High Performing Teams

Align, engage and develop your executive team to guide your organization to success.
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High performing teams operate with trust, clarity, alignment and accountability. An intentional approach stretches leaders and their teams to create new vision and new results. Intentional Teams operate with connection, engagement, collaboration, vision and execution.

One of the most common organizational challenges is getting a team of  people with diverse experiences and opinions to genuinely align on direction and process. Symptoms of dysfunctional teams include ineffective meetings, lack of follow through, confusion over roles and responsibilities, and competing interests.

Focus Areas

Team development improves performance by :

  • Fear of Retribution with High Trust
  • Veiled Agreement/Conflict with Constructive Dialogue/Debate
  • Compliance with Full-Buy-In and Commitment
  • Criticism and Defensiveness with Culture of Coaching & Feedback
  • Focus on Activity with Focusing on Results
  • Ego & Fragmentation with Camaraderie and Solidarity


The scope of any team development project depends on the size and maturity of the team, its objectives and its challenges. The project is co-designed with the team leader to identify outcomes and design.

Generally, a team project has four phases with varying durations based upon scope:

  • Solution focused approach with client to determine the desired outcomes and success measures
  • Facilitate the client's identification of leadership behaviors that can be enhanced or developed.
  • Create awareness around the situational context for the leader.

Complete 360 feedback interviews/instrument with key stakeholders

  • Establish and align with client on opportunities for shifts in behavior and performance that are documented into a viable development plan
  • Provide a process and accountability to that plan as coach
  • Understanding of how current assessments/reviews/instrument feedback and key stakeholder feedback fits within a broader development plan

Assessments – Personality and EQ

  • Integration of a focused coaching plan with the Intentional Leadership Experience as recommended by the coach.
  • Document and execute on a development plan based on these behaviors
  • Provide a transition plan for use post coaching engagement conclusion that will sustain accountability to behaviors





Custom designed engagement communications

Personality profiles/assessments/team health questionnaire



(In-Person sessions are preferred, Virtual supplemental)



Cultivate Results.

Developing Leaders, Teams, and Cultures
team meeting