A New Kind of Team​-Building

​Your company’s most valuable asset is your team.  A strong team leads to ​innovation and growth.
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Corporate Circles build a strong community in your workplace.

Using a method called restorative dialogue, we flatten hierarchies and empower teams.  Your leadership and employees will be encouraged to address challenges head-on and will learn to communicate with empathy and validation.  By the end of a six-week engagement, teams will have built exceptional rapport and trust. Team trainings are available both in person and virtually.

Topics and skills addressed:

Introductions and creating a confidential space (a safe container), understanding trauma (and that we’ve all experienced trauma), addressing challenges with empathy, building an open and transparent culture, and getting to solutions.

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Case Study: Redfin

The Problem:
Like most communities, Redfin suffered in a myriad of ways through the COVID19 pandemic.  The virus disrupted the day-to-day operations of the business, but more importantly, it affected the familial culture of the organization and drove down morale of the employees. Redfin has a diverse set of leaders across multiple departments, some of whom had never met each other. Arriving at a comprehensive strategy to build the community back proved difficult to realize.  Uncertainty, miscommunication, and lack of connection threatened the short and long-term success of the company. 

Our Solution:
​The first step was to gain a deep understanding of Redfin as a company-its culture, values, successes, and challenges.  TPP conducted interviews with Redfin’s senior leaders to gain perspective and insight. Next, we developed a six-week curriculum that taught restorative techniques while also specifically addressing Redfin’s highest priorities: 

• Onboarding new executives who had earlier felt like outsiders.
• Deepening trust between executives to better work out challenges.  (E.g., talk, without rancor, about a business unit that wasn't performing and how to get it back to profits.)
• Connect with people who were disengaged and at risk of resigning.  (Saving millions!),

Finally, TPP established a maintenance schedule to check in with participants, offer a refresher on key learnings, and learn where they have experienced the most success.

This work had a profound impact on Redfin’s execs and how we work together.  We'd been at an impasse over a bunch of business problems that, after the sessions, got easier to solve.  At a time when remote work was sometimes leaving us feeling isolated, we felt more connected to our company and to one another.  Redfin's culture can be blue-collar and hardworking rather than touchy-feely, so many of us approached the project with trepidation and even skepticism.  It's real, it's deep, it's beautiful, and it's extremely useful. The team loved it, and I learned a new way to lead.
Glenn Kelman, President & CEO.