How We Work Together

We believe in the beauty and power of each individual.

We believe that teams are made up of talented individuals who share an extraordinary organizational journey together.

We believe that extraordinary organizational journeys together must have deliberate development placed inside their teams and individual members to circumvent the unfortunate destructive tendencies we have as human beings.

We ARE humans, after all.

We don’t mean to

  • Communicate badly
  • Create silos
  • Derail our our teams
  • Have turf wars
  • Have trust issues
  • Have personality conflicts
  • Have an inability to resolve conflicts
  • Have conflicting priorities
  • Have ineffective leadership or managerial skills
  • Have difficulty making decisions
  • Have philosophical differences
  • Have Groupthink pervade our meetings
  • Hold our organizations captive to each person’s pride
  • Lack self-awareness
  • Lack clarity
  • Lack creativity
  • Play politics to get what we want
  • Withhold information from others
  • Play games like ‘end-runs,’ ‘zero-sum,’ and ‘one-upmanship’ to get ahead, at the cost of the entire team

It’s just that we:

  • Don’t know who we are
  • Don’t know who our co-workers or team members are
  • Don’t know what we’re good at
  • Don’t know what our co-workers or team members are wonderful at providing
  • Don’t know what we suck at providing
  • Don’t know how we show up on the team
  • Don’t know how to partner with or leverage each other’s strengths
  • Don’t know how to hand-off tasks to each other without dropping the baton
  • Don’t know how team development works
  • Don’t know what the fixes are for our team’s problems
  • Don’t know what our team’s real problems really are
  • Don’t know if we’re in the right roles
  • Don’t think the problem is our fault; we think it’s other people’s
  • Think others are toxic, but not ourselves
  • Don’t care, because we’re disengaged employees

Instead, we never realized we can have:

  • Teams that function well together, with minimal friction
  • Teams that use creative and critical thinking processes and have high psychological safety with each other to find the best alternatives to any issue
  • Teams that support one another, even if they don’t initially agree with each other on ideas
  • Teams that are as equally “human-centric,” as “profit-centric”
  • Teams that are ready for the next evolution of business
  • Teams that keep reaching higher and higher capabilities, together, always together
  • Team members that can plug into numerous teams during the day with very little down-time, yet maintain high outcomes inside each team
Team Development All Team

There are a number of ways we can help. But our first action is to truly listen to your concerns about your team. You know when something needs to happen to move your team into better performance. Sometimes the detrimental problems in your team means that its dysfunction has beenimpacting performance at many levels in this team for a long time and you’re mired in dysfunction. What happens in one team can interject venom on other teams too.

From our discussion and feedback, we may suggest some possibilities for development:

  • Each individual team member
    • Strengths discoveries
    • Blind Spots discoveries
    • Development Potentials
  • Each team, collectively
    • Getting rid of Dysfunctional Behaviors inside the team
    • Strengths of the Team
    • Blind Spots of the Team
    • Gaps in the Team
    • Opportunities lost for Team learning
    • Interactions with other teams
  • Understanding the current development level of the team
  • Understanding at what level of Team Development, your team gets stuck
  • Understanding where some of the other teams in your organization experience failure with this team
  • How the organization fits together as a whole: its dependencies, adjacencies, and potentials

Our Process


Many times, clients come to us with what they think are the teams’ problems. We usually find that there is a mix of problems inside the team, but some are heavily masked so as not to disturb the team too much. Instead, the team is limping along, continuing to do damage to each teammate – and to the organization. During our Listening Session, we can key-in on the things that you are NOT talking about and ask questions to find out more. We use our intuition to ferret out the real problems.  

During our discussion, your thoughts, desires, and goals bubble up to the top – what would you like to gain? Asking clarifying questions helps us both fine-tune your development possibilities; knowing that what we craft together may be multi-faceted but will take care of the concerns you might have, as well as accelerate your development. Understanding your needs is the magic around which we craft your changed future.


