Rebuilding Team Dynamics in a 40-Person SaaS Scale-Up

FreeVerified credential3 weeksAdvanced

Overview

What this challenge is about.

Analyze survey data using Tuckman and Lencioni models to propose a team intervention, then earn your verifiable certificate.

The scenario

The scale-up, 'DataFlow', grew from 15 to 40 employees in 12 months. The shift to enterprise sales created new interdependencies, but teams still operate with a startup mindset of autonomy. Recent employee engagement survey shows low scores on 'collaboration' and 'trust in leadership'.

CredentialBlockchain-anchored

ShareableLinkedIn-ready

LanguageEnglish

PaceSelf-paced

The Brief

What you'll do, and what you'll demonstrate.

How can DataFlow improve cross-functional team dynamics to reduce silos and enhance collaboration in the new enterprise sales context?

Earning criteria — what you'll demonstrate

Diagnose team dysfunction using Tuckman's stages and Lencioni's five dysfunctions model
Design interventions to build trust, improve communication, and resolve conflicts
Develop a facilitation plan for team-building activities that address specific issues
Evaluate the effectiveness of team development efforts using measurable outcomes

Program Fit

Where this fits in your program.

Sharpens the same skills your degree expects you to demonstrate.

Organizational Behavior

Bachelor · Leadership

Strong alignment

This challenge maps to Organizational Behavior at the Bachelor level. It sharpens the same practical skills your coursework expects — but in a real industry context with actual constraints and deliverables.

Skills

Skills you'll demonstrate.

Each one shows up on your verified credential.

Careers

Career paths this challenge builds toward

Completing this challenge demonstrates skills that transfer directly to these roles:

Career paths this builds toward

Canonical roles

Organizational Development ConsultantFuture-proof
Companies are systems of people, and people are harder to debug than code. Organizational development consultants step into that complexity with a toolkit drawn from psychology, sociology, and decades of change-management research. The role exists to help leaders see what's actually happening in their culture and design interventions — restructured teams, new feedback loops, leadership coaching — that move the organization toward what it wants to become. Expect work that mixes diagnostic interviews, survey design, and frameworks like ADKAR applied with judgment rather than rigidity. Students grow into this path through industrial-organizational psychology, organizational behavior, and early consulting experience. The strongest practitioners listen more than they prescribe, and measure cultural change patiently.
HR, People & Org Design

One more thing

You can put a credential on your CV by Friday.

Start this challenge