Team Clock’s solution is a powerful framework that transforms teams.

The Team Clock® methodology was developed in a clinical setting over the past 30 years. Certified Team Clock consultants administer an online assessment to diagnose strengths, weaknesses, and vulnerabilities. Using the data to guide next steps, Team Clock provides targeted training on effective team functioning as well as individual and group coaching to guide workplace solutions.

Team Clock methodology does not just fix what’s broken – it recognizes that teams are dynamic and provides them with the tools needed for sustainable success.

The Team Clock model mirrors the face of a clock where each hour represents a stage of team development. All relationships grow and change. Not all teams, however, grow in a healthy direction. Team Clock® offers a methodology for achieving healthy growth by identifying where you are stuck and what actions to take to move forward.

Following a loss or a change the team reinvests in its new circumstances. Whether a change in business direction or team membership, new norms and goals are established and collaboration assumes a different rhythm. The new foundation supports another round of growth and change followed by yet another phase of resilient adaptation. This cyclical theme repeats as long as the team keeps evolving.

Hover over each element to learn more about each cycle.

Loss Investment Testing Dependence Trust Cohesion Attachment Innovation Risk Independence Distancing Separation

12:00, Loss

Teams are continually alert to new opportunities and recognize the need to refocus and reinvest in the team’s next challenge.

1:00, Investment

Teams enjoy clarity about norms, roles, rules, boundaries, goals, and responsibilities.

2:00, Testing

Differences are celebrated as strengths, and conflict is viewed as an opportunity.

3:00, Dependence

Teams share a common vision for the future and are committed to do what it takes to achieve results. The team’s foundation is established.

4:00, Trust

Team members follow through with commitments as reliability and dependability are anchored. This accountability enables trust to grow organically.

5:00, Cohesion

A personal connection develops as members display caring and interest in each other, and they are willing to share resources and take risks. The “we” becomes more important than the “me.”

6:00, Attachment

Teams become interdependent and proactively monitor team health with a willingness to fix interactions that fall outside of agreed upon norms. This foundation becomes the launch point for the team’s deliverables.

7:00, Innovation

Teams dedicate time and resources to new ideas and solve challenging problems. Creative teams have fun and experiment with unconventional approaches.

8:00, Risk

Teams sacrifice comfort for growth. Differences are leveraged as strengths. Smart risk taking pushes the team to new levels. Team members embrace the change that innovation creates.

9:00, Independence

Team culture empowers freedom. Leadership encourages initiative, envisions new opportunities, and is willing to experience change in the team structure in order to achieve breakthrough performance.

10:00, Distancing

Team members hold themselves accountable for managing change effectively with maturity and resilience.

11:00, Separation

Teams acknowledge loss. Talent is repositioned to accommodate the new realities that innovation has produced.