours that build or destroy it. Participants complete a confidential safety audit of their own team.
Applies Hackman's compelling-direction test, team-level goals and role mapping, and introduces the GRPI insight that most interpersonal conflict is ambiguity in disguise. Participants map roles across live deliverables and start their team charter.
Distinguishes task from relationship conflict, sets norms that make disagreement useful, and introduces four decision modes. Groups apply the full toolkit to a case study of a team whose silence reads as agreement, choosing the international or GCC version.
Covers why effort hides in groups, peer accountability as the mark of a real team, feedback as a scheduled habit, and the operating rhythm that keeps commitments visible. Participants rehearse an accountability conversation using a three-part script.
Uses Tuckman's stages as a reading lens, then a fifteen-statement diagnostic across the five signals of team health. Each participant builds a 90-day team development plan and commits to a first action out loud.
What you get
SCORM 1.2 package
A self-contained course you upload straight to your LMS — no installation, no dependencies.
Completion tracking
Reports status and completion back to your LMS like any SCORM course.
Scenario-based
Learners make real decisions inside a workplace story and see what each choice costs.
Per-organisation license
Host it for unlimited internal learners — one-time purchase, no per-seat or renewal fees.
The license in one sentence
Buy once and host the course on your own LMS for unlimited internal learners — no per-seat and no renewal fees. You may not resell or redistribute the SCORM package itself. Full license terms
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