Team Health and Dynamics — Satori Southeast Asia

Great people, real tension

When we first started working with entrepreneurial businesses, we helped teams put great systems in place, and we spent a lot of time helping them get those systems right. What we discovered along the way is that systems alone are never the full story.

Our Team Health practice started with a simple belief. When leadership teams understand their strengths and use them deliberately, they become far more effective — and a good deal happier too. Over the last five years we have built these programs around that belief, to help leadership teams thrive and hit their company goals with confidence.

Most of the tension people feel at work comes from not understanding how they, or the people around them, are wired. You hired someone every bit as capable as you; the two of you keep approaching the same problem completely differently, and neither of you knows why.

Teams usually come to us with one of these

Right person, wrong seat.
Decisions that keep getting made and then remade.
Communication and conflict that falls apart under pressure.
A leadership team being stretched thin by fast growth.

The tools we use

In our practice we use three research-backed tools. Taken together, they give your team a clearer picture of how each person operates, and why capable people can want exactly the same thing and still pull in different directions.

Model building

This one challenges the standard way of doing teamwork. Instead of sitting through slides, each leader gets a set of bricks and builds their response to a question. The model in front of them becomes a tactile representation of their own experience within the team.

There is something about working with your hands that bypasses the professional filters we all keep up during a normal workday. People express themselves more honestly and precisely than they typically would in conversation. It is also more fun than another deck of slides. We facilitate these sessions using LEGO® SERIOUS PLAY® materials and methodology.

The Kolbe A™ Index and its related reports

This measures your instinctive way of taking action when you are free to be yourself. It explains why one person jumps straight in while another needs to think things through first, and why both of those are genuine strengths. We use three reports:

Kolbe A™ IndexThe flagship report, measuring how you individually take action.

Kolbe B™ IndexMeasures how you think others expect you to take action in your current role, and where that expectation is creating strain.

Kolbe C™ IndexCompleted by the supervisor or hiring manager, this maps what a specific role demands day-to-day. It shows you whether the person in that seat, or being considered for it, is naturally wired to do what the job requires.

CliftonStrengths®

This identifies the natural talents that shape what each person values, how they make decisions, and what they bring to the table without even trying. It explains why people can agree completely on a goal and still emphasize different priorities, or misread each other’s intent, especially under pressure.

The Core Team Program

The complete program runs in three phases. We recommend working through all three in sequence, because each one builds meaningfully on the last.

Phase 1

Uncover

A full day, eight hours.

We start with a one-day off-site to uncover your team’s real dynamics. Leaders build physical models representing how they experience the system they are working in right now. From there, we build a second set of models, clarifying what a healthier system would look like for your team in practice.

You leave the day with a shared picture of where your team is now, where your team wants to go, and the few issues most worth addressing first.

Phase 2

Unpack

Two half-day sessions, four hours each.

In these sessions we explore each person’s profile in the context of the whole team. You leave with a shared reference for why things unfold the way they do, and a practical way to work with those differences instead of around them. This is where we build a strong foundation in the Kolbe® and CliftonStrengths® reports, and start applying them to how you work with one another.

Phase 3

Upgrade

Monthly half-day sessions, four hours each.

Each session is built around your team’s specific gap — the distance between where you are now and where you want to be, as identified in the first two phases. The facilitator arrives with a structured session designed around your team’s profile. Monthly is the recommended cadence, but you can book sessions as often or as sparingly as makes sense for your team.

This phase also introduces the Kolbe B™ and Kolbe C™ Index reports, which give deeper insight into role fit and seat design across the team.

Topics teams typically choose to work on here include right person in the wrong seat, decisions that keep changing, communication and conflict under pressure, and a leadership team being challenged by fast growth.

Not ready for the full program?

You can book each phase on its own and add to it later. Start with the Uncover day alone, take a single Unpack session on either Kolbe® or CliftonStrengths®, book Upgrade sessions individually, or work one-to-one with our certified coach.

Smarter Hiring

Hiring the wrong person is expensive in ways that go well beyond salary. This program builds a profile of what success looks like in a specific role, then grades each candidate against it, so you decide based on evidence rather than gut feel.

Define the role

The supervisor completes the Kolbe C™ Index to define what the role demands.

Benchmark your best

Existing high performers in the role take the Kolbe A™ Index, so you can see which instinctive strengths drive success there.

Build the profile

We build a Kolbe Range of Success™ profile using Kolbe RightFit™ software.

Grade the candidates

Each candidate takes the Kolbe A™ Index and receives a letter grade showing how closely they match.

Every role setup includes a one-hour strategy session with the hiring manager, the Kolbe C™ Index, a detailed Range of Success™ report, and five hours of consulting support.

Couples and Family Programs

Something we noticed along the way was that nearly half of the teams we worked with had personal or family connections woven into their leadership. That added a whole new layer to the Team Health journey, and it made us realize the same principles that help teams thrive at work could be just as powerful at home. So we built programs designed for families, whether or not they work together.

Practice lead

Alia Del Rosario

Practice Lead, Team Health and Dynamics

Alia is a Gallup-Certified Strengths Coach, a Kolbe Certified™ Consultant and a trained LEGO® SERIOUS PLAY® facilitator who helps leaders and teams grow through strengths-based, collaborative development. She brings warmth, precision and deep experience to every engagement.

Frequently asked questions

What is the CliftonStrengths® assessment?

An assessment that identifies your natural patterns of thought, feeling and behavior, ranking thirty-four talent themes in your personal order. It is a development tool rather than a hiring filter. It tells you where your energy naturally goes, so that you can build a role and a team around it.

What is the Kolbe A™ Index?

An assessment that measures conation — how you instinctively take action, as distinct from what you know or what you want. It explains why two equally capable people approach the same task in completely different ways.

CliftonStrengths® or Kolbe®? Which one should we start with?

They measure different things and work well together, which is why the Unpack phase covers both. CliftonStrengths® tells you where someone’s energy naturally goes. The Kolbe A™ Index tells you how they will actually go about it. If you are picking one to start with, we will help you choose based on the problem you are trying to solve.

Do we have to do all three phases?

No. We recommend the full sequence because each phase builds on the last, and the Upgrade sessions are only as good as the picture built in Uncover and Unpack. But you can book each phase on its own and add more later, so you can start smaller and decide as you go.

How long does the whole program take?

The Uncover day and the two Unpack sessions usually run across a few months. Upgrade sessions are monthly, and teams typically run four of them, so the full program tends to take about six months end to end.

How does this help us hire better?

Our Smarter Hiring program builds a profile of what success looks like in a specific role, based on what drives success for your existing high performers, then grades candidates against it. It is used for role design and candidate comparison, never as a pass-or-fail screen on its own.

Do you work with families and couples too?

We do. Nearly half the leadership teams we work with have personal or family connections woven into them, so we built programs specifically for that. They use the same tools, adapted to a family system, and can be used entirely independently of any business work.

Kolbe A, Kolbe B, Kolbe C, Kolbe R, Kolbe RightFit, Kolbe Range of Success, Kolbe Wisdom, Takes Two and Kolbe Certified are trademarks or registered trademarks of Kolbe Corp. Gallup, CliftonStrengths and each of the 34 CliftonStrengths theme names are trademarks of Gallup, Inc. Copyright 2000, 2012, 2018 Gallup, Inc. All rights reserved. LEGO and SERIOUS PLAY are trademarks of the LEGO Group. Satori is not affiliated with, endorsed by, or sponsored by these organizations beyond the certifications held by named individuals.

Systems alone are never the full story