Performance Improvement Program

Our expert facilitators implement our performance improvement program to support organisations in building high performing teams.

The purpose of our Performance Improvement Program (PIP) is to build a high performing team through cultural change over a sustained period.

How does it work?

During the process, our facilitators partner with the organisation to implement the Leading Teams High Performing Teams model.

How do we implement our Model?

We facilitate conversations with clients to ensure their purpose is clear and understood. We support the creation of an environment where strong professional relationships and agreed productive behaviours allow genuine conversations to take place. These conversations will be used to reward behaviour and performance that aligns to the direction the team have agreed to take, as well as being a tool to allow the challenging of counterproductive behaviour where gaps in performance exist.

High performing teams model
Shelly McElroy

Our program will allow leaders to take ownership of their organisation’s culture and ultimately improve their performance. It provides all members of the team with the necessary tools to create functional dynamics within their organisation, in order to allow shared vision, goals, behaviours and expectations.

The program will provide a simple and practical framework for all members of the team to understand that they all:

  • Influence the culture of the team/organisation.
  • Are accountable for their behaviour (especially when they are under pressure).
  • Can benefit from participating in open communication and honest reviews of performance.

What does the PIP involve?

The program examines:

  • What is effective leadership?
  • Understanding how culture affects performance.
  • Analysis of current culture and development of the desired culture.
  • The link between mechanics and dynamics.
  • The impact of behaviour on performance.
  • Creating a high performing team dynamic.

We aim to be our clients most valued business partner. We invest in strong professional relationships with our clients that allow us to support and challenge all team members to be accountable, from the CEO to the newest employee.


Who would benefit from a PIP?

  1. Any team that wants to improve their performance.
  2. Any organisation that understands this is a process & that the leaders need to buy-in.
  3. Any team that understands the link between investing in the team dynamics to drive the mechanics to improve performance & results.

    What are the key cultural factors that stop teams from being high performing?

  • Leaders mindset
  • Leaders leadership style
  • Team spilt into silos
  • Team is changing (growing/ shrinking)
  • Personality clashes/ politics
  • Teams/leaders that accept mediocrity


Learning outcomes from a PIP

  • Understand what it takes to be a member of a high performing team and how to help shape a high performing team.
  • Have clarity about their own behaviour and decision making preferences, and how these impact on their role and the wider team.
  • Understand the role of genuine conversations in driving performance and be confident having them with their team.
  • Possess and be able to use a toolkit of strategies and practical activities to navigate the challenges of teamwork and dealing with different personalities.
  • Know how to model, reward and challenge the right behaviours in their team.
  • Be a leader in the promotion of the company values and behaviours.
  • Be committed to pro-actively shaping the future of their organisation as a leader.


‘Our work with Leading Teams over the past six years has been very successful. TAFE Queensland is implementing the Leading Teams model across the organisation (4000 employees). Leading Teams has provided the organisation with a set of tools that they can use for ‘genuine’ conversations which has led to them being more supportive and trusting of each other. This has helped to break down silos and allow for more supportive cross-team interactions and collaborations, and it has been fundamental in bringing six organisations together as one TAFE Queensland.’
Mary Campbell, CEO – TAFE Queensland
‘Leading Teams approach have made a profound difference to our ways of working and team cohesiveness. At our conference last year team members were asked to complete a survey about what has positively impacted them most in the last year, and by a considerable margin it was Leading Teams. Our engagement has matured and managers of all level are calling on Leading Teams to support solving difficult relationship issues as well as just building their team dynamics. As we are going through a whole of business transformation the Leading Teams approach is holding teams together, holding them to account on their commitments and helping them work effectively with each other.’
David Salisbury – Essential Energy
‘Leading Teams were able to help us break down the barriers enabling us to work together as one team. As we introduced the Leading Teams HPT model to the teams we realised that we have the mechanics sorted but needed to lift our game in the dynamics. Working through the different sessions, participants have developed their understanding of the importance of building relationships, checking in, providing feedback and having genuine conversations.’
Alan Schembri, Chief HR Officer – BE Campbell

Ask Us About The Performance Improvement Program

We work in a wide range of industries in organisations of all sizes. Our Performance Improvement Program can be rolled out across the whole organisation, from the board and senior executive teams, right through to entry-level teams.