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 in unproductive meetings, avoiding difficult conversations, 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 decision-making 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 in 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 adapted through our work with hundreds of teams
Team effectiveness is built on five interdependent behaviors. Like a pyramid, each level requires the foundation below it. You can't skip levels or build a great team by focusing on just one area.
▼ 5. RESULTS
▼ 4. ACCOUNTABILITY
▼ 3. COMMITMENT
▼ 2. CONFLICT
▼ 1. TRUST
Vulnerability-based trust. Team members are comfortable being completely open with one another about mistakes, weaknesses, fears, and asking for help.
Predictability ("I trust you'll do your job"). That's reliability, not trust.
Without trust, teams waste energy managing impressions and protecting themselves. With trust, teams can focus 100% on the work.
Personal histories exercise
Strengths and weaknesses sharing
Team effectiveness 360° feedback
Vulnerability modeling by leader
Trust-building rituals
Trust Red Flag: "We're all professionals here" (code for: we don't share anything personal or vulnerable)
Productive, ideological conflict around ideas. Team members debate passionately and unfiltered about the issues that matter most.
Mean-spirited personal attacks or destructive fighting. It's vigorous debate in service of the best answer.
Teams that avoid conflict make inferior decisions and create "artificial harmony" that breeds resentment.
Conflict norms and agreements
Mining for conflict (surfacing buried issues)
Real-time permission ("I want to disagree with that...")
Devil's advocate assignments
Conflict resolution skills training
Conflict Red Flag: Meetings end too quickly and easily. Everyone agrees too fast.
Team members commit to decisions and standards of performance, even when they initially disagreed. Buy-in comes from being heard, not from consensus.
Requiring consensus or unanimous agreement. You can "disagree and commit."
Without commitment, teams struggle with ambiguity and revisit decisions. With commitment, teams move forward aligned.
Cascading communication (what are we telling the organization?)
End-of-meeting recap of decisions
Deadlines and clarity around everything
"Disagree and commit" practice
Worst-case scenario analysis (reducing fear of being wrong)
Commitment Red Flag: "I thought we decided that last month?" Decisions keep getting revisited.
Team members hold one another accountable for behaviors and performance. Accountability doesn't fall solely on the leader.
Waiting for the boss to be "the bad guy." Peers call out each other directly and respectfully.
Teams that rely solely on the leader for accountability create resentment, lower standards, and miss opportunities for course correction.
Team dashboard with shared goals
Public declaration of what each person will do
Regular progress reviews by peers
Accountability conversation training
Team rewards (not just individual)
Accountability Red Flag: People complain to the leader about teammates rather than addressing directly.
Team members prioritize collective results over individual goals, departmental objectives, or personal ego/status.
"Every person hits their individual goals." Real team results are interdependent and collective.
Without focus on collective results, teams become collections of individuals optimizing for themselves at the expense of the whole.
Clear, measurable team goals
Public scoreboard everyone can see
Tie rewards to team performance
Celebrate team wins (not just individual)
Call out individual heroics that hurt the team
Results Red Flag: "My department is doing great" (while overall company/team struggles)
Multiple ways to develop your team's performance
Duration: 2-4 weeks
Team effectiveness survey (all 5 behaviors)
Individual interviews with each team member
Meeting observation
Team dynamics analysis
Comprehensive feedback report
Teams that want to understand their current state before investing in development. Also useful for measuring progress.
Duration: 1-2 days
Pre-work and preparation (2-3 weeks)
Custom agenda design
Expert facilitation of difficult conversations
Team-building exercises
Action planning and commitments
Post-offsite follow-up plan
Teams needing intensive time together to reset, align, address issues, or build relationships. Great for new teams or teams in crisis.
Duration: 6-12 months
Initial assessment and offsite
Monthly team coaching sessions (2-3 hours)
Real-time team dynamic observation and feedback
Between-session leader coaching
Progress measurement and adjustment
Sustainability planning
Teams committed to sustained development. Most effective approach for creating lasting behavior change.
Duration: Half-day or full-day sessions
Focused workshops on specific team behaviors
Trust-building session
Healthy conflict workshop
Accountability practices
Meeting effectiveness training
Decision-making workshop
Teams wanting to develop specific skills or behaviors. Can be standalone or part of broader team development.
Duration: 4-8 weeks intensive
Rapid assessment of team dysfunction
Individual and team coaching
Facilitated difficult conversations
Conflict resolution and mediation
Team reset and rebuilding
Sustainability planning
Teams in acute crisis—major conflict, complete breakdown of trust, toxic dynamics, leadership changes requiring reset.
Duration: 12-18 months
C-suite and senior leadership team coaching
Quarterly offsites + monthly coaching
Strategic alignment work
Board presentation preparation
Individual executive coaching
Succession planning support
CEO and executive teams wanting to maximize their effectiveness and model high-performance for the organization.
Multiple lenses to understand your team's dynamics
Research-validated assessment measuring all five team behaviors (trust, conflict, commitment, accountability, results)
Output: Team profile showing strengths and gaps across all dimensions, benchmarked against high-performing teams
Confidential 1-on-1 conversations with each team member to understand individual perspectives, concerns, and hopes
Output: Thematic analysis of common themes, hidden issues, and divergent perspectives
We observe team meetings to see dynamics in action—what's said, what's not said, patterns of interaction, decision-making processes
Output: Behavioral observations and patterns that may be invisible to team members
Team members give and receive feedback from one another on specific behaviors and contributions to team effectiveness
Output: Individual and team feedback reports highlighting blind spots and development areas
Personality and work style assessments (DiSC, Myers-Briggs, Strengths, etc.) to understand individual differences
Output: Team composition map showing diversity and potential friction points
Analysis of team performance metrics, meeting effectiveness data, goal achievement rates
Output: Quantitative picture of team results and trends
At the end of assessment, teams receive a comprehensive report including:
This report becomes the foundation for all team development work.
We work with teams at every level and function
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
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.
Team effectiveness survey showed severe gaps across all five behaviors. Individual interviews revealed deep frustration, distrust, and pessimism about the team ever improving.
2-day offsite: Vulnerability exercises, personal histories, strengths/weaknesses sharing, team commitment
Monthly coaching sessions: Practice new behaviors with coach present
Between sessions: CEO coaching, team homework assignments
Conflict practice: Learning to engage in productive debate
Decision-making process: Clear framework for how team makes decisions
Accountability training: Peer-to-peer feedback and accountability
Scoreboard creation: Shared team goals everyone tracks
Real-time coaching: Coach in their regular meetings, providing feedback
Self-facilitation: Team learning to self-manage without coach
Sustainability rituals: Team practices that reinforce behaviors
Final assessment: Measure progress and celebrate growth
| 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