Leadership Team Development

Creating Team Effectiveness in Our Hybrid Work Environment

Considering that the work we do in today’s organizations is almost exclusively teamwork, leadership team development is crucial for team success. Consider how many hours a week you spend in collaborative meetings or working on team projects. Identifying, managing, and performing work in teams is the new norm. Functional, customer-centric, matrixed, ad hoc, or other types of team have evolved to become a standard layer in the fabric of most organizations.

Stronger leadership teams create better business results!

Circle Images-Business Simulation-Skills

Team Development = Team Effectiveness

We have created a proven, robust leadership team effectiveness program designed to expertly form a team, define team success, break down silos, and improve team results. Utilizing The Five Behaviors™ model and materials (based on Patrick Lencioni’s best-selling book The Five Dysfunctions of a Cohesive Team), participants gain a better understanding of themselves, the diverse personalities on their team, and discover how they can effectively work together. This leadership team development program has a simple goal: to facilitate a learning experience that helps employees and their organizations discover what it takes to build a truly cohesive, inclusive, and effective team.

    Program Outcomes

    • Discover the value of establishing a cohesive leadership team
    • Establish emotional grounding for leadership team members to build trust and commitment
    • Create a commitment among team members to how the leadership team will succeed
    • Provide team information needed for follow through on a team creating a development plan
    • Improve team functionality and engagement
    A pyramid with the words results, acountability, commitment, conflict, and trust, that are important elements for team effectiveness

    Trust One Another When team members are genuinely transparent and honest with one another, they are able to build vulnerability-based trust.

    Engage in Conflict Around Ideas When there is trust, team members are able to engage in unfiltered, constructive debate of ideas.

    Commit to Decisions When team members are able to offer opinions and debate ideas, they will be more likely to commit to decisions.

    Hold one Another Accountable When everyone is committed to a clear plan of action, they will be more willing to hold one another accountable.

    Focus on Achieving Collective Results The ultimate goal of building greater trust, conflict, commitment, and accountability is one thing: the achievement of results.

      “I’ve worked with Dion Leadership in my HR roles at three different companies. They are a trusted thought partner, and I find them to be gifted when it comes to helping create cohesive, high performing executive teams.”

      Melanie Stepp

      Vice President, Human Resources, HDT Automotive

      New Leader, New Team Accelerator

        Overview and Program Description

        Taking on a new team leadership role can be daunting. It compares to trudging up a mountain in the dark with a 100-pound pack on your back and no water. It is common to take a year or more for a new leader to become fully acclimated and effective in their new role. And if they stumble or fall— loss of productivity, turnover of key staff, or even the new leader leaving the organization is a real risk. According to a study published by SHRM, 69% of employees are more likely to stay with an organization for three years if they experienced great onboarding.

        Applying our decades of experience coaching new leaders and facilitating teams in transition, we developed a highly focused experience to get teams working together quickly and effectively. This includes helping leaders and their team members engage in important, candid discussions leading to stronger relationships, better goal alignment and clarity, and effective processes. As more teams’ transition to partially or fully virtual, this leader and team development program can serve as vital resource for team cohesion and success.


        The following outcomes are designed to accelerate the new team leader’s onboarding and team transitions:

        • The leader will quickly get to know their new team and enable the team to get to know and accept their new leader
        • Identify and align individual and team expectations
        • Start to build trusting relationships required for future performance
        • Understand how organizational culture, team objectives, and individual personality styles will complement or compete with each other
        • Determine team and organizational challenges and how best to address them
        • Create a clear written plan and agreement of expected team goals, behaviors, and processes


        This process is designed as a one-day, face-to-face event or a three-part virtual session. Both the in-person and the virtual event will consist of a one-hour pre-session with the leader and a coach, pre-work for the leader’s team, facilitated event(s), written output report, and an additional coaching session.

        How It Works

        In-Person Process: One-Day Event Timeline

        • 5 days before: 1-hour session with leader and coach – leader is provided with pre-work
        • 3 days before: Provide team members with pre-work communication• In-Person Event: 1 full day
        • 2 days after: Provide written output of event
        • 30 days after: 1-hour coaching session

        Virtual Process: Three-Part Event Timeline

        • 5 days before: 1-hour session with leader and coach – leader is provided with pre-work
        • 3 days before: Provide team members with pre-work communication• Virtual Event: 3 sessions, 2 to 2.5 hours each, conducted within 5 workdays
        • 2 days after: Provide written output of event 
        • 30 days after: 1-hour coaching session

        Team Meeting Design and Facilitation  

        Our expert facilitators bring their business skills to this work, supporting you in the design and expert facilitation of key meetings or important events. Our consultants can monitor the team effectiveness of your meetings and offer recommendations for equipping managers with tools they can use to organize materials, set an agenda, and keep a meeting on task.

          We partner with you on

          • Annual department, functional, or organizational alignment meetings
          • Strategic planning session
          • Cross-functional team collaboration
          • Team problem-solving events
          • All leader meeting events to roll-out new initiatives
          • Focus groups to collect data to solve or align on organizational needs


          It’s not easy to play the dual role of partipant and facilitator. When it important for everyone on the team to participate in a key meeting, consider bringing in a dedicated facilitator to make sure the meeting runs smoothly and everyone’s voice is heard.

          Project and Process Management  

          Our expert facilitators bring their business skills to you for support in the design and consulting of work to create or improve in key organizational projects or processes.

          We bring project and process management experts to support you in projects that you are not able to resource internally. Using Agile Methodology and other quality and process thinking modalities, we support you in designing and executing this work to solve business problems.