Unleash Your Team’s Potential | Rokt

Learning and Development at Rokt

Client: Rokt
Industry: Technology
Video Type: Educational
Messaging Type: Scripted

About This Video Project

We created this training video for Rokt. It features the head of their L&D team Simon Curran speaking on deepening team connection. Learning to use the simple mental model of TEAM (Togetherness, Engagement, Allegiance, and Mastery) to diagnose the level of connection of a team and how to get to the next level. Rokt is one of our clients and we specialize in creating videos like this to help other companies unleash their potential and create high-performing teams.


“Hey everyone, my name is Simon Curran, and welcome to today’s training. The topic we’re going to traverse today is deepening team connection, and the mental model we’re going to use is a very simple one, which we call T.E.A.M. And before getting into the specifics of that model, let me start by setting some context. I’m going to use the three post it notes to do that. As a business, we’re all about unleashing potential, and the customers we work with and the communities in which we serve, and with every Rokt star and every Rokt team. But to do that, what we know is true about high-performing teams is they have a deep level of connection. In fact, some say it’s heart performance before high performance within a team. And this mental model is designed to help you very quickly diagnose where is your level of connection at as a team, and what do you need to think about doing in order to get to your next level of teaming. And so the mental model, as I said before, is captured in the word team. In fact, although it’s one word, we’re going to treat it as four letters, a very simple an acronym. You might consider this journey as four consecutive circles. There’s a level one team, there’s a level two team, then there’s a level three, and ultimately a level four team. I’m going to walk you through each of the characteristics of these four teams, asking you to diagnose where do you think your team is at, and what would it take for you to get your team to its next level. At the bottom of this manual, at the bottom of this session, there’s a downloadable resource, there’s a reference tool that you can have for future use. Okay, let’s start with level one. A level one team, the T stands for togetherness. And the characteristics of a level one team is it’s a group of people that seem to generally enjoy one another’s company. There’s a baseline level of respect, people are pleasant to one another. If you walked into a room and watched them, you would say, ah, they seem to get along and enjoy each other. It’s a foundational element. The absence of any of these teaming things, like there’s no respect and they don’t enjoy each other, well, in my mind, that’s not a team. That’s a group of people that work next to each other or with each other. So I’m just going to discount that our journey starts at level one. Level two team, that’s E is for engagement. And in this level, more than just enjoying each other’s company and being mutually respectful, an engaged team has a way of collaborating that has high energy, it has a degree of fluency and collaboration. When a crisis hits or a project needs to get broken up, teams can do that with a level of ease. They know their role, they know how to do it and they crack on and they get things done. That’s a level two team. But that’s different from a level three team. Because a level three, the letter A, that stands for allegiance. And in a level three team, allegiance suggests that I’ve got your back and you’ve got my back regardless of who we’re talking to or what those conditions are. You see a level three teammate will take the time to fill in the context for one of their team members that’s no longer in the meeting room. They’ll say, no, no, no, let me just, before you jump to that conclusion, let me just give you the context that Dan made that decision by. Here’s how he or she was thinking about it. A level three team will stop gossip in a corridor, will say, we’re not going to talk like that or we’re not going to talk about our team like that. We’re going to go and tidy these things up. There’s a deeper level of accountability at this point. They’re vested in one another. But that’s also different than a level four team. A level four team, the M stands for mastery. See a level four teammate will do whatever it takes to help that team member get from wherever they are to their next level. This is a team that uses the oxygen of being comfortable, being uncomfortable, that will say, look, John, as much as I respect you, you weren’t ready for that last meeting. You didn’t show up in a way that’s consistent with our standards. Let me help you think of a way to do that better next time. And they can say that without the person receiving that information feel like they’ve been rolled under a bus or the person giving it feeling like they’re stabbing them in the back. And the reason they can is they’re on the pursuit of something higher than or more important than just kinship or friendship. That’s a level one attribute. So you can think of your team along these four letters. Are you a high level one, high T? It’s wonderful being together, but we don’t collaborate that well in truth. Or we’re great at collaborating, we’re a high E. We can break tasks up, we get things done. That’s great. But you know, when we’re not in a room together, frankly, people can say what they want to say like we don’t really have each other’s back. Or are you a high A as a team? High A because you’ll take the time to protect your teammates opinions, reputation, level of respect, if you will, in their absence. Or are you a high M or on a journey chasing M? Whereas a team you’ve agreed we’re playing for something more important than how we might feel, that we will agree to be comfortable being uncomfortable, that will set the expectations and will create language or rituals or moments where we can roll the tapes back and ask ourselves, how could we do that differently next time? There’ll be moments where your team perhaps is at different letters or different levels within a letter. You may be a high A at certain moments, but a low A at other moments. But there will be an emotional home for your team where they reside more often. And so the reason for sharing this very simple tool is as a leader of this team, you can now sit and the next time you’re with your team and diagnose where are they at? And what would the next level of evolution look like? And when you’re clear on where you are and where you want to be, well, then we’ve designed the map. Now we’ve just got to work out the best way to get there. Hopefully the downloadable materials in this manual will help. But if we can help in any more way, in any other way, please reach out to any member of the L&D team or any of your people partners. Hope you enjoy the ride. Good to see you.

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