Build the Team Your Organization Needs
Create an environment where people thrive, collaborate effectively, and consistently deliver their best work through intentional team development.
Return HomeTransform How Your Team Works Together
This course is designed for leaders who want to develop teams that are truly high-performing—where people feel safe contributing ideas, trust one another, and work together effectively toward shared goals. You'll learn how to create these conditions intentionally and sustain them over time.
Cultivate psychological safety so team members feel comfortable taking risks and being authentic
Navigate team formation stages with awareness of what each phase requires from you as leader
Apply team coaching approaches that develop collective capability rather than just managing individuals
Manage performance in ways that maintain relationships while driving accountability
Address both co-located and distributed team dynamics with practical approaches for each context
Apply your learning directly to real team challenges through facilitated intervention projects
You'll develop both the understanding and the practical skills to shape your team's culture and performance intentionally.
The Team Leadership Challenges You're Navigating
You have talented people on your team, yet somehow the collective performance doesn't match the sum of individual capabilities. Meetings feel unproductive. Important issues remain unaddressed. People seem hesitant to speak up or challenge ideas, which means you're missing perspectives that could improve your work.
Perhaps you notice silos forming—people focused on their individual work rather than thinking about how they contribute to team goals. Or maybe there's conflict that surfaces in unproductive ways, creating tension without leading to better solutions. You want collaboration and trust, but you're not sure how to build those conditions intentionally.
Performance conversations feel awkward. You know what needs to improve, but you struggle to address issues in ways that maintain your relationship with team members while still driving accountability. Sometimes you avoid difficult conversations altogether, which means problems persist and potentially grow.
If your team is distributed or hybrid, you face additional complexity—how do you build connection and collaboration when people aren't physically together? How do you create inclusive team dynamics when some members are remote and others are in the office?
You've likely tried various approaches—team building activities, new processes, different communication tools—but the fundamental dynamics haven't shifted much. You're looking for a more systematic way to understand and influence how your team functions together.
These challenges are common among team leaders, and they're addressable when you have the right frameworks and support to work through them.
A Structured Approach to Team Development
The Team Leadership and Development course provides frameworks and practices for building genuinely high-performing teams. You'll work with established models from team science and organizational psychology, adapted for practical application in your specific context.
Understanding Team Dynamics
Teams develop through predictable stages, each requiring different leadership responses. You'll learn to recognize where your team is in its development and what interventions are most helpful at each stage. This helps you respond more effectively rather than applying the same approach regardless of your team's current needs.
Creating Psychological Safety
Psychological safety—the belief that one can take interpersonal risks without negative consequences—is foundational to team performance. You'll learn specific practices that cultivate this condition: how you respond to mistakes, how you invite dissenting opinions, how you model vulnerability as a leader. These aren't abstract concepts but actionable behaviors you can implement.
Team Coaching Skills
Rather than just managing individual contributors, you'll develop capabilities in team coaching—working with the team as a collective entity. This includes facilitating productive conflict, helping the team reflect on its own processes, and supporting the development of team norms and practices that serve your shared goals.
Performance Management That Works
You'll develop approaches to performance management that maintain trust while driving accountability. This includes how to have difficult conversations effectively, how to address performance issues early before they become crises, and how to recognize and reinforce the behaviors and outcomes you want to see more of.
Application to Your Team
Throughout the 8 weeks, you'll apply these concepts to your actual team through team intervention projects. You'll identify specific challenges or opportunities in your team, design interventions based on what you're learning, implement them, and reflect on the results with facilitation support. This ensures the learning translates directly into improved team functioning.
This approach combines conceptual understanding with practical application, helping you develop both the knowledge and the skill to lead high-performing teams.
How the 8 Weeks Unfold
Intensive Weekly Sessions
Each week includes structured learning sessions where you'll explore team development concepts with other team leaders. These sessions balance new information with discussion about how concepts apply to your specific contexts. You'll hear how others are navigating similar challenges, which often provides as much insight as the formal content.
Team Intervention Projects
You'll design and implement interventions in your actual team based on what you're learning. This might involve facilitating a team retrospective differently, introducing new ways of handling conflict, or creating structures for better collaboration. These aren't theoretical exercises—they're real changes you're making in how your team operates.
Facilitated Reflection
After implementing interventions, you'll reflect on what happened with facilitation support. What worked? What didn't? What did you learn about your team? What might you try next? This reflective cycle helps you develop judgment about team dynamics—learning to read your team more accurately and respond more skillfully.
Peer Learning Community
You'll work with a cohort of other team leaders throughout the 8 weeks. This creates opportunities for problem-solving together, sharing what's working in different contexts, and providing mutual support during the challenges that come with changing team dynamics. Many participants maintain these connections beyond the course.
The 8-week format is intensive enough to create meaningful change in your team while being manageable alongside your regular leadership responsibilities.
Investment in Team Performance
8-Week Team Leadership and Development Course
What's Included
The Impact on Your Team
This investment directly affects your team's performance and culture. When you develop stronger capabilities in team leadership, your entire team benefits—through clearer communication, more effective collaboration, better conflict resolution, and stronger collective performance.
The team intervention projects mean you're implementing improvements while you're learning, so your team experiences positive changes throughout the 8 weeks rather than waiting until the course ends. The skills you develop continue serving you and your teams throughout your leadership career.
What Research and Experience Tell Us
Team performance has been studied extensively, and we have strong evidence about what makes teams effective. This course is built on that research foundation while remaining practical and applicable to real team contexts.
Research Foundation
The curriculum draws from established models of team effectiveness, including research on psychological safety from organizational behavior studies, team development stages from group dynamics research, and team coaching frameworks from leadership development literature. These aren't untested theories—they're well-supported concepts that have been validated across many organizational contexts.
Practical Application
The 8-week format with team intervention projects ensures you're testing these concepts in your actual team environment. Some interventions will work exactly as expected; others will need adjustment based on your specific team dynamics. This process of implementation, reflection, and refinement helps you develop practical judgment about team leadership.
Expected Changes
Team leaders in the program typically report shifts in several areas: increased team member willingness to speak up and contribute ideas, more productive handling of disagreements, clearer team norms and expectations, and improved coordination on shared work. These changes often begin appearing within the first few weeks as you start implementing what you're learning.
Realistic Expectations
Not all team challenges resolve quickly. Some patterns are deeply embedded and take sustained effort to shift. What this course provides is the understanding and tools to work on these challenges systematically rather than reacting to symptoms without addressing underlying dynamics. You'll develop capabilities that serve you across different teams and contexts throughout your career.
The combination of evidence-based frameworks and practical application creates conditions for meaningful improvement in team performance.
Our Approach to Your Learning Experience
We're committed to creating a learning environment that supports your development as a team leader and facilitates meaningful improvements in your team's functioning.
Prerequisites and Fit
This course is designed for leaders with current or recent team leadership responsibilities. Before enrolling, we'll discuss your team context to ensure the course content aligns with your needs. If a different program would serve you better, we'll let you know.
Facilitation Support
As you implement team interventions, you'll have facilitation support to help you reflect on what's happening and consider next steps. This support helps you process challenges and refine your approach based on your team's responses.
Adaptable to Your Context
We recognize that teams vary considerably—in size, function, distribution, and organizational culture. The frameworks we teach are adaptable, and we help you think through how to apply them in your specific context rather than prescribing one-size-fits-all solutions.
Your team's improvement is our priority. If you find aspects of the course that aren't serving your development, we want that feedback so we can address it. We're focused on creating value through meaningful learning and application.
Getting Started With Team Development
If you're ready to develop your team leadership capabilities and improve your team's performance, here's the path forward:
Share Your Context
Use the contact form to tell us about your team—its size, structure, current challenges, and what you're hoping to improve. This helps us understand whether the course is a good fit for your situation.
Explore Fit and Details
We'll have a conversation about your team context, your development goals, and the course structure. This ensures you have clear information to make an informed decision about participation.
Enroll When Ready
If the course seems right for you, we'll provide enrollment information and details about upcoming cohort dates. You'll know the full schedule and expectations before committing.
Begin Building Your Team
The course starts with orientation and initial team assessment, helping you identify specific intervention opportunities. From week one, you'll be applying concepts to your actual team.
The first step is simply reaching out. We'll explore together whether this course aligns with your team development needs and goals.
Ready to Develop a High-Performing Team?
Start a conversation about how this course could support your team leadership development and help your team reach its potential.
Get in TouchExplore Other Leadership Pathways
Depending on your experience and focus, one of our other courses might align with your current needs.
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Senior Leadership and Organizational Impact
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