Responsive Menu
Responsive Menu
The executive team was highly committed and values-driven, with strong interpersonal respect. However, this also created challenges, at times limiting their ability to have the robust conversations required at senior leadership level.
2. Organisational restructuring
A significant restructuring programme aimed at improving delivery placed additional strain on the executive team, requiring difficult decisions and alignment under pressure.
3. Lack of follow-through
While decisions were made in formal meetings, they were not always carried through consistently.
4. Limited constructive challenge
Like many teams, members found it difficult to challenge one another directly. This inhibited open, honest dialogue.
Our work focused on
• Creating psychological safety for honest dialogue
We initially modelled direct, respectful challenge—surfacing issues in the room to demonstrate what constructive candour looked like.
• Embedding feedback practices
We introduced structured feedback processes, enabling team members to give and receive feedback more effectively.
• Working with live business priorities
Sessions were grounded in real strategic issues, ensuring relevance and immediate application.
• Supporting leadership transition
During a CEO succession, at a financially difficult time, we:
o Facilitated open conversations about organisational realities
o Encouraged increased vulnerability and transparency
o “Held the space” for the team to navigate uncertainty together and hold the organisation during this transition.
• Facilitating the wider leadership team.
Post COVID, we facilitated the executive team and the senior leadership team to surface concerns, develop shared understanding and a coherent approach across the organisation.
• 1:1 coaching for the CEO
We provided direct coaching and feedback to strengthen the CEO’s ability to lead the executive team and address dynamics in real time.
Improved team accountability
Greater clarity and alignment reduced reliance on informal side conversations and increased follow-through on decisions.
Stronger leadership during transition
The transition from one CEO to another was managed smoothly despite financial pressures. The team was able to engage openly with the challenges rather than presenting an overly optimistic picture.
Increased trust and vulnerability
Team members developed the confidence to challenge each other constructively, while maintaining strong relationships.
