Team EQ for Change & Performance
Build the team that can carry the change
Develop the people. Strengthen the leader. Build the team that can carry the change.
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Emotional Intelligence is a performance tool. Not just a soft skill.
Emotional intelligence matters at the individual level—but teams do not become emotionally intelligent simply because several emotionally intelligent people work together.
The way a team communicates, handles tension, gives feedback, surfaces concerns, responds under pressure, learns, and adapts becomes part of how that team performs.
That matters even more during significant change.
A project plan can define the work.
A RACI can clarify responsibility.
A change methodology can guide adoption.
None of them, by themselves, build the team responsible for carrying the change.
Team EQ for Change & Performance develops both the people and the team practices surrounding the work.
Individual insight is one part of the work.
Elevate2Grow uses a multi-science approach to understand the people carrying the change. Participants typically complete TTI Success Insights TriMetrix EQ, bringing together Behaviors, Driving Forces, and Emotional Quotient to better understand how they communicate, what drives them, and how they recognize and manage emotion under pressure. That insight then becomes part of the larger team-development process—where the focus shifts to how the team communicates, handles pressure, gives feedback, adapts, and works together through change.
The assessment creates insight. The teamwork creates application.
What Stronger Team EQ Helps Build
✓ Greater self-awareness under pressure
Team members better recognize emotional patterns, triggers, and reactions that can affect the work.
✓ More candid communication
Concerns, ideas, feedback, and risk can be raised earlier rather than waiting until the problem gets bigger.
✓ Healthier tension and conflict
The goal is not a team without disagreement. It is a team that can work through disagreement without losing trust or the work.
✓ Stronger cross-functional collaboration
People understand one another better, ask for help sooner, and work beyond functional silos.
✓ Greater adaptability during change
The team becomes more intentional about how it responds when priorities, conditions, and expectations shift.
✓ Team norms that support performance
The team makes explicit how it will communicate, make decisions, give feedback, surface risk, and reset when pressure rises.
✓ Continuous team improvement
The team learns to evaluate not only what it is producing, but how well it is working together.
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How Team EQ for Change & Performance Works
What's Included:
- TriMetrix EQ multi-science assessment (from TTI Success Insights®) for all participants
- Team leader discovery conversation
- Team-performance and change-context discovery
- Team EQ Foundation Lab
- Individual and team debrief/application
- Development of practical team norms and working agreements
- Real-world application between sessions
- Team coaching and reset sessions
- Individual leader coaching where appropriate
- Tools for feedback, communication, conflict, adaptability, and team learning
- Progress reflection and reinforcement plan
- Customized materials tied to the team's actual work
Assessment depth and coaching are tailored to the engagement. Assessments support the process; they are not the program itself.
Who Team EQ for Change & Performance Is For
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Transformation teams responsible for significant organizational change
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Project and program teams carrying complex, high-stakes work
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Cross-functional teams that need stronger communication and collaboration across functions
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Leadership teams navigating change where trust, feedback, decision-making, or adaptability are affecting execution
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Newly formed teams that need to establish stronger norms before pressure builds
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Intact teams where conflict, emotional reactivity, information-sharing, or team dynamics are affecting performance
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Teams under sustained pressure where the work is demanding more adaptability than the current team practices can support
Larger-group workshops, keynotes, and broader organizational rollouts can be scoped separately.
Choose the Level of Support the Team Needs
3 MonthsFocused Team EQ & Change PerformanceTypical Investment: $3,500–$4,500 per leader
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6 MonthsSustained Team EQ & Change PerformanceTypical Investment: Up to $7,000 per leader **Recommended** |
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Best For
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Best For
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Experience
ESTABLISH. APPLY. RESET. |
Experience
APPLY. OBSERVE. COACH. REINFORCE. |
More time doesn't mean more content. It means more opportunities to apply the practices under real pressure, coach what happens, and strengthen how the team works.
Where Stronger Team EQ Shows Up
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What If the Issue Is Bigger Than Team EQ?
Team EQ for Change & Performance focuses on strengthening the people and team practices required to work effectively through significant change.
If the issues also involve broader:
Strategy
Accountability
Leadership capability
Organizational alignment
Culture
Succession
Multiple teams
The work may call for a broader Elevate2Grow engagement.
About Tracy Winkler
Human Performance Strategist | Chief Accountability Architect
Tracy Winkler helps leaders and teams understand the human factors that shape performance — how people communicate, make decisions, respond under pressure, navigate change, build accountability, and work together.
With more than 30 years of leadership, project, change, and organizational experience, Tracy brings a practical performance lens to the human side of transformation. She helps teams move beyond awareness and into the real work, where new behaviors, team norms, and leadership practices have to hold under pressure.
Tracy is an Authorized Partner of TTI Success Insights®, and certified to use its multi-science assessment tools, including Emotional Quotient, as part of broader leadership, team, and performance development.
Team EQ for Change & Performance FAQs
What's the difference between individual EQ and team EQ?
Individual emotional intelligence focuses on how a person understands and manages emotions, responds under pressure, makes decisions, and builds relationships.
Team EQ looks at how those individual behaviors come together through the team’s shared habits and norms—how people communicate, give feedback, navigate tension, raise concerns, ask for help, adapt, and learn together.
Team EQ for Change & Performance develops both.
