What a Team Doctor Does

Top performing teams out perform average teams by 42%.

Polled candidly, less than 10% of teams rate themselves as high performing—and the cost of poor performance is staggering.

HL will show you how your team compares.

He uses proven diagnostic tools to expose your team strengths and challenges, measuring 14 areas of team competency. In order to know where to invest valuable time, and money in team performance, it makes sense to start with a clear picture of what’s working and what’s not working. That’s what the diagnostic reveals. It accelerates the progress of improved team performance.

HL works with each team to create an action plan that includes:
  • Measurable improvement in team competencies. This team works better together and takes what they learn into every other team they are on. 
  • Measurable positive impact on business metrics for this team. This work is only justified by real business results. 
He can also support the team with consulting, coaching, skills training, and accountability.

Contact HL


HL Arledge has worked with teams in the United States, Canada, Malaysia, and South Korea, representing a wide variety of industry sectors, and team functions.

Examples include:
  • Project teams, especially IT and executive teams 
  • Senior Management strategic development 
  • Merger and Acquisition integration 
  • Consolidation 
  • Teams from 6 to 60 where the goal is alignment, cohesion, collaboration and improved performance 

Where is the critical mission in your organization? Where will this leverage have the most impact?
View HL Arledge at Amazon


The initial diagnostic gives the team a clear picture of how they view their competency in 14 separate categories — categories that would natural, and familiar to any team:
  • Team leadership 
  • Resource management 
  • Goals and strategies 
  • Alignment 
  • Accountability 
  • Decision-making 
  • Proactive mindset (take initiative vs. constantly reacting) 
These are the 7 positivity measures that support team productivity:
  • Trust 
  • Respect 
  • Camaraderie 
  • Communication 
  • Constructive Interaction: ability to speak freely, disagree, give feedback, weigh options, and take a stand—all for the sake of the team and its goals 
  • The team’s capacity to value diversity as a strength 
  • Optimism: commitment and belief in the team 
HL wrote the book on best-practice insight and skills training for each of these 14 areas. He work with the team to create an action plan and then help team players stay on track and hold each other accountable.

Contact HL

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