Teams Transformed
Average Performance Improvement
Team Satisfaction Rating
Sustained Improvement (12mo+)
The hidden cost of team dysfunction
Organizations spend millions building great products, systems, and strategies—but often neglect the most critical element: the teams that execute everything.
A mediocre team will underdeliver on a great strategy. A great team will overdeliver on a mediocre strategy. Yet most teams are nowhere near their potential.
They're stuck in dysfunction—wasting time, avoiding conflict, duplicating work, and burning out talented people.
Higher performance in high-trust teams
More innovation in psychologically safe teams
Lower turnover in high-performing teams
Faster decisions with aligned teams
Source: Google Project Aristotle, Harvard Business Review, Gallup
Meetings feel like a waste of time. Real issues aren't discussed. People multitask or check out mentally.
People are guarded and political. There's no vulnerability or authentic connection. CYA behavior is common.
Disagreements happen in hallways, not meetings. "Artificial harmony" dominates. Real issues go unaddressed.
Confusion about who's responsible for what. Duplication of effort or critical tasks falling through cracks.
Commitments aren't kept. Deadlines slip without consequence. Team members don't hold each other accountable.
The team consistently underperforms. Goals are missed. There's a sense of "we could be so much better."
High-performing teams aren't born—they're built through intentional development.
Based on Patrick Lencioni's research and proven across 300+ teams
Team effectiveness is built on five interdependent behaviors. Like a pyramid, each level requires the foundation below it. You can't skip levels.
▼ 5. RESULTS - Collective Outcomes
▼ 4. ACCOUNTABILITY - Peer-to-Peer
▼ 3. COMMITMENT - Clarity & Buy-In
▼ 2. CONFLICT - Healthy Debate
▼ 1. TRUST - The Foundation
What It Means: Vulnerability-based trust. Team members are comfortable being completely open about mistakes, weaknesses, fears, and asking for help.
What It's NOT: Predictability ("I trust you'll do your job"). That's reliability, not trust.
Why It Matters: Without trust, teams waste energy managing impressions and protecting themselves. With trust, teams focus 100% on the work.
Trust Red Flag: "We're all professionals here" (code for: we don't share anything personal or vulnerable)
What It Means: Productive, ideological conflict around ideas. Team members debate passionately about issues that matter most.
What It's NOT: Mean-spirited personal attacks. It's vigorous debate in service of the best answer.
Why It Matters: Teams that avoid conflict make inferior decisions and create "artificial harmony" that breeds resentment.
Conflict Red Flag: Meetings end too quickly and easily. Everyone agrees too fast.
What It Means: Team members commit to decisions and standards, even when they initially disagreed. Buy-in comes from being heard, not consensus.
What It's NOT: Requiring consensus. You can "disagree and commit."
Why It Matters: Without commitment, teams struggle with ambiguity and revisit decisions. With commitment, teams move forward aligned.
Commitment Red Flag: "I thought we decided that last month?" Decisions keep getting revisited.
What It Means: Team members hold one another accountable for behaviors and performance. Accountability doesn't fall solely on the leader.
What It's NOT: Waiting for the boss to be "the bad guy." Peers call out each other directly and respectfully.
Why It Matters: Teams that rely solely on the leader for accountability create resentment, lower standards, and miss opportunities for course correction.
Accountability Red Flag: People complain to the leader about teammates rather than addressing directly.
What It Means: Team members prioritize collective results over individual goals, departmental objectives, or personal ego/status.
What It's NOT: "Every person hits their individual goals." Real team results are interdependent and collective.
Why It Matters: Without focus on collective results, teams become collections of individuals optimizing for themselves at the expense of the whole.
Results Red Flag: "My department is doing great" (while overall team struggles)
We work with teams at every level and in every situation
C-suite and senior leadership teams responsible for strategy and organizational direction.
Common Focus: Strategic alignment, decision-making, trust, succession
Department heads, VPs, directors responsible for functions or business units.
Common Focus: Cross-functional collaboration, breaking silos, conflict resolution
Cross-functional teams assembled for specific initiatives or transformations.
Common Focus: Quick trust-building, role clarity, decision rights, momentum
Intact teams within departments (sales, engineering, operations, etc.).
Common Focus: Performance, accountability, efficiency, team cohesion
Newly formed teams, teams with new leaders, or post-merger integration teams.
Common Focus: Rapid trust-building, norming, role clarity, early wins
Teams working across locations, time zones, or in hybrid/remote settings.
Common Focus: Building connection, communication, trust at a distance
Multiple ways to develop your team's performance
Duration: 2-4 weeks
Best For: Understanding current state before investing in development.
Duration: 1-2 days
Best For: Teams needing intensive time together to reset, align, or address issues.
Duration: 6-12 months
Best For: Teams committed to sustained development and lasting change.
Duration: 4-8 weeks intensive
Best For: Teams in acute crisis—major conflict, breakdown of trust, toxic dynamics.
How healthy is your team?
Rate your team on each of the five behaviors (1 = Very Weak, 5 = Very Strong):
Team members are vulnerable, admit mistakes, ask for help, and show their true selves.
Team members engage in passionate, unfiltered debate about important issues.
Team members commit to decisions and move forward aligned, even after disagreeing.
Team members hold one another accountable for behaviors and performance.
Team members prioritize collective results over individual or departmental goals.
Remember: The pyramid is sequential. If trust is low (bottom), improving results (top) won't work until trust is addressed first.
Team: 12-person leadership team (CEO + direct reports) | Company: 800-employee software company | Duration: 12-month team coaching program
A high-growth tech company with brilliant individual leaders who couldn't work together effectively. Meetings were tense or superficial. Cross-functional projects failed repeatedly. Turnover was high. The CEO was exhausted playing referee.
| Metric | Before | After (12 mo) | Change |
|---|---|---|---|
| Trust Score | 2.1/5 | 4.3/5 | ↑ 105% |
| Healthy Conflict | 1.8/5 | 4.1/5 | ↑ 128% |
| Commitment/Clarity | 2.4/5 | 4.4/5 | ↑ 83% |
| Peer Accountability | 1.9/5 | 3.9/5 | ↑ 105% |
| Focus on Results | 2.6/5 | 4.2/5 | ↑ 62% |
| Meeting Effectiveness | 35% | 82% | ↑ 134% |
"Twelve months ago, I was seriously considering replacing half my leadership team. The dysfunction was killing us. Today, this is the strongest, most aligned leadership team I've ever been part of. We debate passionately, decide clearly, and execute together. The transformation is remarkable—and it's showing up in our business results." - CEO