For Companies
Is your leadership team saying what needs to be said?
Most aren't. The tensions stay underground. The same issues resurface.
And you end up mediating all of it.
We work with leadership teams to surface what's stuck, build the infrastructure for the hard conversations, and prove it's working - within 90 days.
YOUR LEADERSHIP TEAM SETS THE CEILING
Every team in your company takes its cues from the leadership team. If your senior leaders avoid the hard conversations, protect their own territory, and let decisions drift - every team below does the same. The ceiling for what gets said out loud in your organisation is set at the top. The only way to raise it is to start there. That's what we do. We work directly with your leadership team to change how they operate - not with a workshop or an offsite, but with infrastructure that holds.
THE COST OF WHAT YOUR LEADERSHIP TEAM WON'T SAY
Every leadership team has things they won't say out loud. Doubts about the strategy. Tensions between departments. Concerns that never reach the table. That silence isn't neutral - it has a price, and most companies never calculate it.
Decisions Stall
When executives can't surface disagreements, every decision routes through the CEO. Priorities shift midstream. The same issues come back every two weeks.
Talent Walks
Your best people aren't leaving for more money. They're leaving because they stopped believing anything would change. Exit interviews tell the real story.
The CEO Becomes the Bottleneck
You're spending 10+ hours a week mediating and firefighting. That's tens of thousands dollars a year in time alone.
HOW WE WORK WITH YOUR LEADERSHIP TEAM
Every engagement starts with a 30-minute conversation. No pitch - just an honest look at what's going on in your leadership team.
If it's a fit, here's what the work looks like:
1. Reveal What's Unspoken (Month 1)
We surface what your leadership team isn't saying - the tensions, the misalignments, the concerns that only come out in private. Through structured, anonymous exercises, the real dynamics come into the open. Then your team co-creates the operating agreements, decision rights, and commitments they will actually use. Not imposed. Built by the people in the room.
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2. Sustain and Prove It (Months 2–3)
The first session changes the conversation. The next 60 days prove it sticks. Weekly rhythm, tracked commitments, and measurable outcomes. By the end of 90 days, you have evidence your board can see - decision velocity improving, commitments closing, risks being surfaced and owned instead of buried.
3. Expand Across the Company (Months 3–12)
Once your leadership team is operating differently, the same approach goes to every team. Trained changemakers inside your company extend the foundation. 1:1 coaching supports individual leaders. Pulse checks and internal traffic lights show you where every team stands - so you move from hoping the culture is healthy to knowing.
The Cost of Standing Still
Every week you don't address what's unspoken in your leadership team, it costs you. Decisions that should take a day take three weeks. Your best people start updating their CVs. The board sees the numbers but not the cause. And you spend another 10 hours mediating between people who should be solving it themselves.
This isn't a culture problem. It's a coordination problem. And it's fixable.
READY TO RAISE THE CEILING?
Every engagement starts with a conversation - 30 minutes, no pitch, just an honest look at what's going on in your leadership team and whether we can help. Most CEOs who book this call already know something needs to change.
They just haven't found anything that actually works.
This might be what works.