Being on a member of a team and leading the team are two different things.

Leading self and leading others fall into very different camps.  A person can be very good at one and not at all great at the other.  Most often, teamwork breaks down because of behavioral differences and lack of understanding, which leads to a break down of trust.  

If you'd like to learn more about my work with teams on culture, change, transition, grief, and leadership strategy, fill in the form below and let's chat.

What is team culture?

A leadership team’s culture plays an essential role in the smooth running and evolution of an organization.  It’s the driving force that enables engagement, trust, and resilience in an organization, particularly in the face of unexpected change. 

A clear and well-designed culture guides the employees on ways to bring their own values and behaviors into alignment with the company they work for.  

Team culture has never been more important at work, and it's never been more challenging.  Companies are going back to the basics and asking themselves what is done and what still needs to be done.  And many organizations are realizing that strong culture is no longer "a good idea", it's a fundamental necessity. 

How is culture affected by the unexpected change?

Often there are often gaps in clarity and interpersonal conflicts between members of a leadership team.  Sometimes a team conflicts with a board or a funder. 

Lately we are seeing sea-changes in the way business is managed and over the course of the next several years we are likely to see industries perish, merge and re-invent themselves at a break-neck pace.

Over time, issues large and small create a culture of micro-aggression and defeat, stimulating conflict and reducing trust.  

Consider this: 

  • We could you accomplish if your team had a clear vision and a plan for the future available immediately?
  • Does your team need and desire a rapid escalation of teamwork with a vision and strategic action plan? 
  • Does your team need help with the process of establishing team culture?
  • Would you benefit from assistance designing a plan and agreements for your leadership team?
  • Do you know how you could cascade that plan to the rest of the organization?
  • Are you in a place where you need increased trust and critical honesty on your team?

How does a team benefit from getting help with culture during times of change?

Structured planning and deeper connection with other people help us to put down our natural resistance and bias to change.  

When I work with teams, we focus on: 

  • Current reality and future plans.
  • Putting a focus on building trust on the team.
  • Design a structured plan and put it in place with individual assignments for the leaders.
  • Cement a commitment to each other as a group to follow through on these changes. 

This work will ask you to: 

  • Come in trusting yourself and each other.
  • Be willing to go deep with your team and to bring voice and honesty to the discussion.
  • Deeply commit to making a difference and playing a tangible role in the changes defined by the team.
  • Be optimistic and get excited about what’s next.

The results can be apparent in a matter of days when we have time to work intensely together and when we are able to be in the same place in person. Online intensives are another good option.  

A typical cycle with a team: 

  • A team culture assessment and individual executive team assessments, establishing a baseline for the work to be done. 
  • Initial strategy sessions with the team, up to 2 days, in person or in (4) half-day virtual sessions
  • A follow up strategy and meeting schedule for the team with check-ins involving the coach (in-person or virtually) at 2-3 month intervals.
  • A second set of strategy sessions with the team after 6-9 months, measuring progress and determining what needs to happen to cascade culture through the organization
  • Collaborative process between the sponsor of the project and coach to determine needs and support going forward