ONE team - Team Building Process

ONE Team flexible modules

An effective team is one that can solve its own problems, and the ability to solve problems is predicated on an ability to identify and remove obstacles that deflect energy from those problems. When the team members are expending energy on hidden agendas, internal conflicts, role ambiguity, confusion about the team's values or vision, or how to give one another essential feedback, they cannot focus their best efforts on solving the work-related problems that continually arise.

3CM's Four Phases of ONE Team Building Process

The Four Phases ONE Team Building Process Overview


Prior to the session, 3CM consultant will conduct that session interviews with each of the team members (including team leader) privately, the limits of confidentiality, and plans for using the interview data in idintifying the issues.


3CM consultant will analyse the data and information so that a recommendation can be made for a formal pschometric assessment to further diagnose the issues.

Resolving identified issues

The entire team meets in a room that affords privacy and freedom from interruptions. The 3CM consultant will brief and discuss the report findings explaining the analysis and elicit and answer questions for clarification. For the duration of the session, the consultant assists the team members in working through the posted information-reinforcing openess, risk taking, trust and interdependence. The consultant and delegates carefully record all elements and develop an action plan for implementation and follow-through.

Following through

At the scheduled follow-though meeting the team leader and the members review their action plan to determine the deliverables and the success criterias. At this point, a review and evaluation process for any adjustments and improvements.

3CM's Experiential Learning Cycle

Experiential Learning Cycle
Experiencing Publishing Processing Generalising Applying
Learning from a 'doing' a relevant and engaging activity Learning from sharing reactions and observations with other participants Learning from examining that activity critically and discussing patterns, dynamics with other participants Learning from useful insight that could be used outside the activity setting Learning by applying the insights to work by determining how it could be used in actual situations.

3CM's Flexible Team Building Process

Flexible Team Building Modules
Module Name Module Overview Module Duration

ONE team...


Team Effectiveness will help the team members to assess and work on improving their effectiveness in working together as a unit.  

Assessing a team's effectiveness consists of gathering information about how the team is presently functioning, analysing that information, and pinpointing problem areas. Once the problems have been identified, they can be worked on.

One critical aspect of team effectiveness has to do with the team members degree of skill and comfort in giving and receiving feedback.  

In order to build themselves into an effective team, the members must be able to discuss freely with one another how their team is functioning, how they interact, and what processes they use to fulfil their responsibilities.  Consequently, the activities in this module concentrate on such topics.


Eight (8) Flexible Sessions @ Between Two (2) and Four (4) Hours Each

ONE team...


This section help team members to clarify the process by which they choose or act, both individually and as a team.  Through learning activities the team members can learn what motivates them; this information can be used, in turn, to help clarify how the are inclined to behave in response to the work environment and to situations that arise in team life.

Some of the Goals here are to:

  1. Provide team members to examine, identify and clarify their personal and professional values.
  2. Allow team members to explore the interrelationship of personal values and values expressed by and in organisations.
  3. Assist the team members in identifying team norms.
  4. Develop the team members' awareness of their individual problem solving strategies and decision making.
  5. and a few more...
Six (6) Sessions @ One (1) Hour Each = Total (6) Hours

ONE team...

Crucial Feedback

The Feedback section is designed to increase the team members' understanding of themselves and one another.  It's imporant to consider the readiness and wilingness of teamm members to deal with feedback, the comfort and trust that exist within the team, the maturity level, their experience or lack of experience with similar activities.

These feedback activities can improve and enhance team-member relationships. It's very important that 3CM conducts suficient analysis of the team's unique situation, because of the high level of risk involved. 

The 3CM consultant will take extra care to be sensitive to team-member needs.

Ten (10) Flexible Sessions @ Between One and Two (2) Hour Sessions

ONE team...

Role Clarification

To do their best work, team members must clearly understand their own and one another's roles.  Each team member's role must match that person's skills, values and goals.  When roles are unclear or when people and roles are inappropriately matched, the result is lack of productivity, loss of confidence in themselves and the Team Leader.

Because these issues are so important to a team, role clarification is often a part of a team-building effort.

The activities in the Role Clarification section concentrate on such goals as clarifying expectations, sharing role perceptions, renegotiating role responsibilities, expanding the team members' perspectives about one another's abilities, and development awareness and appreciation of the effects of roles on the team.


First Session @ Three (3) Hours

Second Session @ Between Three (3) and Six (6) Hours (depending on numbers)

Three (3) Sessions @ Two (2) Hours

ONE team...

Problem Solving | Decision Making

Problem solving and decision making are the essence of the team.  The crux of team building is to remove obstacles to effective problem solving and decision making.  Some of the goals here are to:

  1. Provide an experience in clearly defining a problem.
  2. Study the sharing of information within a team,
  3. Focus on experiencing and co-operating in team problem solving.
  4. Offer the team members an opportunity to observe the emergence of leadership behaviour in team problem solving.
  5. Highlight the consequences of conflicts between individual objectives and team objectives.
  6. Provide a basis for exploring means to make teamwork more effective.
  7. Allow the team members to explore the process of action planning.
Seven (7) Sessions with a Total of Eight (8) Hours (depending on numbers)

ONE team...

