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Leadership Team Reset
Focused team reset with decisions that stick
In 8–12 weeks, we help your leadership team act as one.
You’ll leave with a clear mandate, explicit decision rights and a meeting rhythm that turns talk into action.
We facilitate the first one or two meetings under the new cadence, then follow up to confirm what has stuck and what still needs attention.
Who it’s for
CEOs, MDs, Chief Officers, Chairs and Executive or Senior Leadership Teams who need shared line of sight, quicker decisions, and healthier challenge.
Duration
8–12 weeks, plus a follow-up around 6–8 weeks later.
Typical triggers
Newly formed teams, decisions that loop, strained relationships, meetings that do not turn into action, or visible drift in pace and follow through.
Format
Whole team workshops, short 1:1s with each leader, a light pulse, plus facilitation of the first one or two leadership meetings.
What you’ll get
One-page purpose and mandate that the team stands behind, with clear priorities and boundaries.
Practical team charter that sets speak-up cues, accountability and how tension is handled.
Decision rights map that makes ownership explicit, reduces escalation and speeds up time to decision.
Lean cadence and agenda set So decisions land once, in the right room, with clear owners.
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Our approach
We make mandate and decision rights explicit.
So decisions land once, in the right room, with clear owners.
We separate person from role.
So leaders can say the hard things without blame and stay on each other’s side.
We treat tension as useful information.
So conflict becomes safer, fairer and more focused on the work.
How we work
1. Discover (Weeks 1–2)
Confidential 1:1s with each leader, a short pulse on meeting experience and time to decision, plus a light read across of recent plans and minutes.
We build a simple baseline of what helps and what gets in the way.
3. Practise and 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.
We add targeted Leadership Reflection Sessions where helpful to unlock progress.
5. Follow-up (6–8 weeks later)
A brief check on the early signals and what’s drifting.
We help remove any blockers and agree the smallest adjustments to keep pace and follow-through.
2. Align (Weeks 2–4)
A whole team workshop to agree purpose and 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 and handover (Weeks 8–12)
We check progress against early signals from baseline to endline, finalise the map, charter and agendas, and agree a light sustain plan.
What’s included
Leader 1:1s to surface expectations and friction points.
Pulse survey (8 to 12 items) on meeting experience, time to decision, and speak-up confidence.
Whole team workshops (2 to 3) to align mandate, decisions, and norms.
Meeting cadence setup with templates, plus facilitation of the first one or two meetings.
Artefacts: purpose and mandate on a page, decision rights map, team charter, agendas, concise action plan, success measures, and a board-ready summary.
Targeted short Leadership Reflection Sessions where helpful.
Your Effort
Sponsor: 3 to 4 hours across kick-off, reviews, and handover.
Leaders: 2 to 3 whole team sessions, brief 1:1s, plus participation in the first tuned meetings.
Provide recent plans and minutes and agree meeting slots.
Need more context?
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Related Insights
Frequently asked questions
Choosing the right support
Getting started and scoping
Our approach
What the work looks like day-to-day
Outputs and follow through
Commercials and procurement
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