The teams I work with are usually full of capable people. What slows them down is less visible: priorities that pull in different directions, and difficult conversations that keep getting postponed. Trust erodes quietly, and energy goes into working around each other.
Strong teams are built deliberately. They share a goal, know who does what and hold each other to account. They also set aside time to look at how they work together, as well as at what they deliver.
How I can help
Helping leaders and teams work better together.
Four ways in, depending on whether the need sits with one leader or with the whole team.
Leadership Coaching
360° Feedback with Leadership Circle
Team Effectiveness & Collaboration
Team Facilitation & Healthy Dynamics
One-on-one coaching for leaders taking on a new role, leading through a difficult period or wanting to change a pattern. Confidential, and focused on what you'll do differently next week.
As a certified practitioner, I debrief the Leadership Circle Profile for individual leaders and the Collective Leadership Assessment for leadership teams. The debrief turns a dense report into two or three development priorities you'll actually work on.
A diagnostic of how the team works (confidential interviews, a short survey or both), followed by working sessions on what it reveals: priorities, roles, decision-making, trust, collaboration and communication.
Help with the conversations a team struggles to have alone: a conflict that keeps coming back, a team charter, a reset after a reorganization, a new leader arriving.
My Approach
Built around your real work
I don't run generic team-building days. Each session is built around the work your team actually has to do, so the trust and candour you build get used on real problems. I draw on coaching and organizational psychology, plus tools such as Belbin team roles when they help a team see how it shares the work.
Structured Path
Understand
Align
Develop
Sustain
Confidential interviews and, if useful, a diagnostic that can include input from clients or partners, to see how the team works today and what it's up against.
Agree on purpose and priorities, and on what team members can expect from me and each other.
Working sessions on real issues, with coaching for the leader between sessions.
Simple habits that keep the gains: regular check-ins on how the team is working, and a review a few months later.
Better leadership and teamwork start with a conversation.
Tell me about your team and what's getting in the way. I'm based in Calgary and work with teams across Canada in English and French.