Most members of this Senior Leadership Team had been together for a couple of years, but there were some new members. Led by a visionary CEO, this healthcare system had an aggressive agenda to accomplish if they were to stay independent and thrive in the new environment. The team was experiencing lack of clarity about who was responsible for what. Alliances between some members were strong and other members were feeling excluded. Trust was an issue and the team was reluctant to push back or engage in robust dialogue. Everyone was feeling the stress.
Jane’s Solution:
Working with the CEO, Jane designed a two-day team retreat for his eleven direct reports. The retreat included opportunities for the team to decompress and get to know each other on a personal level. Using the Hogan Team Discovery tool, Jane helped them identify their strengths as a team and potential team derailers. They worked together on goals applying a model for clarifying who was responsible for what. By the end of the retreat the team had a much greater appreciation for the value each member brings to the table. Since the retreat, the team members have frequently commented that this experience was invaluable. They describe it as a pivotal moment that helped the team gel.
