Twelve weeks.
One leadership team.
Working on how you work together.
For leadership teams full of good people.
Who still don’t quite work as a team.
Why this exists
Good leaders don’t automatically make a good leadership team.
Most organisations invest in developing individual leaders. And rightly so.
But the research keeps telling us the same thing.
How people behave in a team is shaped far more by the team than by their individual skills.
So you can have a room full of capable people.
And still have a team that competes, works in silos, and runs everything through the boss.
Not because the people are wrong.
Because the team itself has never been developed.
The journey
We start with why.
Then who: yourself, and each other.
Then what this team is actually for.
And finally how: the way you decide, meet and hold each other to account.
We start together
A kick-off with the whole team on Zoom. Setting the scene for our work together.
Module 1. The case for team intelligence
Why is a team of good leaders not automatically a good team?
The research on collective intelligence. The gap between the team you think you are and how you actually work.
Module 2. Understanding yourself
How do I contribute, and where do I get in the way?
Your Team Management Profile. How you prefer to work, your blind spots, and what you actually do under pressure.
Module 3. Understanding each other
What do we really know about each other?
The team’s shared profile: where you cluster and where the gaps are. How trust actually forms. Moving from assumptions to real understanding.
Module 4. What is this team for?
What can we only achieve together?
Beyond the separate functions. Where you genuinely need each other, and your shared purpose as a leadership team.
Module 5. Building the architecture
Who decides what, and how?
Decisions, meetings, information between functions, and accountability to each other, not just to the CEO.
Module 6. Sustaining what you’ve built
How do we keep it going?
Rituals that keep connection and trust alive. Handling conflict well. Getting back on track when old habits return.
A follow-up, if you want one
An optional team session four to eight weeks after the end. To review progress, deal with what has come up, and recommit.
How it works
Six video lessons. Three one-to-one coaching sessions. Three team sessions.
A two-week rhythm over twelve weeks.
On your own
- Video lessons and reflection, at your own pace
- A one-to-one coaching session after modules 1 and 2
- A final one-to-one at the end: your strengths, your watch-outs, and what you commit to
Together
- Three team sessions on Zoom, with me
- Building trust, agreeing what the team is for, and making real commitments
- The work you can only do in the same room
The combination is deliberate.
Individual coaching alone keeps the focus on the leader.
Team sessions alone don’t give people room to do their own work first.
You need both.
A team that is smarter together
than any one of its members.
What changes
- A shared language for how you work together, and where you get stuck
- Real understanding of each other’s contributions, preferences and pressure points
- Clear agreements on decisions, meetings and accountability
- Agreements the team made and owns, not ones handed down from outside
- A team that stops running everything through the boss
And most important of all, you have done it together.
The practical bits
- For intact leadership teams: people who already work together
- Online. Video lessons on the learning platform, coaching and team sessions on Zoom
- In English
- A Team Management Profile for everyone, and a shared profile for the team
- An optional follow-up session four to eight weeks after the end
From €1,900 per participant
Let’s talk
This programme starts with a conversation.
If your leadership team is ready to do the work together, let’s see if it’s the right fit.
Working on your own leadership first? The Relationship Advantage programme →.