About this Presentation
While CCPM effectively manages flow, it assumes the project team is already aligned, capable, and collaborative. In practice, the human side of projects is often the hidden constraint. Misaligned team composition, poor communication, and limited learning during execution can stall performance—regardless of how well the schedule is managed.
This session introduces an evolved CCPM approach by integrating Doug Wilde’s Teamology, which builds cognitively diverse teams using Jungian typology, and embedding structured peer learning into project flow. This aligns with TOC’s core principle: focus on the real constraint to improve throughput.
A proposed pilot will be shared, comparing a standard CCPM team with one using the A-Team framework: Teamology-informed team design, a co-created team charter, learning rituals such as feedback circles and “hotseats,” and psychological safety checks. The goal is not just faster delivery, but smarter, self-improving teams.
Attendees will leave with a simple, replicable framework for building A-Teams:
How to use typology to design better teams
How to embed learning rituals into project cycles
How to measure team functioning alongside buffer burn
How evolving CCPM in this way can dramatically boost project velocity and long-term team effectiveness
What Will You Learn
To help you get the most value from this session, we’ve highlighted a few key points. These takeaways capture the main ideas and practical insights from the presentation, making it easier for you to review, reflect, and apply what you’ve learned.
The session reveals why technically sound TOC solutions often fail—not because the logic is wrong, but because teams are not designed or supported to sustain flow.
It shows how different team types (A, B, and C teams) directly influence throughput, compliance, and learning, and why some teams are constraints regardless of how good the process design is.
The presentation hints at how integrating typological diversity, trust, and peer learning turns human variability from a liability into a performance multiplier.
It illustrates why managing people flow with the same discipline as process flow is the missing link to sustaining TOC gains over time.
Instructor(s)
John van der Steur
John van der Steur is Senior Expert People Flow at Mobilé 4 Flow & Innovation, a leadership consultant, team strategist, and author of The Power of Polarities: An Innovative Method to Transform Individuals, Teams, and Organizations. Based on Carl Jung’s Theory of the Personality. With a background in Jungian psychology and decades of experience helping organizations build high-performance teams, John brings a unique lens to the intersection of human dynamics and operational excellence. His work bridges theory and practice, showing how psychological diversity, structured peer learning, and systems thinking can unlock extraordinary collaboration.
Willem de Wit
Willem de Wit learned hard work before most kids learned long division. Growing up in Holland’s bulb fields near Keukenhof, he was driving a tractor at eight. The lesson stuck: roll up your sleeves, get it done.
But Willem wasn’t content with just muddy boots. As a teenager, he asked the big question: what is life really about? That curiosity carried him from the flower fields to the halls of Leiden University, where he studied philosophy—and won the Dutch Pierre Bayle Essay Prize. One of the rare philosophers to actually get paid for thinking.
Today, Willem blends pragmatism with philosophy. He warns against the “hammer and nail” trap: applying the same solution everywhere. Instead, he insists on first understanding the case—then solving it right.
Willem is the force behind Innovation Dialogues, a format leaders praise for cutting through noise and surfacing what really drives progress—especially in the urgent fields of climate adaptation and energy transition.
He lives between the Netherlands and Germany, and when he’s not guiding innovation, he’s with his partner and two daughters.