A common reason why a work group or team becomes dysfunctional is an inexperienced, weak, or autocratic leader. A manager with no leadership skills would probably work well for a workforce of robots. However, people need leaders. A manager has to have strong leadership skills to inspire a team to greater heights—to add real "value" to the organization.

We work holistically with the team and the team leader to quickly turnaround performance. We assess team member and team leader skills, providing each member and leader with a detailed assessment and development report. We then facilitate roundtables where we encourage vital conversations among team members and the team leader. Ken Blanchard once said “While no single conversation is guaranteed to change the trajectory of a career, a business, a marriage or a life, any one single conversation can."

We follow a process of leader and team assessment, reporting results, feedback, and roundtable facilitation. The learning objectives are to:

• Eliminate fear and suspicion and build a foundation of trust


• Improve empowerment and joint accountability within the team


• Gain insight into characteristics and core competencies of effective leaders


• Develop heightened leaders' "emotional intelligence" and self-awareness for greater leadership performance


• Increase ability to focus on "adaptive" challenges versus "technical" challenges

"Technical" challenges are typically every-day problems for which people have the necessary know-how and procedures.

"Adaptive" challenges are problems that are not amenable to standard operating procedures. These problems require experiments, new discoveries and adjustments. Solving "adaptive" challenges adds "value" to an organization.