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 might not mean to

  • Have trust issues
  • Have personality conflicts 
  • Lack self-awareness
  • Play politics 
  • Play games that cost us psychological safety

And we don’t know what we need to fix us

Come with us as we explore your Team’s Development potential!

  • Equally “human-centric,” as “profit-centric”
  • We help you create teams with high psychological safety
  • We help you create “plug-and-play Teams” (Team Intelligence that each member leverages on behalf of ALL your teams)

Teams that are ready for the next evolution of business

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 goals. 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. 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 to chart your success against. 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. Click here to see James Clear’s definition of “deliberate practice”. Whichever assessments you decide to use allows us to create deliberate practice models to train your teams to function better, with much less friction between team members. The acceleration of your organization is our mutual goal.

Our Plans



1 Day to 1 Month

Outcomes: Knowledge Parsing


2 to 6 Months

Outcomes: Significant Development


1 Year

Outcomes: Extreme Development using multiple mode learning


Internal Teams

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

Outcomes: Knowledge Parsing to Moderate Cultural Change

Cross-Functional Teams or Teams of Mid-Level Managers

3 Months to 2 Years


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

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)

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 Organizational Paradigm

We’re not concocting the movement; we are simply helping educate people who want to know more about it.

But – we also have some great consulting services to help our World turn “Teal.” 

AND – we are connected worldwide with leading edge consultants. We can help you find the perfect consultant for your needs.


The movement has been taking shape since the 1970s worldwide. 

The only thing that we haven’t understood is that Teal has coalesced into a definitive set of practices that now define our next stage of organizational growth.


Even hierarchical (Amber), matrix (Orange), and pluralistic (Dual Bottom Line – Green) organizational structures were once at their own inflection points. 

We are simply at the beginning of this new organizational model right now. 


History has shown us that when approximately 10% of current organizations in the developed world reach this Tipping Point, almost all cultures and organizations in the most developed countries shift to the new paradigm. Experts say that we are 8 – 15 years away from the 10% Tipping Point. 

It may be better to understand this now, rather than later. That way, you keep up with developments and learn what is needed to morph your organization to take advantage of all the great things that Teal will add to your company and to your employees.


What is Teal, anyway?

Let us help you 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 understand the concepts. We can help you:

  • Determine if Teal is for you
  • Incorporate Teal Dots into your current model
  • Add human-centricity into your organization’s fabric 
Organizational Paradigm Comparisons 5 Models

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 as human beings and accelerates our world through our organizations. This evolution brings human-centricity to the forefront, while still growing our businesses to create worth for you and 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 organizations are on-par with Amber, Orange, and Green organizational profitability, if not even more profitable than these types of organizations.

We can help you lose your fear of Teal Paradigm by educating you first, and then working with you inside Team Development to fit you up for your Teal journey. We feel the first Tenet of Teal (Self-Managed Teams) can benefit any team, whether you’re an Amber, Orange, or 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 organizations.

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

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.