During our discussion, we’re able to hone in on which services may benefit you the most and start to craft some distinct plans to accomplish your desired outcome. Because your team consists of unique individuals, we start to see the possibilities that each of our offerings presents to set your team up for success and to accomplish your collective goals. When we think we’ve captured as much information that will dangerously set you free, we’ll craft a plan which will include 2-3 options for you to pick from. Some might be using only one method of learning, but others might consist of different possibilities that present themselves to us as we ponder your vision. You pick whichever option is “calling to you” – we believe in YOUR intuition too! Knowing what “calls to you” will be your best way to accomplish your desired future development.


You then get started as you take an assessment or two. Sometimes pairing assessments will net you greater results. In some cases, the assessment(s) are used as a Benchmark for your success on a number of metrics. In other cases, the assessment(s) are used to tell us how you are “wired.” Either way, we start the process with the assessments and build upon the outcomes.

Get Started

Tailoring your “developmental learning” by using different modes expands your knowledge base and ability to harness all that is good inside your team. The grand scheme that we have up our sleeves is your eventual ability to self-assess your team’s own problems in real-time, and to bring in the necessary fixes for the team to get back to “Thrive Mode,” all of which adds to your team’s self-mastery. We use Deliberate Practice to weave in and through each learning session, what we know will accelerate your development. Click here to see James Clear’s definition of “deliberate practice” (also called “developmental practice”). Whichever assessments you decide to use allows us to create deliberate practice models to train your teams to fly higher, faster, and more accurately, with much less friction between team members. This tailored approach focuses your development on those areas that can accelerate you or your teams. That’s our main intent: your acceleration.

Our Plans


1 Day to 1 Month

$400 – $1,000

Outcomes: Knowledge Parsing
2 to 6 Months

$2,000 – $4,000

Outcomes: Significant Development
1 Year

$18,000 – $20,000

Outcomes: Extreme Development using multiple mode learning


Internal Teams
1 Week to 6 Months (depending on the number of internal teams and individuals served)

$4,000 – $60,000+

Outcomes: Knowledge Parsing to Moderate Cultural Change
Cross-Functional Teams or Teams of Mid-Level Managers
3 Months to 2 Years

$50,000 – $160,000+

Outcomes: Significant Development; the ability to hand-off projects to other teams without dropping balls, while making good use of personal talents on each side of the hand-off
Executive Teams
6 Months to 2 Years

$70,000 – $200,000+

Outcomes: Extreme Development; uses every persons’ talents to benefit the entire team. Improves the flexibility of team members in agility and co-creation; allows team to define and use “good conflict” for accomplishing Strategic Objectives while honoring the individual skills, talents, and goodness of each individual


Departmental / Divisional

May be done as a Pilot Project

1 Month to 6 Months (depending on the number of people in the department or division, their relationship to one another, and the level of development wanted as a final outcome)

Let’s discuss your needs

Outcomes: Knowledge Parsing to Significant Cultural Change

Whole Organization

Because each organization is different, reach out to us to discuss:

• Timeframe
• Desired outcomes
• Number of employees
• Number of inter-related groups, departments, or divisions
• Cost of services

Outcomes: Transformational!

Teal Services

Discovering Teal

Work with your leadership team to understand the concepts of Teal Organizational Paradigm. You cannot lead the charge for your organization unless everyone understands what is taking shape in the world of business change. We’re not concocting the movement; we are simply helping educate you about it. The movement has been taking shape since the 1970s worldwide. The only thing that we haven’t understood is that this movement has coalesced into a set of practices that now define our next stage of organizational growth.

Even Amber, Orange, and Green businesses were once at their own inflection points. We are simply at the edge of this new organizational change right now. When approximately 10% of current organizations reach this Tipping Point for Teal, almost all cultures and organizations in the most developed countries shift to the new paradigm.

So, what IS Teal? What ISN’T Teal?

Let us help you find understand the concepts.

But more importantly, let us help you think about the decisions that lie before you.

If you want to turn a portion of your organization Teal, we’re here to help you do that:

  • To think about the changes you want to make
  • To understand why you want to make the changes
  • To determine the areas of your organization to turn Teal first
  • To think in stages
  • To think wholistically
  • To think human-centrically

Let us help you explore what it means to be “Teal.”

