From Fractured Brilliance to a High-Performing Leadership Engine
The Challenge
A fast-growing, private-equity-backed SME was on an ambitious trajectory to exit by the end of 2026 with a target valuation of £120 million.
The leadership team was exceptionally skilled and productive individually, but not operating as a true team.
Silos had formed, collaboration was minimal, and accountability was inconsistent.
Despite strong departmental results, their collective performance was slowing organisational momentum and limiting growth potential.
In discovery calls, it became clear that trust and psychological safety were low — team members hesitated to challenge each other or surface uncomfortable truths.
The Solution
A leadership team development process focused on accountability, trust, and aligned execution.
Introduced Patrick Lencioni’s “Five Dysfunctions of a Team” framework — disguised as a puzzle exercise to make discovery both engaging and revealing.
Facilitated reflective discussions on how each dysfunction (absence of trust, fear of conflict, lack of commitment, avoidance of accountability, inattention to results) was showing up in their real dynamics.
Guided the team to self-identify gaps and agree on practical, observable behaviours to strengthen performance.
Established meeting disciplines to keep conversations strategic — moving from getting “stuck in the weeds” to keeping the shared vision front and centre.
Co-created accountability norms: clear priorities, behavioural agreements, and permission to “call it out” when commitments or conduct fell short.
The Results
Cohesion: The team began to see themselves as one unit — not six departments.
Accountability: Clear mechanisms for holding one another to account, both for outcomes and behaviours.
Focus: Meetings now centre on strategic goals and progress towards the exit, rather than operational minutiae.
Trust: Greater openness, candour, and willingness to challenge — without damaging relationships.
Business trajectory: The team has transformed from a collection of high performers into a cohesive, fast-moving leadership engine, accelerating confidently toward their 2026 exit goal.