Let’s Team Up – HPDI

Let’s Team Up

“People want to feel heard, understood and considered.”

What does Let’s Team Up Academy include?

5 months of learning and practice in which participants will learn how to develop their skills to manage and grow a team, regardless of the level at which it is.


  • Building a reputation in 7 steps
  • Constantly giving and receiving feedback
  • Learn ways to increase engagement within the team and use them
  • Re-introduce a person who has almost left the circuit into the team
  • Team anchoring in results, not processes


MODULE I – Lack of trust

  • Hesitating to ask for help or to give constructive feedback
  • Hesitating to offer help outside of their area of responsibility
  • Failure to recognize the experience and skills of other members
  • Providing specific and accurate information
  • Presentation of previous experiences
  • Exercise team efficiency
  • The most important contribution
  • Who are we? Why do we do what we do?

MODULE II – Fear of conflicts

  • Meetings are boring
  • Ignoring controversial topics that can become critical to the team’s success
  • I agree with all the views and opinions of the team members
  • I do not present different perspectives – I don’t say more than I am required
  • It is an artificial harmony
  • Managing conflicts
  • The confidence that the manager is ready for discussion
  • Permission to counter-argue
  • An open dialog
  • A reminder of the skills
  • To know that they matter as people, that they are listened to
  • Take into account their feelings
  • Permission to counter-argue
  • To know it’s not just about the win

MODULE III – Lack of commitment

  • It creates ambiguity within the team about its direction and priorities
  • There is lack of confidence and fear of being wrong
  • Discussions and decisions are constantly reviewed
  • Acting upon decisions is hard
  • A checkpoint list to mark the evolution
  • Space to experience ideas – do not feel rushed to make a decision without all the necessary information
  • It shows that for every bad decision there are solutions

MODULE IV – Avoiding responsibility

  • The team does this to avoid uncomfortable situations
  • It creates resentment among team members who have different performance standards
  • It encourages mediocrity
  • Delivery times are missed
  • Presentation of goals and standards
  • It gives clarity on what is expected of them and eliminates ambiguity
  • Allow the team to return to the original route
  • Reward the team
  • It creates a culture of engagement

MODULE V – Inattention to results

  • The team is stagnating
  • Goals are not common
  • It is easily distracted
  • Team members are focused on their own careers and individual goals
  • The team is valued as a whole, not as an individual
  • Understand the role and importance of each person on the team
  • Encourage the observation of the common benefit, not just the individual benefit
  • Presenting the results publicly

MODULE VI – Resolutions

  • How do we function further?
  • You will have a decalogue for the operation of your team
  • You will be able to connect behaviors to results
  • You will have a better understanding of your abilities and how they can help you and your team when they are used.
  • Recurring feedback – 50/50 rule
  • “Real” sessions
  • Ownership and responsibility


9:00Welcome Coffee
10:45Coffee Break
15:00Coffee Break
Petru Păcuraru
Petru graduated from the Academy of Economic Studies, with a Bachelor’s degree in Business Management. He has completed a Master’s degree in Project Management at Kenessaw State University in the United States, and the Aspen Institute – Young Leaders Program. He is the founder of HPDI (Human Performance Development International, consultant, and coach in executive…
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