Case Study: Aligning a C-Level Team in a Pharma Start-Up
Client Background
A leadership team of C-suite executives at a growing pharmaceutical start-up. The company was moving fast, but the senior team felt misaligned on roles, responsibilities, and expectations.
The Challenge
The executives recognized they weren’t fully aligned on who was accountable for what. Misunderstandings were creating tensions and slowing progress. They wanted a space to:
Clarify individual roles and responsibilities
Share candid feedback with one another
Define what high performance looks like for them as a team
The Approach
I designed and facilitated a one-day offsite team coaching session with the following flow:
Individual Role Alignment
Each executive captured their own understanding of their role.
During a structured “walk-around” activity, colleagues added feedback and expectations to each role board.
Facilitated discussion helped clarify misunderstandings and generate actionable agreements.
Team Expectations
Through small-group and full-group dialogue, the team explored how they contribute to company success
What a high-performing leadership team looks like
Where they currently stand and how to close the gap
Values Integration
Company values were displayed around the room and regularly used as a touchpoint.
Whenever the group felt stuck, they returned to these values for guidance and alignment.
Systems Coaching Techniques
Applied methods from systems coaching to surface hidden dynamics, strengthen listening, and help the team see itself as a collective system.
The Results
By the end of the day, the team had:
Agreed on clear responsibilities for each leadership role
Acknowledged and addressed difficult tensions in a constructive way
Created shared agreements on how to work together as a high-performing team
Built a stronger sense of trust, with every leader feeling heard and valued
Case Study: Transforming a Data & Engineering Team into a High-Performing Team & Department
Client Background
A team of data analysts and engineers within a large organization. The team had recently transitioned under a new manager, and there were challenges stemming from past departmental changes and evolving leadership styles. The team was underperforming and struggling with trust, collaboration, and alignment.
The Challenge
The team faced several barriers to success:
Adjusting to a new manager’s leadership approach
Unresolved tensions from historical changes in the department
Ineffective team dynamics and communication patterns
A reputation across the company as a low-performing group
The Approach
Over the course of a year, I worked with the team and individual members through a blend of team coaching, individual coaching, and leadership development.
Manager Development
Coached the new manager on leadership style, communication, delegation, and inclusion.
Strengthened the manager’s ability to build trust and engage the team effectively.
Team Coaching
Facilitated workshops on communication, decision-making, and project collaboration.
Helped the team define their culture, articulate what high performance meant to them, and identify how to close the gaps in relationships and processes.
Celebrated wins and reinforced positive progress to build confidence.
Creative and Experiential Techniques
Used interactive tools such as LEGO® Serious Play, collaborative exercises, and reflective activities to encourage fresh perspectives and team bonding.
Cross-Departmental Alignment
Supported collaboration with adjacent teams and leaders, ensuring cohesion across the wider department.
The Results
Through this structured process, the team experienced a dramatic shift:
Team dynamics became open, collaborative, and supportive
The manager developed a more inclusive and empowering leadership style
The team gained confidence, improved communication, and embraced shared ownership
The department’s reputation transformed, becoming highly regarded across the company
Case Study: Strengthening Communication and Collaboration in a Senior Leadership Team
Client Background
A senior leadership team within a large organization engaged in a year-long coaching program to improve alignment, collaboration, and leadership effectiveness.
The Challenge
The team wanted to strengthen how they worked together by clarifying roles, improving communication, and building trust. With strong personalities and complex dynamics at play, they needed support to create healthier ways of collaborating and leading.
The Approach
I designed a program of monthly team coaching sessions combined with individual coaching for selected leaders. Key activities included:
Enhancing Communication
Facilitated workshops on feedback and active listening, including creative techniques such as LEGO® Serious Play to encourage open, constructive dialogue.
Understanding Leadership Styles
Introduced DISC assessments to help the team understand different personality styles, improve empathy, and adapt their approaches to one another.
Exploring Team Behaviors
Delivered a “team toxins” workshop to identify unhelpful behaviors, uncover the drivers behind them, and promote more constructive alternatives.
Individual Coaching
Supported several leaders one-to-one, helping them build confidence, strengthen self-awareness, and better align with team goals.
The Results
The engagement created a range of positive outcomes for the leadership team and its members:
Leaders gained deeper awareness of their own and others’ communication styles
Tensions were surfaced and addressed in a constructive way
Team members reported feeling supported, more confident, and better equipped to collaborate effectively
The team experienced genuine moments of connection, reflection, and shared growth
