Decisions are made. Agreement is reached. Then the work stalls.
This is work with leadership teams when issues can’t be resolved privately or one conversation at a time.
What’s difficult is working out what you’re actually dealing with and where to focus.
If it’s unclear whether the issue sits with an individual or reflects a broader team pattern, Respect in Eight can help you make sense of what you’re seeing.
Some problems can’t be resolved individually, because they are created and sustained collectively.
Teams usually come to this work when the pattern is clear, but the way forward isn’t, and continuing without an external read no longer feels responsible.
The work focuses on live issues teams are already dealing with. It’s done with small intact teams and unfolds over time, rather than in a single session.
It draws on the same judgement and attention I bring to executive coaching, applied in a collective setting.
I bring structure where it helps and use the conversation itself to surface what the team hasn’t been able to address.
That work continues until something can be addressed directly, or it becomes clear what cannot be.
Over time, teams develop a clearer read on what’s happening and more effective ways of working together.
This addresses how disagreement is handled, decision-making and follow-through, authority and accountability, uneven performance within the team, what people avoid raising together and pressures from timing, systems or external constraints.
The camaraderie of the executive team is higher. The effectiveness of how we engage is higher. We’re more efficient and we’re having more fun with each other… and we’re doing the work.
MD, USA-based Utility
If this sounds like the situation your team is in, we can talk about whether this kind of work would be a sensible way forward.
Based in Melbourne. Working with leadership teams across Australia and internationally.
