Team Integration Journeys

Red fingerprint lines forming the words 'Digital Identity' on black background.

They say you don't change a winning team. We help you create one.

A black-and-white line drawing of a man sitting at a desk with a computer monitor, keyboard, and mouse, with a potted plant and a clock on the desk, in a modern office setting.

Team Integration Journeys are a structured OD-led process that creates space for people to speak up with honesty, bringing psychological safety and shared commitments.

Going beyond activities to address the root cause of fragmentation. Aligning teams towards their goals over a 3-4 month journey.

A black and white outline of a T-Rex dinosaur with the words "DINO EX" underneath.
Handwriting notes and equations on lined notebook paper.

The Work in Action

Red stylized wave pattern with the words "Dare to Dream" written inside the waves.

Big enough to deliver at scale, agile enough to customise to your needs.

Black and white illustration of a piano keyboard with seven visible keys.

When Leaders Go First

How a Leadership Team embedded their true organisational Culture through a Value-based Team Integration Journey

Black and white sketch of a city skyline with tall, modern skyscrapers.

From Capability Centre to Strategic Partner

A case study on a Strength Based Team Integration Journey.

The Journey is Co-creative and Emergent in Nature

The Process

Red vinyl record with black background and stylized red text.

The 4A process to create cohesive teams

Every journey starts by listening- really listening. Narratives from the sponsors and beneficiaries are gathered. Our research team uses behavioural diagnostics like focus group discussions, assessments and interviews. This phase is about sensemaking: understanding the “why” behind the behaviours.

Assess

Through the research methodology of Data Triangulation, we inquire into the specific areas of intervention for a team. Based on the area of intervention, a specific assessment is chosen to give the team a snapshot of where the team stands.

Data Gathering | Triangulation of Data | Solutioning | Pre Assessment

Align

The report of the assessment is presented to the entire team, providing real data on where the areas of work lie. This happens on the first day of the workshop to get everyone aligned about the current reality.

Sharing Report | Real Data | Current Reality

Act

In this phase, the team undergo a series of two to three workshops where action on addressing those problems is taken. Through the process of here & now facilitation, we create safe spaces for open dialogue.

Workshops | Facilitation | Open Conversations | Real work

Anchor

As the workshop concludes, the team decides to follow through with certain team practices and behaviours in the form of 'Team Commitments'. In the future follow-up sessions, progress on commitments is reviewed and further reinforced. At the end, a post-assessment is conducted to measure how far the team has come.

Follow-up Sessions | Team Commitments | Post Assessment

We support Business Leaders, L&D Heads, and CHROs to tackle problems better…

Commonly Asked Questions

Red stylized wave pattern with the word "RECOGNIZE" integrated into the design.

  • Ever since the Leadership change, the team feels guarded. How do I rebuild trust?

    It's unlikely that trust is gained through off-sites, outbound or speeches. Trust is rebuilt bit by bit when people feel heard and when they feel psychologically safe.

    In our Team Integration Journeys through the application of here and now facilitation, we create safe spaces for open dialogue. Unspoken concerns are addressed, and mutual respect is built naturally through real conversations.

  • My teams avoid conflict- either everyone agrees too quickly or no one decides. How do I change this?

    To first address conflicts, a team first needs to understand what the consequences of those conflicts are. By addressing conflicts and learning to trust and respect even while disagreeing, is what our team integration journeys are about.

    Our workshops become a space where differences are explored safely and decisions are made collectively.

  • After the merger, people feel disconnected and attrition is high. How do I get them aligned again?

    Mergers often bring invisible divides- identity, personalities, ways of working, belonging. By applying the change curve model by Kubler Ross, we support the team to go through the different stages of change.

    Because only once the team has accepted the change can there be alignment. And that alignment then leads to having shared values as a team, co-creating a culture.

  • We’ve done team outbounds and bonding games, but the effect fades in weeks. How do we create lasting change?

    Team integration is a journey that is spread out over 3 months, which gives enough time for people to resolve conflicts, practice new behaviours and truly experience a shift in team dynamics. What often happens in the case of outbound activities is that the goal usually shifts from resolving the underlying issue to having fun and engagement.

    Over three months, teams revisit conversations, practice new behaviours, and anchor change into daily work. It's real and uncomfortable work, but leaves an impact.

Foundational and Advanced Approach

Red wavy line pattern with the words 'Design' and 'Creativity' integrated into the design.

The 2 Approaches to Team Integration Journeys

2. Advanced Approach

Builds on the foundational approach to strengthen specific areas

2.1 Strengths-based Team Integration

Ideal for interdependent Leadership teams, Project Teams, or teams that have members from different functions. Some common indicators: Common indicators: Friction, Poor decision-making, Unhealthy competitiveness

2.2 Culture-Based Team Integration

For organisations facing mergers/acquisitions, rising resignations, a lack of common modus operandi, weak brand promises, or scaling challenges. Involves senior leadership, new hires, or teams where values are declared but not lived.

2.3 Strategy-based Team Integration

Ideal for leadership teams who wish to co-create or execute current strategy. One of the primary objectives of Strategy-based Team Integration is collective ownership. Teams leave with a strategic vision and concrete first steps

1. Foundational Approach

Team Integration Journeys (TIJ) are structured OD-led process that creates space for honest conversations so teams can build trust, psychological safety, and shared commitments.

It goes beyond activities to address the root causes of fragmentation and then aligns teams toward their goals over a 3–4 month journey.

The Rationale

With experts in the field of OD, Facilitation and Applied BeSci, we use different schools of thought to bring in true change in your team.

Applied BeSci

A cartoon illustration of a person pulling a globe with a rope, symbolizing global effort or teamwork.

Through ABS we build the understanding of ‘Why people behave the way they do’. It is a multi-disciplinary field that leverages scientific knowledge about human behaviour.

Through the application of Applied BeSci we leverage scientific knowledge to change human behaviour.

Black and white line drawing of a vintage camera with a flash and a film roll.
Outline of a cow head and udder with red arrows pointing to a window at the top of the udder, suggesting milk extraction.

Solutioning

Solution architecture at ARC is based on the belief that humans and organisations are complex living systems. People don't have the same set of thoughts, feelings or behaviours all the time. No one method of change works for everyone, all the time.

Through years of experience, we create blends of different modalities to design initiatives to achieve the desired outcomes.

A stylized red and black lotus flower logo.

Blend of Methodologies

Our method of bringing in change is method agnostic, we do that through the use Coaching methodologies, Process Facilitation, Systems Thinking, OD Principles, Experiential Learning, Human Process Psychology and Research Methodologies.

Our Believers

Red stylized text spelling 'Dare to be different' with a wave-like design on a black background.

250+ Organisations have trusted us to bring a change in their systems

Impacted lives of over

2,00,000

people

From

40+

nationalities

In

5

countries

180

Leadership Development Initiatives

25

Organisation Development Initiatives

10,000+

Assessments

Here is what our believers have to say

Two cups of coffee or tea with saucers on a white surface.

Get in touch

Red fingerprint pattern with wavy lines and the text "DARK WEB" along the right side.

Big change starts with one conversation

ARC