Table of contents
- Introduction
- The Mirador Group challenge
- Key stages of support
- Comparative results ICE 2024 vs 2025
- Progress highlights
- The keys to success
- Conclusion: a sustainable transformation
Introduction
In an ever-changing business world, a team's ability to collaborate effectively is no longer just an asset: it's a strategic necessity. Today, team cohesion is a key factor in performance, well-being and talent retention.
Yet it is often perceived as an abstract notion, difficult to measure and improve in concrete terms. But there is a solution: l'Team Cohesion Index (TCI). It's a tool we've developed that's easy to use and, in less than 15 minutes, enables us both to assess a team's health and to implement targeted actions to strengthen its dynamic.
Let's take a concrete look at the challenge facing MIRADOR Group was faced with in 2024, their journey with Hubu to master the subject.
The Mirador Group challenge
In 2024, Mirador Groupan expert in financial planning and services, has a talented team of 12 people.
Despite their high level of expertise, skills and strong values, the two associates are keen to launch a new approach to their business. strategic shift with three clear objectives:
- Strengthen team cohesion.
- Create a strong sense of belonging.
- Adopt a light, agile and transparent management style that empowers employees.
"Our inspiration for our dream management style came from Jacques Forest's The Theory of Self-Determination and Ray Dalio's The Principles of Success.
-Daniel Lanteigne, Partner, Mirador Group
To meet these ambitious objectives, a structured support plan has been put in place. Here are the key stages in this process.
Key stages of support
1. Preparatory meeting - May 2024
It all begins with a preparatory meeting and a reading by the associates of the book Team spirit by Gabriel Renaud. We introduce them to Patrick Lencioni's 6 Geniuses at Work tool.
2. Six Geniuses at Work - May 2024
Having tested it on themselves, the associates are amazed at the results. They see it as the solution for bringing out each person's strengths: talents and skills.
Hubu leads the debriefing of the tool, enabling a clear team matrix to be drawn up and highlighting each team member's areas of strength and frustration.
Groupe MIRADOR is a firm believer in the relevance of Geniuses.
3. First ICE measurement - June 2024
Just before the team retreat, the ICE is administered for the first time. The diagnosis reveals solid strengths, but also areas of focus :
- Roles sometimes unclear.
- Develop a culture of feedback and recognition.
- Limited mutual knowledge and trust.
4. Team retreat - June 2024
Two immersive days at Hubootcamp (2-day team retreat) marked a turning point:
- Creation of a collaboration agreement clear and engaging.
- Experiential activities (including cold-water immersion) to challenge everyone together.
- Strengthening ties and aligning team priorities.
5. Feedback training - September 2024
Based on the ICE results, Hubu designs a tailor-made training course to establish a culture of continuous feedback, drawing on NVC methods and Kim Scott's radical candor. Each participant receives a workbook with a 4-step methodology for giving feedback.
MIRADOR quickly adopted the 3 facts:
- What are the facts?
- What do I care?
- What do we do (with it from now on)?
6. HR reinforcement - End 2024
The MIRADOR Group hires an outsourced HR resource with this objective:
- Having someone other than the owner to address professional and personal situations and/or issues
- Improve clarity of roles and responsibilities.
- Implement internal surveys and 360° evaluations based on the collaboration agreement.
- Bringing the team-building and culture-change process to life internally.
7. Training and information
During training sessions and group meetings, the strategic plan is presented and communicated. Work in progress, future improvements and changes planned for the coming year are communicated on an ongoing basis.
Training on the trust economy is provided.
8. Second ICE measure - April 2025
Ten months after the first measurement, ICE shows a progress on all pillarswith significant gains in connectivity and collaboration. Download a sample ICE report, click here.
Comparative results ICE 2024 vs 2025
| Pillar / A must | June 2024 | April 2025 | Variance |
|---|---|---|---|
| Clarity - Vision | 78 | 81 | +3 |
| Clarity - Priorities | 81 | 81 | 0 |
| Clarity - Roles | 70 | 75 | +5 |
| Communication - Opening | 79 | 79 | 0 |
| Communication - Assessment | 72 | 73 | +1 |
| Communication - Feedback | 72 | 75 | +3 |
| Connection - Pleasure | 82 | 87 | +5 |
| Connection - Knowledge | 71 | 79 | +8 |
| Connection - Trust | 72 | 79 | +7 |
| Collaboration - Reliability | 87 | 84 | -3 |
| Collaboration - Flexibility | 75 | 82 | +7 |
| Collaboration - Mutual aid | 81 | 83 | +2 |
| Overall score | 76 | 80 | +4 |
Progress highlights
- +8 points getting to know each other: through sharing activities and team rituals.
- +7 points flexibility and confidence: direct impact of training and HR support.
- +5 points role clarification and enjoyment at work.
- Setting up a feedback culture better anchored (+3 points).
"The results show significant progress in several areas. These improvements testify to the effectiveness of what we've put in place."
-Jean-Sébastien Vaillant, Partner, Mirador Group
In short, the MIRADOR Group has succeeded in transforming its team dynamics in less than a year. To understand the key factors behind this success, let's take a look at the determining factors.
The keys to success
Measuring for action
ICE provided a clear, measurable view of cohesion at two key points, making it easier to prioritize and monitor progress.
Outstanding experiences
Team retreats and feedback workshops have created new common points of reference and concrete practices that can be applied on a daily basis.
Integrating the Genius Test into the workplace after every promising 1st interview during recruitment.
Use of the tools we have provided, including the Alibelo tool. From image to word, discover the state of mind of participants at the opening of their most important team meetings.
"We believe that everyone wants to realize their full potential, and that with the right support, they will succeed. We do it for our customers. Why not do it for the organization? Hubu supports us in the growth of our team."
-Daniel Lanteigne, Partner, Mirador Group
Committed leadership
The associates embodied the change, actively participating, applying the practices and investing in the necessary resources. We've developed a lasting relationship with them through the follow-ups we make after our interventions or simply to check in.
"The approach we took together not only endures, but also tints the organization's culture. A palpable added value is created when the approach is also supported by our customer."
Daniel Renaud, Hubu co-founder
Here's a video testimonial from the 2 partners:
Conclusion: a sustainable transformation
In less than a year, the Mirador Group has gone from a team of competent to a team aligned and committed. The pillars of cohesion - clarity, communication, connection and collaboration - all show measurable improvement. The culture of feedback and recognition is now well underway.
Kudos to the MIRADOR Group team for investing in human connection! You can explore the Mirador Group’s portfolio of services by clicking here.
