transforming a leadership team for lasting impact: creating focus, connection and space for leadership
the challenge
Over five years, our client had high executive level churn, and a record of financial instability, leaving the organisation disconnected – more focussed on operating in silos than working as a whole.
The growing need for change, coupled with competing priorities, had strained collaboration at all levels of the organisation. Decisions were largely top-down, with little sense of shared ownership. The arrival of the new Group CEO brought both an opportunity and a challenge: to rebuild trust, align the team around common goals, and create a sustainable plan for success. The goal was clear—transform the leadership into a truly High Performing Team.
the results
The High Performing Teams (HPT) programme delivered:
Trust, understanding, and focus among senior leaders, enabling deeper collaboration, decision-making, and alignment in delivering goals.
Greater efficiency, candour, and discipline in executive meetings allowing the team to focus on leading over operational fire-fighting - previously tense meetings now foster laughter, collaboration, and open dialogue.
Improved employee engagement and satisfaction across the organisation.
“Having been here for 5-years and worked with many partners, I can tell you that you are the best I have had the pleasure to work with. Your contribution as a team has been pivotal in our turnaround and your approach to cross-functional end-to-end working is excellent. The HPT programme will become a key enabler for the years ahead.”
CEO
the process
High-Performance Teams Workshops: Building Trust and Alignment
We started with a series of workshops that provided a dedicated space for the team to reconnect and align. The first session focused on building personal connections to establish the ‘intimacy’ component of trust, progressing to aligning on a shared performance challenge, and then working through collective problem-solving. Tools like the KAI psychometric assessment helped the team understand and appreciate each other’s cognitive styles, fostering trust and respect as the foundation for collaboration. Each workshop tackled live business challenges, resolving tensions and delivering actionable solutions that strengthened both team effectiveness and business performance.
One Plan Approach: Creating Focus
Running alongside the High-Performance Teams workshops, we partnered with the senior leadership to develop shared strategic objectives and a single, integrated plan to manage the organisation’s competing priorities. This initiative was critical in enabling the team to navigate a growing volume of responsibilities, clarify focus, and ensure alignment across the business.
Executive Governance: Enabling Strategic Leadership
To maintain momentum and focus, we established robust executive governance including a new meeting cadence that balanced operational oversight with strategic thinking. This included business performance reviews, strategic development days, and weekly leadership meetings. By designing and embedding this rhythm, we empowered the team to step back from day-to-day firefighting and give adequate attention to the big-picture challenges. The cadence helped to streamline decision-making, reinforce alignment, and create focus on delivery throughout the transformation.
This comprehensive approach addressed the organisation’s need for change, helped manage competing priorities, and enabled the new team to work as a cohesive, high-performing unit.