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Culture & Change Management



Conduct Interviews & Review Data



Identify Current Challenges & Develop Customized Action Plans



Unlock Team Synergy and Cohesion



Track Progress


Adjust & Standardize


Using the UNITY framework, let's explore a specific scenario that may keep you up at night...


You have a new leader in place and the team doesn't seem to be connecting with the leader, possibly because this is their second leader in the last 12 months. There is a lot of unrest and turmoil on the team and the leader is struggling to identify the true issues for resolution in order to create a cohesive team.


Conduct Interviews & Review Data

  • Conduct individual interviews and group discussions with team members to gather their perspectives on the challenges they are facing.

  • Listen attentively to team members' concerns, emotions, and feedback regarding their interactions with the new leader. 

  • Analyze any existing communication channels, team dynamics, and historical context that may be contributing to the unrest. 

  • Collaborate with the new leader to understand their leadership style, objectives, and expectations for the team.


Identify Current Challenges & Develop Customized Action Plans

  • Define the client's objectives and desired outcomes for improving team cohesion and addressing the issues with the new leader's integration.

  • Facilitate a feedback session between the team and the new leader to encourage open communication and mutual understanding.

  • Identify specific areas of improvement, such as communication, role clarity, trust-building, or conflict resolution that need to be addressed.

  • Develop a customized action plan that outlines strategies for improving team dynamics and aligning the team with the leader's vision.

  • Utilize various tools such as Patrick Lencioni's Five Dysfunctions of a Team & DiSC Five Behaviors, Manager Assimilation sessions.

  • Develop a long-term plan for sustaining a positive team culture and leadership effectiveness.


Unlock Team Synergy and Cohesion

  • Work closely with the new leader to implement the action plan, ensuring their active participation in fostering positive change. 

  • Provide leadership coaching or training to the new leader, focusing on areas identified as critical for building a cohesive team.

  • Facilitate team-building activities or workshops designed to enhance communication, trust, and collaboration among team members.

  • Establish regular check-ins with the team and the new leader to monitor progress and adjust as needed.

  • Work with the leader to establish a culture of continuous feedback to quickly identify areas/issues as they arise.

  • Develop a long-term plan for sustaining a positive team culture and leadership effectiveness.


Track Progress

  • Establish key performance indicators (KPIs) related to team dynamics, such as levels of trust, employee engagement, team turnover rates, and team satisfaction.

  • Collect ongoing feedback from team members through surveys (both regular and anonymous), focus groups, or one-on-one discussions to gauge improvements.

  • Analyze and evaluate the effectiveness of the implemented strategies and the leader's impact on team dynamics.

  • Provide regular progress reports to the client and the new leader, highlighting areas of improvement and potential challenges.


Adjust & Standardize

  • Continuously assess the team's cohesion and engagement, as well as the leader's effectiveness in addressing the issues.

  • Seek feedback from team members and the new leader to identify any lingering concerns or emerging challenges.

  • Adjust the action plan and strategies based on feedback and evolving circumstances to ensure ongoing alignment with the client's objectives.

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