Top-Team Trust
Challenge
A newly formed leadership team had the right mix of talent, but not the systems—or trust—to operate as a collective. Strategy execution was stalling, and critical tensions stayed buried rather than aired.
What We Saw
The team defaulted to polite silos. Conversations skimmed the surface, while real differences of view remained unspoken. Without coherence in how decisions were made or space to test assumptions, ambition couldn’t find traction.
What We Did
We introduced an operating cadence designed not just for tasks, but for trust. That meant:
Creating structured forums to surface tensions safely and productively.
Establishing rhythms that balanced daily execution with long-term ambition.
Building shared language for decision-making, so accountability was collective, not fragmented.
Impact
The team moved from cautious politeness to constructive debate.
Strategic alignment grew as challenges were openly addressed.
A leadership group once pulling in different directions began moving forward with coherence and confidence.