From Friction to Fusion
The Challenge: A Team Divided by Zones
This R&D team of a global tyre manufacturing company was at a tipping point. With an average experience of just 2.5 years, the team was still maturing. Rapid growth had split them into two zones—Japan and China. While this change was necessary for efficiency, it brought its own set of challenges. Collaboration and trust were in tatters. Instead of a unified front, they operated like separate silos. When workloads piled up, members stayed within their comfort zones, reluctant to help colleagues from the "other side."
Change was met with resistance.
Accountability? Sparse.
Trust? Fragile.
The cracks were showing, and without an intervention, the team was at risk of breaking apart entirely.
Why Action Couldn’t Wait
Imagine a domino effect: deadlines slipping, tensions rising, and talent walking out the door.
The cost of inaction was clear—team morale, productivity, and even the organisation’s reputation were on the line.
The organisation’s vision for a cohesive, adaptable, and high-performing team was at stake. Something had to change, and fast.
ARC’s Role: Designing the Shift
ARC partnered with the company and stepped in to rewrite their story. The journey began with a team-wide assessment based on Patrick Lencioni’s five dysfunctions framework. This helped identify gaps in trust, accountability, and commitment. From there, we designed a two-day workshop followed by three structured follow-up sessions to ensure sustained progress.
The workshop wasn’t your typical “sit-and-listen” affair. It was hands-on and dynamic, featuring the World Café methodology and a custom simulation called Erica.
This simulation was specifically designed to simulate cross-functional collaboration while embedding the company’s values. These activities pushed the team to step into each other’s shoes, confront their biases, develop trust and work towards a shared purpose.
The follow-up sessions served as checkpoints. ARC facilitators guided the team in
Reviewing their commitments,
Reflecting on progress.
Making course corrections.
This continuous engagement helped embed the learnings into their daily work.
Recommendations That Worked
One major realisation emerged during this journey: the team lacked a unifying goal. To address this, we guided them to identify a shared mission.
The Shared Vision:
Develop technical competency as a foundation for personal and team growth.
With this goal in place, action points were aligned to keep the team focused and accountable.
The Outcome: A Transformed Team
By the end of the intervention, the team had undergone a remarkable transformation. Here’s what they shared:
Hear it from the Leaders...
“The team’s participation, even with less-than-perfect attendance, was enthusiastic.“
“Trust, once seen only in personal scenarios, was now viewed through a team lens.”
“Eight clear commitments emerged, and the team was actively working towards them.”
Team Members’ felt the change as well...
"We had a bonding activity last week, and it was amazing to see everyone come together without hierarchical boundaries."
"Safe spaces for feedback and discussions are finally a reality. People are more open to asking for help and giving constructive feedback."
"We’re stepping up and taking responsibility, no matter how complex the task."
"Defining action points for our commitments was a game-changer. We’ve started bi-weekly technical sessions and extracurricular activities to strengthen our bond."
"Personally, this journey helped me a lot. I’ve been here for eight months, and now I feel part of the team."
Visible Changes in the System...
Collaboration improved as team members began supporting each other across zones.
Resistance to change was reduced significantly. Members adapted to uncertainties with greater confidence.
A structured approach to feedback and accountability emerged which further fed into continuous learning.
The team’s morale improved significantly, with trust and ownership becoming part of their daily work.
Pre-Post scores of the Team on 5 Dysfunctions assessment
Looking Ahead
The journey didn’t just resolve existing issues, but it also set the stage for long-term growth. The team’s focus on shared goals, trust, and continuous learning is already paying off. They’ve become more process-oriented and proactive, with initiatives like bi-weekly technical sessions driving both skill development and collaboration.
At ARC, we’re proud to have been part of this transformation. This journey is a testament to what’s possible when a group of individuals comes together with purpose, trust, and commitment. It is admirable to watch the resilience of teams willing to grow together.
