Mission Team – Unlock the Full Potential of Your Team
Our recommendations for a sustainable follow-up to the workshop
1. Immediate Follow-up & Next Steps
At the end of the workshop, you will find the team profile "Insights." In the section "Initial Thoughts and Conclusions," you will find prompts to further explore key aspects of the workshop:
- How closely do our team profile and individual profiles align with our expectations?
- Where do we identify opportunities to enhance collaboration and make even better use of each team member's strengths?
- How can we ensure that the diverse communication needs of team members are effectively addressed?
However, the workshop is not necessarily the end—it can also be the important first step in a longer and more sustainable Mission Team journey.
To strengthen team cohesion in the long run, we highly recommend holding four short mini-workshops or team meetings, along with a few additional activities where the insights gained can be deepened and directly applied in practice (see Section 2 below).
Mission Team becomes even more sustainable when, after the workshop, the insights are not only discussed but also integrated into the team's goal system (as well as that of the organization, company, etc.) (see Section 3 below).
2. The Four Mini-Workshops & Additional Activities
We recommend conducting four additional mini-workshops or team meetings, each lasting between 30 minutes and one hour, based on the following proven topic combinations:
- Initial Thoughts & Conclusions (reflecting again with some distance) & Maps’ Overview
- Strengths & Professional Roles
- Communication Preferences & Attitude
- Skills & Success Pillars.
For each section, you will find our discussion prompts directly in the team profile.
Based on customer feedback, we have learned that the following activities have also contributed to a stronger team spirit. We highly recommend these as a complement to the mini-workshops:
- Regular Speed-Dating Sessions: Many customers have encouraged their employees to engage in 5- to 10-minute speed-dating sessions with a different team member over an extended period- either daily or weekly - focusing on topics such as strengths, professional roles, skills, or communication preferences.
- Dictionary Sessions: Especially for individuals with very different communication preferences, dictionary sessions have proven to be highly effective. In these sessions, team members explain to each other how they would translate certain communication elements into the “preferred language” of their colleagues. For example, one person explains that by "overview", they mean only the key facts and figures, not a general description of the current project status. Another person, however, explains that for them, an "overview" is a personal assessment and description of the situation – without facts and figures. This also includes feedback from team leaders who have taken the time to clarify how their instructions, praise, or criticism should be interpreted by their team members.
- Brilliant Moment Tasks: Some teams have assigned small tasks to each team member that allow them to truly shine. These Brilliant Moments can range from preparing a flawless team meeting summary to baking the best cake of the week or delivering an outstanding workshop preparation. The key is to provide positive feedback and a big thank-you once the task is completed
- Wonderwoman & Superman Tasks: Other teams have taken Brilliant Moment tasks a step further by designing them on a larger scale and over a longer period - giving them the fitting name "Wonderwoman & Superman Tasks".
These activities help reinforce team spirit, mutual appreciation, and individual strengths in a fun and engaging way.
3. Integration into Your Own Goal System
Mission Team leads to a common decision to succeed as a team. However, this commitment is not about defining the team's performance goals (What do we want to achieve?) but rather what we call attitude goals. Attitude goals define how a goal is achieved - taking values and mindsets into account.
To some extent, attitude goals can be seen as another term for corporate culture. However, in today’s fast-paced digital world - especially in young companies or smaller teams - a clearly defined company culture is often missing. Taking the time to not only define performance goals but also establish the desired mindset and shared values is essential for building trust and shaping a high-performing, well-aligned team.
Attitude goals do not need to be formulated in great detail. Often, one or two key values are enough to shape the team’s overall mindset and serve as guiding principles for behavior.
We strongly encourage you to integrate the insights gained from the Mission Team workshop and the mini-workshops into one or more attitude goals - ideally developed collaboratively with your team. These goals can also be defined immediately after the workshop and then further refined, tested, and validated during the mini-workshops.
If you wish to learn more about attitude goals, we highly recommend the following article by our author Patrick K. Magyar:
If you need guidance in formulating your goals, Patrick has also prepared a helpful checklist:
Attitude goals are part of the goal-setting system developed by PSYfiers. The text above is part of the following document, which also covers the two other types of goals of our system, the performance goals and the purpose-driven goals: