“Relationships are the prime currency in organizations.”
Marita Fridjhon, CEO & Co-founder, CRR Global
How we help leaders and teams connect and thrive
Deeper appreciation of what each member brings
Who wants to work with people they don’t know, don’t like, or don’t trust? No one!
Gallup’s 2025 white paper “Why Work Friends Matter“ reveals that employees with trusted friends at work have 24% higher quality of work, contribute 12% higher profitability, and have 26% fewer safety incidents.
Here’s how we help you increase mutual appreciation and respect:
Individualized Strengthsfinder assessments for insight into strengths, blind spots, and how to effectively manage both.
Team grids to see the DNA of the whole team including powerful partnerships, potential gaps, and over-representation.
Deeper appreciation of each member’s experience, values and priorities and buy-in on how to import them into an optimal go-forward experience.
Build meaning and purpose together
We’ll help your team energetically increase their shared ownership of their vision and purpose with creative activities to:
Find commonalities and concrete ways the vision can be lived out
Go beyond the concrete and tap into deeper inner motivational levels
Envision the high dream, face the low dream, and define concrete steps to make the high dream a reality.
Each team is unique, and so is our approach.
That said, it takes 6-9 months for new behaviors to fully take root. A typical engagement is six months. We start with a four to eight hour kickoff (depending on the depth of the issues). The team will self-define follow up commitments including accountability structures. The more directly the commitments align to the team’s essential work, the greater the impact. Teams larger than 15 members benefit greatly from two coaches in the “room” (physical or virtual).
Reach out today for an exploratory consultation to envision what’s possible, and increase your team’s Relationship System Intelligence.
Skills and tools to effectively manage differences
We equip you to navigate conflict more skillfully through:
Exercises to neutralize the “charge” and align on common interests.
Role exploration and realignment: not just of the roles on your org chart, but of the inner unnamed roles people take on (willingly or unwittingly).
Pulling the curtain back to understand “the dream behind the complaint” and discover what’s possible.