Individual EQ is about how I show up. Team EQ is about how we work together.
Do we complete an emotional intelligence assessment?
Yes. Assessment is an important starting point for Team EQ for Change & Performance.
Rather than looking at emotional intelligence in isolation, Elevate2Grow takes a multi-science approach. Participants typically complete TTI Success Insights TriMetrix EQ, bringing together:
- Behaviors — how you tend to communicate, respond, and adapt
- Driving Forces — what motivates, energizes, and can create tension
- Emotional Quotient — how you recognize, understand, and manage emotion
Depending on the leadership situation and scope of the engagement, we may also recommend additional assessment depth, particularly for the team leader.
The assessment creates individual insight. The larger engagement turns that insight into stronger leadership and better ways of working together.
Why use a multi-science approach instead of EQ alone?
Because people are more complex than a single dimension.
How someone responds during change can be influenced by their behavioral style, what motivates them, how they experience pressure, and how effectively they recognize and manage emotion.
Looking across multiple sciences gives the individual, the leader, and the team a richer understanding of what may be shaping performance.
Team EQ is not an EQ program with a team component. It is a multi-science team performance and change program with emotional intelligence at the center.
Is this emotional intelligence training?
It includes emotional intelligence learning, but it goes well beyond training.
Participants build individual awareness while the team strengthens the practical habits and norms that affect communication, trust, feedback, conflict, adaptability, decision-making, and performance under pressure.
The learning is then applied to actual meetings, project work, stakeholder conversations, decisions, and change.
The goal isn't simply to understand EQ. It's to use that insight where the work is actually happening.
Why is the team leader an important part of the work?
The leader helps shape the environment in which the team operates.
How the leader communicates, responds under pressure, invites different perspectives, gives feedback, handles tension, and reinforces expectations can influence how freely the team speaks, collaborates, raises concerns, and adapts.
That is why Team EQ for Change & Performance develops the individuals and pays particular attention to the leader's impact on how the team works together.
Depending on the engagement, additional leader coaching or assessment depth may be included.
Why three or six months instead of one workshop?
A workshop can introduce concepts, create shared language, and surface important patterns. That can be a valuable starting point.
But awareness is not the same as change.
The three- and six-month experiences give leaders and teams time to apply what they are learning, see what happens under real pressure, receive coaching, make adjustments, and reinforce the practices that need to hold.
Real development happens between the sessions, not only during them.
.What's the difference between the three-month and six-month options?
The three-month Focused Team EQ & Change Performance experience is designed for a defined project, transition, team reset, or concentrated performance challenge. It establishes the multi-science foundation, puts new practices into the real work, and provides coaching and reset support.
The six-month Sustained Team EQ & Change Performance experience is recommended for teams carrying more significant, complex, or sustained change. It provides additional cycles of real-world application, coaching, reflection, reset, and reinforcement across actual milestones and pressure points.
More time doesn't mean more content. It means more opportunities to strengthen how the team works while the real change is happening.
Can this support a change or transformation project?
Yes. Team EQ for Change & Performance is particularly relevant for project, program, transformation, leadership, and cross-functional teams responsible for carrying significant change.
A project plan can define the work. A RACI can clarify responsibility. A change methodology can guide adoption.
None of those, by themselves, build the team responsible for carrying the change.
Team EQ strengthens how those people communicate, surface concerns, navigate tension, make decisions, adapt, and collaborate when the plan meets reality.
The question isn't only whether the organization can adopt the change. Can the people leading the change carry it together?
Can this be done virtually?
Yes. Portions of the engagement can be delivered virtually, including discovery, assessment debriefs, individual coaching, leader coaching, and follow-up sessions.
For intact teams, key team-development experiences are often strongest in person because the team can work directly with its real interactions, dynamics, and challenges.
The final delivery approach is designed around the team, location, goals, and scope of the engagement.
How large can the team be?
Team EQ for Change & Performance is designed around one intact team.
A typical engagement may involve approximately 10 leaders or team members, although the right size depends on the team and the work it is carrying.
Larger teams, multiple teams, and broader organizational rollouts can be scoped separately.
How much does Team EQ for Change & Performance cost?
Team EQ for Change & Performance is priced per leader, while the development is designed around the team.
3 Months — Focused Team EQ & Change Performance
$3,500–$4,500 per leader
6 Months — Sustained Team EQ & Change Performance — Recommended
Up to $7,000 per leader
Investment varies based on factors such as engagement length, number of participants, assessment depth, individual and leader coaching, team-development support, project or change complexity, onsite requirements, and the level of application and reinforcement needed.
After a discovery conversation, Elevate2Grow will recommend the appropriate level of support and confirm the exact investment.
Why does the investment vary?
Every team is carrying different work, and not every engagement requires the same depth of assessment, coaching, facilitation, or reinforcement.
The investment can vary based on the duration of the experience, number of participants, assessment depth, individual and leader coaching, team-development sessions, complexity of the change, and the amount of application support required.
The pricing range gives organizations a clear expectation before the work begins while allowing the engagement to be designed around what the team actually needs.
The investment is priced per leader. The development is designed around the team.
Is Your Team Carrying Significant Change?
You don’t need to know whether the issue is EQ, communication, trust, leadership, or team dynamics. Tell Tracy what is changing, who is carrying it, and where the friction keeps showing up.