Who We Serve

Our sweet spot is Small- to Mid-Market organizations and their Leadership Teams. We especially serve businesses that have been in business for 10+ years.

The reason for this is three-fold:

  1. When companies get started, the organization is made up of people to do whatever it takes to get it off the ground, wearing many hats, none of which may fit them well,

  2. As the company grows, so do their teams. However, as the businesses’ teams grow and blend with the original team members, the possibilities of dysfunctional behaviors may creep into the company’s culture unexpectedly, and

  3. At the 10-year mark, companies are stable enough to take a historical look at the growth of their company and its culture, but then also think about “What we may have become when we weren’t looking.”


Then it’s time to get serious about taking the team to a better-functioning level.

Taking the temperature of the team, we’re able to help organizations look at the development of the business in terms of its teams, to chart where there may be some disconnects in development, and to make plans to rectify any potential problems that might be cropping up going forward. This also accelerates the team, taking it what Psychological Researcher Bruce Tuckman (1965, 1977) calls the “Storming Phase” into the “Norming Phase” or from “Norming” to “Performing” – the high-intensity and high-output/high-velocity developmental phases that all teams seek. Even though today’s teams don’t evidence a linear progression of teaming, we still use Tuckman’s Stages, but in a cyclical/conical manner to chart better teaming success.

Client Outcomes

The following Case Studies show how we’ve helped our clients develop their teams or how we have helped individuals leverage their talents inside their organizations or in life.

Finally Understanding Each Other

Services Used: Gallup’s CliftonStrengths
The company’s personnel at every level had a hard time understanding each other. In many ways, they attributed the problems to one person thinking that if this person just left the company, everything would…

Getting Collaboration Right

Services Used: Gallup’s CliftonStrengths and Overcoming The Five Dysfunctions of a Team (Lencioni)
A Board of Directors was having problems working together. They had just hired a new Managing Director, who came from a completely different background than most of the other Directors. Many of the BOD…

Leadership Arising From Every Level

Services Used: Gallup’s BP10, Gallup’s CliftonStrengths, TeamAcumen Framework (Global Builders’ Consortium), Pretotyping (Alberto Savoia), and Conversational Intelligence (The CreatingWE Institute)
For this company, the original engagement was for Gallup’s BP10 training and was to develop the entire company to access their Builder Talents to build the company faster, better. Starting from the leadership team…

Accelerating a Startup by Discovering and Rectifying Gaps, and Getting Rid of Problematic Behavior

Services Used: Gallup’s BP10 and TeamAcumen Framework (Global Builders’ Consortium)
It had been four years this startup company had been working together. They engaged us to try help them develop their BP10 Talents, hoping to get further than they had before. They were in…

One Team!

Services Used: Gallup’s BP10 and TeamAcumen Framework (Global Builders’ Consortium)
We worked with this team for 9 months where we observed a normal learning cycle while following their development at 3-month levels. This structure consisted of a parent and child company. The parent company…

Confidence to Move Ahead

Services Used: Gallup’s BP10 and Gallup’s CliftonStrengths
When founders start companies, teams of people will help it succeed better, especially if they are in an Incubator or Accelerator program. But what happens if you’re a solopreneur? And a solopreneur in a…

Today's Workplace Issues

We work at The Speed of Business in a multi-tasking, high-energy, high-speed, high-functioning, and in many instances, an electronic environment. While high-speed and virtual may be the way business is conducted, it may leave your most valued asset – your employees – feeling undervalued, disconnected to your organization’s goals, disengaged from the organization, and left behind in the mad rush to accomplish so much in a short amount of time. Even if you value your employees a great deal, many times they are not working to their strengths or partnering with the strengths of their co-workers to produce excellent, collaborative work. This creates many unanticipated problems among your workforce and in getting timely and quality work done.
Employee Disengagement Costs 2022

Current problems organizations may face today are:

  • Employee Disengagement 
  • Time Management, Competing Priorities, Overwhelming Workloads and Burnout
  • High Employee Turnover (although this is happening, management doesn’t understand why)
  • Loss of High Potential Employees and Intellectual Capital (again, why?)
  • Non-Transparent Communication
  • Interpersonal and Team Conflicts
  • Competing Managers in a Matrixed Organization
  • Manager’s Supervisory Skills are subpar or they aren’t management-minded. (This just means that they are not in the right position. They’ve been given a promotion without having the requisite skills to make then a good manager.)
  • Organizational Silos
  • Failure of Corporate Governance Transfer from Boomers to Millennials
  • Failure of Transfer of Knowledge from Exiting Employees (Turnover, Promotion, Retirement)