Leadership Team Reset
Focused team reset with decisions that stick
In 8–12 weeks we help your senior team act as one. Together we clarify purpose and decision rights, tune the meeting rhythm, and practise the habits that mean decisions land once in the right forum. We follow up briefly to make sure the shift holds.
Who it’s for
CEOs, MDs/Chief Officers, Chairs and Executive/Senior Leadership Teams that need to lead decisively together.
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Duration
8–12 weeks, with an optional check-in 6–8 weeks after handover.
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Typical triggers
Newly formed or post-restructure teams; looping or slow decisions; strained relationships; meetings that don’t turn into action.
Format
Whole-team workshops, short leader 1:1s and a light pulse, plus facilitation of the first one or two meetings under the new cadence.
What you’ll get
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One-page purpose & mandate the team stands behind.
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Clear decision-rights map so ownership is explicit and escalation drops.
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Practical team charter (norms, speak-up expectations, accountability).
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Simple meeting cadence & agenda set that shortens cycles and improves follow-through.
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Concise action plan, success measures and a board-ready summary.
Ready to Connect?
Our approach
We set simple, fair ways to hold each other to account. Restoring pace and trust through visible follow-through.
We separate person from role.
Enabling the team say hard things safely and stay on each other’s side.
We treat tension as useful information.
Turning conflict into useful data, we agree on what “good” looks like even under pressure.​
How we work
1. Discover (Weeks 1–2)
Short 1:1s with each leader, a quick pulse on meeting experience and time-to-decision, plus a read-across of recent plans/minutes. We build a simple baseline of what helps and what gets in the way.
3. Practise & embed (Weeks 4–8)
We run real meetings using the new cadence - facilitating the first one or two, then stepping back. Each meeting ends with a short review to tune habits, with targeted Leadership Reflection Sessions where they accelerate change.
2. Align (Weeks 2–4)
Whole-team workshop to agree the team’s purpose/mandate. We identify the decisions only this team takes, draft the decision-rights map and team charter, and set the first cadence experiment.​
4. Review & handover (Weeks 8–12)
We check progress against the early signals (baseline → endline), finalise the map, charter and agendas, and agree a light sustain plan. Optional short Board-alignment touchpoint.
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What’s included
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Leader 1:1s to surface expectations and friction points.
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Pulse survey (8–12 items) on meeting experience, decision latency and speak-up confidence.
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Whole-team workshops (2–3) to align mandate, decisions and norms.
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Meeting cadence setup with templates and facilitation of the first one or two meetings.
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Artefacts: purpose/mandate on a page, decision-rights map, team charter, agendas, concise action plan, success measures and a board-ready summary.
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Targeted support: short Leadership Reflection Sessions where helpful.
Your Effort
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Sponsor 3–4 hours across kick-off, reviews and handover
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Leaders: 2–3 whole-team sessions + brief 1:1s + participation in the first tuned meetings
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Provide recent plans/minutes and agree meeting slots.
Need more context?
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