team relaunch
EXECUTIVE TEAM COACHING
We help scaling-company CEOs who’ve hired exceptional people but aren’t getting exceptional results yet.
Turn your group of strong leaders into one strong team.
When Teams Call Us In
Your team is changing — New execs joined. Old guard and new guard aren't meshing. The company has outgrown how the team used to work.
Friction between people — Two leaders are in conflict. Someone's behavior is costing the team. The conversation everyone needs isn't happening.
The work is slipping — Decisions take too long or don't stick. Meetings are heavy and frequent. The same issues keep coming back. The CEO is the bottleneck.
Something big is coming — A strategy offsite, a major decision, a reorg. You need the team aligned before it lands.
Team Coaching isn’t just individual coaching rolled out to everyone. We work on how people work together.
Leadership Team Relaunch
A six-month reset for CEOs scaling their leadership team.
DIAGNOSE
We run a diagnostic survey and interview every member of your leadership team. Then we debrief findings.
You see exactly where the team is strong and where your current way of working is costing you.
align
We design and deliver an offsite built on the findings, targeted to address your team’s areas of opportunity.
Not a generic “team building, trust falls” day.
embed
We observe your leadership meetings and coach the team live to embed offsite behaviors.
We run quarterly trainings on the skills your team needs: trust, roles, decision rights, feedback.
measure
We re-run the diagnostic and show you where the team moved.
Ready to relaunch how your team works together?
Where the Team Relaunch Starts
Team coaching often emerges from CEO work. Here are examples of where we've started.
Executive Meetings That Weren't Working
Context
A large, multi-billion dollar global organization with a distributed executive team.
Complications
Executive meetings had devolved into long report-outs. Conflict surfaced through poor behavior.
Course of Action
Rebuilt trust and connection, clarified what the team wanted from executive meetings, moved reporting to dashboards.
Consequences
More strategic meetings, faster decision-making, and reduced conflict.
Strategy Constantly Being Derailed by 'Surprises'
Context
An executive team responsible for delivering against an ambitious strategic plan.
Complications
Unexpected issues surfaced late, forcing repeated course corrections.
Course of Action
Ran pre-mortems to surface hidden risks and tacit knowledge across the team.
Consequences
Fewer surprises, more realistic planning, and greater confidence in execution.
No Shared Purpose or North Star
Context
An executive team with an expansive, multi-faceted mandate.
Complications
No one could clearly articulate the organization's purpose. Every function was working in silos.
Course of Action
Facilitated a full-day working session to define a compelling shared North Star.
Consequences
Clearer alignment, accelerated focus on key initiatives, and intentional deprioritization of functional pet projects.
Frequently Asked Questions
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No. Individual coaching focuses on what happens within a leader. Team coaching focuses on what happens between leaders: decision-making, conflict, accountability, communication, and collaboration.
Many leadership challenges that appear individual are shaped by team dynamics.
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Sometimes an individual is the issue. More often, the team has adapted around a pattern that no longer serves it.
We typically begin by understanding the broader team context before deciding where to intervene.
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Leadership teams accumulate team debt just as organizations accumulate technical debt. Ignoring it rarely makes it cheaper.
The goal is not to create more work. The goal is to improve the quality of the conversations and decisions that already consume your time.
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Common moments include new executives joining, organizational growth, strategy shifts, persistent conflict, leadership transitions, offsites, and employee survey signals.
You do not need a crisis.
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The goal is not to add meetings. The goal is to improve how leadership teams use the time they already spend together.
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A great Chief of Staff can handle logistics and support planning.
What teams often need, however, is an external perspective that can surface difficult dynamics, challenge assumptions, and facilitate conversations that are harder to lead from inside the system.
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Sometimes. Many CEOs do.
The challenge is that you are part of the system you are trying to change. An external advisor can often see patterns that are difficult to see from inside.
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No. We focus on the real work of leadership teams: decisions, conflict, accountability, priorities, and execution.
Trust matters because it enables those conversations.
Activities are only useful if they improve how the team works together after the session ends.
The goal is lasting behavioral change, not a memorable workshop.
Why This Works
Combines rigor with judgment, and systems thinking with real-time practice.
Teams don't just gain insight—they change how they work together.
The work happens where it matters, including in the middle of real executive meetings.
Interventions are tailored, so leaders invest only in what their team actually needs.
We address the whole system, not individuals in isolation. This isn’t just 1-1 coaching rolled out to everyone.
Where This Has Worked
We've worked with executive teams at growth-stage companies (Series B through public), helping them move from reactive to deliberate, from polite to candid, and from slow to momentum-driven.
Teams I've worked with report clearer decisions, faster execution, fewer repeated conversations, and better relationships; not because people suddenly like each other more, but because the system is working better.