Leadership Team Introduction to Teal

Initial 4-Hour Discussion, including Pre-Work: $3,000

Other Developmental Discussions/Guidance

TBD – Dependent on what your Organization Requires

Tools and Methods

Teal Organizational Paradigm (Frederic Laloux)

What we see in our world today in business is not what we will see in the future: our Amber (hierarchy), Orange (matrixed), and Green (pluralistic) worlds of business are turning Teal. We understand what Teal Organizational Paradigm is all about and how the next evolution of business organizations unleashes the goodness inside ourselves and our organizations. This evolution brings human-centricity back to the forefront, while still growing our businesses to create worth for your customers through fluid and cross-functional teams, and effective and worthwhile work in this Next Gen of Business. By no means are we saying that the need for profitability is diminished; it just becomes the byproduct of having a human-centric culture and doing meaningful work. In fact, Teal organizationals are on-par with Amber, Orange, and Green organizational profitabilities, if not even more profitable than those types of organizations. We can help you lose your fear of Teal Paradigm by educating you first, and we then work inside Team Development to fit you up for it in your own organization. We feel the first Tenet of Teal (Self-Managed Teams) can benefit any team, whether you’re an Amber, Orange, Green organization or turning Teal. Let us help you transform your teams.

We love Teal. It is our company’s Life Purpose to help make this needed course-correction in world organizations. It is a world-wide movement to put the “human” back into our companies and nonprofit organizations.

Get ready for the next generation. Let’s talk about what you’d like to see change in your organization.

Builder Profile 10 (BP10) (Gallup)

Gallup’s newest assessment, BP10 charts the talents that all people have as Business Builders. For entrepreneurs, intrapreneurs, and everyone in between, nothing helps you better than leaning into your innate talents about HOW you build your organization. But how can you lean into them if you don’t know what they are or which of the 10 are your strongest ones?

TeamAcumen™ Framework (Global Builders’ Consortium)

How does your team stack up on their interactions with each other? Does it get stuck in company politics or silos? How can you get it “unstuck” so that each person understands the team’s rules of engagement and follows the path of team development?

Overcoming The Five Dysfunctions of a Team (Lencioni)

As the only Strengths-based version of Lencioni’s concepts inside his iconic book, our Overcoming The Five Dysfunctions of a Team assessment and learning leans heavily on Lencioni’s classic concepts, while giving Strengths-based organizations a way to continue to harness their Strengths evolution by addressing and rectifying dysfunctional behaviors which may have crept into each team from years of pre-existing problems.

Conversational Intelligence® (The CreatingWE Institute)

Learn how to navigate from a Level 1 conversation (Transactional) to a Level 3 conversation (Transformational) where breakthroughs can happen. As teams learn how to mature, your conversational exchanges should mature with them, yet so many of us live without understanding that we have an undeveloped and often harming style of conversation that rips teams apart instead of infusing them with the good that we seek.

Pretotyping and Lean Canvas (Alberto Savoia + Ash Maurya)

As an entrepreneur or intrapreneur, how do you know if what you hope to sell really has a market? Now you can know, by using a technique steeped in Lean Startup methodology, yet with a more contemporary twist by pairing up Alberto Savoia’s Pretotyping principles with Ash Maurya’s Lean Canvas. Both of these create a world where market/concept fit meets your need for a thriving business.

Emotional Intelligence (Goleman)

Learn how EI helps you build, not only your own confidence, but ventures with partners where there is win-win-win as you learn how to develop Emotional Intelligence in all you do. Not only does this help us all live in a world where we can thrive, but we can use empathy to understand others and build a better world by navigating our emotions.

CliftonStrengths (Gallup)

Gallup’s venerated assessment that helps you discover “Who am I?” and “What do I give this organization or this team to help it do our work?” CliftonStrengths has been taken by over 26M people around the world. Nothing is more powerful than a person knowing how they are uniquely wired and what they give to our world. This assessment changed our lives!

Cultural Strategies, LLC’s Manifesto

Everything we do in Cultural Strategies is in service of helping our clients’ businesses turn the corner on organizational construct change. We are part of a movement – the worldwide movement of Teal – where:

Business work is done by small, self-managed teams of people – even if we have 10,000 employees;

Every employee, from the CEO to the entry-level employee, show up as themselves within their own wholeness and beauty, warts and all, yet we value each other in this extreme beauty;

We listen for the evolution of the organization – we take the organization where it wants to go.