Developing Teams

Our Businesses are about people working together. We specialise in helping managers develop good teams.


Is it enough simply to appoint appropriate people to particular responsibilities? How will they / do they  work together, either in formal teams or ad hoc task groups matters?

Clarity of purpose – group dynamics – complementary characteristics; these all impact team performance. We help increase team effectiveness with team building, cohesion and evaluation.

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Please contact us if you would like further information or a chat






















Coaching and Mentoring

Coaching & mentoring can be very powerful in a team situation as well as with individuals.  Building on information gained through surveys, profiling or observation we work with teams to understand how they are inter-acting and hence the way this affects the over-all effectiveness of the team.

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We help clients to develop and implement appraisal schemes (including 360 appraisal), competency frameworks, training and coaching programmes. More generally we can provide consultancy on the cultural and behavioural aspects of change. The way change is approached is critical to teams maintaining or improving effectiveness.

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Working better together

Teams can waste a great deal of time and effort by failing to understand some basic principles of teamworking, working in a haphazard way and waiting for situations to arise before deciding how to deal with them. Understanding how a team can work effectively, even when it is made up of people with different personalities, interests and ways of working can save time and unnecessary hassle in the future. We can help teams establish ways they might work together, that would be best for them, and will enable them to be more effective and productive than would otherwise be the case

We help teams to work more effectively and productively.

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Managing Performance

Obsidian provides consultancy to “health check”, develop and refine appraisal systems, and training in their successful implementation and application. Our work ranges from the introduction of behavioural competency frameworks to :

  • Providing assistance in managing poor performance.
  • Working with organisations to completely rejuvenate their performance management of individuals, helping them ensure their people are motivated, committed and make their maximum contribution. ·
  • The sensitive application of upward feedback and 360° appraisal techniques – these can be so powerful if implemented carefully.
  • Comprehensive Management Development programmes incorporating electronic bulletins, experiential learning and individual mentoring.
  • Organisational Performance
  • Challenge your thinking and stimulate new ideas so your strategy for the future is robust and effective.
  • Map your processes and work with you to provide significant improvements in cost and quality.

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Profiling, in the context of teams, means creating a picture of how a team is actually operating; and then looking at the way individuals behave within a team.  The main techniques we use are Belbin, 360° surveys and Mental Toughness. These provide the background to enable group and individual development so that the “team” can become more effective as a unit within the business – and hence increase the business effectiveness.

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Our training supports clients in :

  • management and leadership (we run programmes endorsed by the ILM)
  • commercial skills (business planning, project management, sales & marketing, account management, negotiations, report writing, numerical skills etc)
  • personal effectiveness (self-awareness, influencing, inter-personal skills, planning & organising, presentations etc)
  • team working

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What is a ‘Team’?

Groups of people who interact frequently and are often located in the same area are often referred to as a “team”. However, such groups may be seen, by either themselves or others, as just a collection of people who work together (e.g. a “workgroup”). In many ways the distinction is immaterial and our approach is to focus on what people need to do together that will produce what is required in the best possible way.

The effective teams and workgroups model that we have developed, summarises the six core factors that our research and experience have shown need to be considered where people work together. Performance Management in our terms covers both organisational and individual performance, and the critical links between the two.

Addressing Practical Issues

Teams often find it difficult in raising, let alone discussing constructively, the issues that are fundamental to their success. An external facilitator can ensure these matters are brought into the open and are dealt with in a helpful and positive way. Our role in these situations is to:

  • clarify the team issues that need to be dealt with and identify what needs to be achieved
  • challenge, stimulate new thinking and ensure difficult issues are addressed
  • focus the team on the critical activities to reach the agreed goals

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