TMS America

We're proud to introduce Tracey L. Pirozzi, PHR SHRM-CP as one of our newest US-based TMS Associates. Tracey brings years of experience in high-impact coaching, facilitation, and strategic consulting, empowering leaders to bridge communication gaps, navigate change with confidence, and drive workplace success. We're excited to support Tracey as she expands her Team Management Systems (TMS) work across the United States!

As proud members of the global TMS network, we’re thrilled to celebrate 40 years of Team Management Systems (TMS). We’ve seen the power of the TMS approach in action. From the moment we introduced the TMS suite of Profiles in our region, it has helped teams move beyond tasks to tap into purpose, energy, and genuine collaboration. So what makes TMS so valuable? It’s more than a set of tools or frameworks—it’s a way of thinking. A way of working that places people at the centre, recognises diverse strengths, and builds the kind of trust and clarity that drives real performance. As we look to the future of work, we’re inspired to keep growing alongside a global community that shares our belief: high-performing teams aren’t just built—they’re nurtured, supported, and deeply understood. Here’s to 40 years of impact—and to shaping what comes next, together.

? Myth: Leaders must have all the answers. ? Truth: Great leaders ask the right questions. Leadership isn’t about knowing everything—it’s about facilitating collaboration, seeking diverse perspectives, and making informed decisions. The best leaders empower others by being curious, not just certain. Read more: ?? https://buff.ly/JRVWf0n ?? What’s one question you ask your team regularly? #leadershipskills #leadershipdevelopment #selfawareness

Does your organisation encourage fresh thinking, or is it stuck in old ways?

?? When Compliance Becomes the End Goal: The Sidewalk Shed Dilemma ?? New York City has an unexpected "landmark": 8,500+ sidewalk sheds stretching almost 400 miles—nearly the distance from NYC to Washington, D.C.! They were meant to be temporary safety measures, but for many building owners, they’ve become a permanent solution. What started as a well-intentioned safety measure after a tragic accident in 1979 has morphed into an economic loophole. For many, it’s cheaper to comply with the shed requirement than to actually fix the building. So, the sheds stay up… sometimes for over a decade! ?? This isn’t compliance leadership—it’s compliance inertia. In the Window on Work Values Model, compliance is about stability and rule-following. But when rules become an excuse for inaction, they lose their purpose. NYC’s “Get Sheds Down” initiative is trying to shift the balance—pushing owners from passive compliance to active responsibility. And this is a challenge many leaders face: ? Are we just meeting the minimum requirement, or are we driving meaningful change? ? Are we creating safe environments, or just the illusion of safety? ? Are we building a culture of responsibility, or one of strategic avoidance? Much like leadership, compliance works best when it serves a bigger purpose—not just a cheaper alternative. Otherwise, you might just end up with scaffolding that never comes down. ??

We're proud to introduce Jill Harris Helmer as our newest US-based TMS Associate. Over the past three years, she has delivered meaningful results for numerous organizations. We're excited to support Jill as she expands her Team Management Systems (TMS) work across the United States!

Great leaders don’t just fix problems—they empower others to solve them. ???Situational Awareness:?Are you dealing with a short-term fix or a long-term challenge? Identify the difference before taking action. ???Relationships:?Do your people feel comfortable bringing problems to you? If not, they’re solving them?without?you—and not always effectively. ???Change Factor:?Change breeds uncertainty and challenges. The best leaders don’t just find solutions—they help their teams?reframe?problems as opportunities. ???Try This:?Next time someone brings a problem, ask,?“What solutions have you considered?”?before offering advice. How do you balance solving problems vs. coaching others to solve them? #WorkplaceCulture #Leadership #EmployeeEngagement #OrganisationalGrowth

How Can Your Team Level Up? Every team has blind spots, but the best ones shine a light on them and adjust. Think of reflection as your team’s reset button—it helps you refine what works and let go of what doesn’t. Have you celebrated your wins ?? and addressed your roadblocks ? lately? Maybe a simple process tweak saved hours, or a brainstorming session uncovered untapped potential. Every improvement counts. What’s one thing your team could do better? Here’s something to think about: What’s the most valuable lesson your team has learned this quarter? ??TIP: Why not make retrospectives a habit? They’re like pit stops for improvement. #teamsignals #howeffectivearewe #tmp #Maintaining

Change can feel overwhelming. We set big goals, chase perfection, and often burn out before we see real progress. But what if the secret to transformation wasn’t about radical shifts, but small, consistent improvements? Kaizen, a Japanese philosophy meaning “continuous improvement,” reminds us that growth isn’t about overnight success—it’s about steady, intentional steps forward. At an individual level, Kaizen is about refining habits—reading a page a day, tweaking your morning routine, or improving a single skill at a time. Small, consistent changes add up to remarkable progress. For teams, Kaizen fosters a culture of collaboration and innovation. When each person contributes tiny improvements, efficiency grows, communication strengthens, and creativity flourishes. At the organisational level, Kaizen becomes a powerful force for lasting success. Businesses that embed continuous improvement into their culture don’t just adapt—they lead, evolve, and stay ahead of the curve. The beauty of Kaizen? It doesn’t demand drastic change. It simply asks: What’s one small step forward you can take today? ?? #Kaizen #ContinuousImprovement #GrowthMindset #OrganisationalDevelopment

Many organisations rely on generic behavioural assessments, but tools like the Team Management Profile (TMP) go far beyond surface-level categorisation. Backed by scientific research and validated data, TMP delivers deeper insights and targeted development strategies that create real, lasting change. Unlike many traditional assessments that focus primarily on observable behaviour, TMP is built on decades of validated research into work preferences and team effectiveness. It doesn’t just label individuals—it explains why they work the way they do and provides strategic pathways for growth and collaboration. The Scientific Advantage ? Evidence-Based & Globally Validated: TMP is backed by over 40 years of research, with data from over 2 million profiles worldwide. ? Developed for Business, Not General Personality Typing: Unlike many assessments adapted from psychological models, TMP was specifically designed for workplace performance, ensuring greater relevance and practical application. ? High Reliability & Validity: Extensive studies, including face validity (91%+), structural validity, and construct validity research, confirm TMP’s ability to accurately measure work preferences and team dynamics. ? Dynamic & Multi-Dimensional: While some assessments categorise individuals into just a few broad personality types, TMP analyses multiple work preferences across eight team roles, resulting in 208 possible profile variations for greater accuracy and personalisation. ? Proven Impact on Team Success: TMP has been implemented by leading global organisations, demonstrating measurable improvements in team effectiveness, leadership development, and high-performance cultures. TMP isn’t just about who you are—it’s about how you work best and how you can develop. By helping individuals and teams understand their energy, motivation, and contribution, TMP supports: ? High-performance team building ? Leadership & professional development ? Conflict resolution & team synergy ? Strategic talent development & workforce planning If you’re looking for an engaging, research-backed, and work-focused tool that drives meaningful development, TMP is the clear choice. Unlike generic assessments, TMP is scientifically validated to help individuals and teams achieve higher engagement, stronger collaboration, and sustained success. Would love to hear—what’s been your experience with TMP or other workplace development tools? Let’s discuss!