“We operate as a group of individual leaders, not as one leadership team.”
Turn your leaders into a strong team in 90 days
You have talented leaders, but each looks after their own area. Fighting for their department’s targets, resources and priorities. That is not a leadership team — it is a collection of silos that meets every two weeks to report on status. The strategy? It sits in a document no one looks at.
Over nine months, this programme takes your leadership team from negotiating over resources to driving strategy and growth together.
— 9 out of 10 experience better collaboration within the leadership team after three months.
— 93% of leadership teams report higher-quality decision-making.
— Decision-making speed doubles within three months.
— 9 out of 10 CEOs find that cross-functional initiatives are handled more effectively.
A leadership team in name, but not in practice
Many leadership teams are, in reality, a group of individual leaders rather than one united team. Each leader may be highly capable, but too much energy goes into defending their own targets, their own numbers and their own priorities. Strategy turns into operations, and operations turn into firefighting.
It is rarely a question of competence or willingness. It is about the framework. Which decisions belong in the leadership team? How are disagreements handled? How do you prioritise collectively when day-to-day operations demand attention?
We have seen this in more than 100 leadership teams. It does not resolve itself.
“Everyone takes ownership of their own area. Too few take ownership of our shared results.”
“We need better collaboration and stronger relationships.”
“Our leadership team meetings are dominated by status updates and firefighting. We never get to the strategic issues.”
“We’ve tried profiles, team building and workshops. Three months later, we’re back to doing exactly what we did before.”
“The difficult conversations are avoided or simply never happen within the leadership team.”
“Because we are not aligned at the top, it creates noise throughout the rest of the organisation.”
Read
How we transform your reality together
From individual agendas to one united leadership team
9 out of 10 experience better collaboration within the leadership team after 3 months.
You move from defending your own areas to taking responsibility for the whole. The most important priorities are owned by the leadership team, not by individuals. The rest of the organisation can see that you stand together.
— Leadership team assessment and individual interviews
— Report with maturity scoring across five dimensions and a gap analysis
— Report with maturity scoring across five dimensions and a gap analysis
— Development plan outlining what the leadership team needs to achieve and how you get there together
From power struggles to productive dialogue
93% of leadership teams report higher decision quality.
Leaders get better at bringing knowledge, disagreements and interdependencies into the room. Conflicts are addressed within the leadership team before they create noise across the organisation. This leads to better decisions and clearer collaboration.
— Training in how to activate the team’s collective intelligence
— A tailored development programme built around real challenges
— A shared language and tools for productive dialogue across the organisation
From individual leadership styles to one leadership team. With CEO Christian Heise of DCC Energy.
From status meetings to a clear cadence for strategy and operations
The leadership team now makes faster, higher-quality decisions.
Strategy gets dedicated time in the calendar instead of being swallowed up by day-to-day operations. Meetings drive momentum, lead to clear decisions and result in agreements that are followed up on. The leadership team spends its time on what requires collective leadership.
— A meeting structure that drives momentum on both strategy and operations
—Agenda template, preparation requirements and a clear decision-making format
— Follow-up routines that maintain momentum
From many initiatives to a few that make a real difference
Measurable momentum on strategic goals within the first six months.
The leadership team drives a select number of strategic initiatives with clear ownership. You focus your time and energy on what matters most. This increases momentum in the strategy.
— Development plan: What do we need to achieve, and how do we develop together?
— Prioritisation model with clear ownership and regular follow-up
— Strategic prioritisation as a standard part of leadership team meetings
From good intentions to visible action
9 out of 10 CEOs see an improvement in how cross-functional initiatives are delivered.
The leadership team sets clear priorities, communicates consistently and has the difficult conversations needed to bring the organisation with them. The behaviour you expect from others becomes visible in your decisions, meetings and follow-up.
— Individual development plans for each team member
— Three one-to-one sessions per team member
— Role-modelling practices: shared language and communication
What we do differently
We do not sell standalone strategy programmes or a series of training days. Neither creates lasting change. Instead, we work alongside you to build a new reality.
We differentiate ourselves in two ways. First, we involve employees and leaders throughout the transformation to build genuine alignment and ownership. Second, we work hands-on with you. We coach you and practise the new ways of working together until the change is underway and the simulated strategic reality meets the behavioural reality.
Purple Reality
Purple Reality is our mental model for bringing strategy and behaviour together in everyday practice. Read more about it here.
A structured programme tailored to your situation.
Leadership team assessment (High Performance Team assessment and individual interviews). You receive a report scoring the leadership team’s maturity across 5 dimensions, a gap analysis and the 3 most important areas for development. This builds ownership of the development process from day one.
A team contract and development plan. A shared purpose, ground rules, decision-making model and follow-up cadence, all documented and owned by the entire leadership team.
A new meeting structure with two tracks: operations and strategy. An agenda template, preparation requirements, decision-making format and follow-up cadence. Leadership team meetings begin to create real value.
A tailored team development programme linked to your strategy. Training in 4–6 practical tools for feedback, cross-functional collaboration and strategic prioritisation, tested and adapted to your reality.
Individual development plans and one-to-one coaching. 3 one-to-one sessions per team member. Leadership routines that remain part of everyday work after the programme ends.
Typical duration
6-12 months
First impact
Initial impact after 30 days. Stronger engagement and visible changes in behaviour after 4–6 months. A stronger culture after 12 months.
FAQ
Will the programme be tailored to us?
Yes. We start with your reality, not a standard model. The programme is built around the specific challenges and opportunities your leadership team is facing right now.
How much time will our leaders need to take out of their day-to-day work?
Less than most people expect. The programme is designed for busy leaders and is built into the work you are already doing, rather than added alongside it.
Can you guarantee results?
We do not guarantee specific numbers, but we measure progress throughout the programme, so you can see the impact rather than simply feel it. The programme is also designed to embed the changes, so the impact continues after we leave.
Can we stop along the way if we are not seeing value?
Yes. You are not committed to completing the full programme if it is not making a difference, or if you no longer believe in it.
How quickly can we get started?
Quickly. We begin with a short online meeting, followed by a session where we define your needs together. You then receive a proposal and a plan. It can take just a few weeks from first contact to getting started.
Book a 30-minute conversation with us
Get everyone to take ownership of your growth by next quarter (without a new strategy or standard training programmes).