Member Relationships

The relationships that team members share with one another have a direct bearing on the team's effectiveness. Some of the goals here are to:

  1. Increase the team members' understanding of group dynamics, power and special knowledge in decision making..
  2. Enhance the members' effectiveness at working together.
  3. Examine the effects of intrateam competition on team functioning.
  4. Illustrate various approaches to managing conflicts with active learning by role plays.
  5. More achievable us.

Six (6) Sessions @ One (1) Hour Each

One Session @ Up To Four (4) Hours (depending on numbers)

Another Three (3) Sessions @ Two (2) Hours Each

ONE team...

Intergroup Participation

No team exists in a vacuum; even an extremely effective team may encounter difficulties in accomplishing tasks that necessitate the participation of other team units. When such difficulties arise, they can quickly lead to feelings of "us" and "them."  These negative perceptions and generalisation need to be shared and dealt with so that teams or units in question can be productive in their shared work.

This section addresses the relationship of a team with one or more other units within the same organisation. They are especially useful when two or more teams interact frequently or regularly.  

The activities accomplish such goals as to:

  1. Help team members define the position of their team within the organisation.
  2. Help the team define the positions of other organisational parts to which it relates.
  3. Help "clear the air" between two teams and develop intergroup understanding and acceptance so to create the basis for an improved relationship.
Seven (7) Sessions with a Total of Eleven (11) Hours (depending on numbers)

ONE team...

New | Temporary | Transition Teams

Team life is not static. Organisational change and growth mean that occasionally new teams must be formed; temporary teams or task forces must be established to accomplish specific, short term goals; and new leaders are brought in to replace those who move on.  Professional intervention can be especially helpful at these difficult times in a team's life.

The goals included in this section included here deal with issues such as promoting cohesiveness; exploring individual needs and interests; increasing openess, trust, and risk taking; clarifying assumptions about the team members' jobs

Eight (8) Sessions with a Total of Eleven (11) Hours (depending on numbers)

High Performance Coaching

Coaching for Sustainability
Your 3CM Leadership Coach will meet with each team member for two, one hour sessions to monitor and support the implementation After the individual coaching sessions there will be a two hour team coaching session to debrief a second Team Alignment Survey

Next's yours us on 1300 159 000 or click here to email 

Learning Strategy

Transference of LearningDeveloping a High Performance Culture

Our courses are highly participative workshops and project forums in the true sense.  You'll have an opportunity to explore issues and practice skills during individual and group activities (Action Learning).  We believe that the most beneficial elements of our workshops are your opportunities to perform the new skills and receive feedback (not only from the facilitator, but from your peers as well).

We use “Action learning”, as a process in which groups of learners collaborate to solve actual workplace problems. In this way, organisations benefit from gaining solutions to critical challenges and participants benefit by learning from their experiences.

We follow a quick pace in our workshops so expect a high-content, high-involvement, high-energy programme.  We'll use checklists, handouts, questionnaires, learning guides, worksheets and workbooks, and samples of templates to provide you with tangible guidance in developing new skills.  Numerous tips and techniques are contained in the course materials and reinforced during exercises.  The focus and efficiency you gain from the workshop will reduce your extra workload.

To summarise – our approach is to do it rather than talk about it.

Learning Methodologies

Assessment Centre - Diagnostics Tools

  • DiSC® Psychometric Behavioural Assessments
  • EBW Business EQ Assessments
  • P8 Organisation Culture Assessments
  • TIA Trust Inside Teams Assessments
  • The 5 Behaviours of Cohesive Team Assessment
  • Competency Based Assessments
  • Learning Style Assessment

Learning Delivery

  • Facilitated sessions by high callibre practitioners
  • Case studies that are relevant, practical and applied
  • Guided discussion, rather then theory and textbook
  • Syndicate work, collaborative and applicable to real workplace situations
  • Workplace projects linked to strategic and operational imperatives

Support for Blended Learning

  • Learning Resources (including high quality 3CM designed templates and handouts)
  • Learner Workbooks and Worksheets
  • eLearning (flexible and blended approach)
  • Webinars
  • Coaching (3CM’s coaching can increase transference of learning from 20% to 88%)
  • Formative and summative assessments

Your Guarantee of Quality

Since 1991, 3CM have met stringent AQTF requirements; programmes are covered by a 100% satisfaction guarantee. If we fail to meet your expectations, contact us and we will negotiate corrective action.


Flexible Modular Learning

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Units of Competency

  • []: Team Effectiveness
  • []: Team Values
  • []: Crucial Feedback
  • []: Role Clarification
  • []: Problem Solving & Decision Making
  • []: Team Member Relationships
  • []: New & Transitional Teams

Customised InCompany Learning

We can customise individual workshops, a combination of workshops, or one of our certification programs to give you a relevant and applied methodology. Tailored or fully customised to meet your specific workforce development needs.

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George and his staff are exceptionally skilled in their ability to customise the program to suit our needs, their high attention to detail, and their willingness to coach and instruct our staff on an individual level according to the individual's ability

Murray Berros Mrs. Macs