A 6–9 Month Facilitated Coaching Programme for Executive Teams

Your executives are individually talented. But are they truly a team?

When the people at the top are misaligned — competing for resources, avoiding honest conflict, or operating in silos — the cost is not just cultural. It is strategic. Decisions slow down. Accountability blurs. The organisation mirrors the dysfunction it sees at the top.

Executive Team Dynamics is the structured programme that changes this. Not through a one-day offsite. Through a sustained, facilitated journey that builds the trust, alignment and accountability your team needs to lead the organisation with clarity and one voice.

Why This Program Exists

Most executive team interventions fail because they treat symptoms rather than root causes. A single workshop can surface the issues. It cannot resolve them. Lasting change in how an executive team operates requires sustained, structured work - applied to real challenges, in real time.

We designed this programme around three convictions:

• Diagnosis Before Intervention: Every team's dysfunction is different. We begin with a rigorous diagnostic - interviews, surveys, and live observation - before designing a single workshop. The program is built around your team's reality, not a generic template.

• Trust Is the Foundation: Without genuine trust, every other intervention is temporary. We use Lencioni's Five Dysfunctions model to address the root causes of team dysfunction - starting with trust and building upward through conflict, commitment, accountability, and results.

• Sustained Practice, Not a Single Event: Behaviours change through repetition and accountability, not through insight alone. Monthly team coaching sessions apply the frameworks to live strategic challenges, embedding new norms into the team's operating rhythm over 6–9 months.

The Program Journey

The program unfolds across five structured phases over 6–9 months.

Phase 1: Discovery & Diagnostics (Weeks 1-3)

Before any intervention, we listen. One-on-one executive interviews, a Team Effectiveness Survey, observation of a live team meeting and selected stakeholder input give us a complete picture of your team's current dynamics, strengths and gaps.

Deliverable: Team Diagnostic Report with findings, themes and program recommendations.

Phase 2: Strategic Alignment & Trust Building (Months 1-2)

Two focused half-day workshops address the foundations of high-performing teams.

Workshop 1: Strategic Alignment & Shared Purpose — Reaffirm mission, vision and strategic goals. Define what success looks like for the executive team. Map individual and collective accountabilities to strategy.

Workshop 2: Trust, Communication & Conflict — Apply Lencioni's Five Dysfunctions model to your team's specific dynamics. Agree on rules of engagement for decisions and disagreement. Build the psychological safety for honest, productive conversation.

Phase 3: Role Clarity, Decision-Making & Coaching (Months 3-4)

Monthly team coaching sessions address live strategic challenges in real time. Individual executive coaching deepens personal leadership impact, communication style and accountability. Role clarity and decision-making frameworks are agreed and embedded.

Deliverable: Accountability Matrix and agreed Decision-Making Framework.

Phase 4: Embedding High-Performance Behaviours (Months 5-8)

Monthly team coaching reviews strategic progress, addresses emerging challenges and reinforces the norms established in earlier phases. Individual coaching sustains personal growth. Peer accountability becomes part of the team's operating rhythm.

Phase 5: Sustainability & Future Readiness (Month 9)

A follow-up Team Effectiveness Assessment measures progress against the baseline diagnostic. A forward-planning session embeds the peer accountability process into the team's ongoing rhythm and prepares the team to sustain their gains independently.

Deliverable: Team Effectiveness Report and Sustainability Plan.

What Your Team Will Leave With

Every executive team that completes the programme leaves with a set of embedded capabilities and practical tools, including:

• A shared language for trust, accountability, and decision-making used consistently across the team

• A Team Charter defining the team's purpose, values, and operating norms

• An Accountability Matrix with clear ownership of strategic outcomes

• Agreed decision-making frameworks that eliminate the loop of revisiting settled issues

• A peer accountability process embedded into the team's operating rhythm

• Individual coaching insights and development commitments for each executive

• A Team Effectiveness Report measuring progress from diagnostic to completion

• A Sustainability Plan to maintain high-performance norms beyond the program

The Growth Potential for Executives

Poor executive alignment costs organisations an estimated 10–25% of annual revenue in wasted effort, rework and missed opportunities (McKinsey). Beyond the statistics, the most profound impact is cultural. When the executive team models trust, accountability and open communication, those behaviours cascade to every level of the organisation. Culture is not what you declare - it is what your leadership team demonstrates every day.

Key Benefits

• Shared Language: A common framework for trust, accountability and decision-making that every executive uses consistently, inside and outside the boardroom.

• Strategic Clarity: Every executive aligned on the company's purpose, priorities and their individual role in delivering the strategy. No ambiguity. No competing agendas.

• Conflict Competence: The ability to engage in honest, productive debate without it becoming personal or destructive. Tension becomes a source of better decisions, not a source of damage.

• Faster Decisions: Agreed decision-making frameworks that eliminate the endless loop of revisiting settled issues. The team decides, commits, and moves.

• Accountability Culture: Clear ownership of outcomes at the individual and collective level, with peer accountability built into the team's operating rhythm, not dependent on the CEO to enforce.

• Psychological Safety: An environment where executives can raise difficult issues, admit uncertainty and ask for help. The foundation of every high-performing team.

• Individual Growth: Each executive receives personalised coaching to strengthen their own leadership impact, communication style and strategic presence.

• Lasting Frameworks: Tools, norms and practices embedded into the team's operating rhythm. The gains from this program do not disappear when the coaching ends.

The MRA Difference

This program is not built on generic frameworks or off-the-shelf models. It is built on lived experience. Led by Stephen Wise (an Associate Certified Coach (ACC) with over 35 years of experience across Adobe, ServiceNow, NTT, Infosys, PwC and IBM) the program is not a workshop; it is a sustained, collective transformation of the Executive Team.

The program is grounded in four core principles:

1. Diagnosis Before Design: We never start with a pre-built programme. Every engagement begins with a rigorous diagnostic to understand your team's specific dynamics, strengths and gaps. The programme is designed around your reality.

2. Frameworks Applied to Reality: We use Lencioni's Five Dysfunctions and other frameworks - but always applied to your team's real challenges, real decisions and real dynamics. Not taught as theory in a classroom.

3. Sustained Practice, Not a Single Event: Behaviours change through repetition and accountability. Monthly team coaching sessions apply the frameworks to live strategic challenges over 6–9 months, embedding new norms into the team's operating rhythm.

4. The Whole Team and the Whole Person: We work at both levels - the collective team and the individual executive. Every participant receives personalised coaching to strengthen their own leadership alongside the team's development.

Who Is This For?

This programme is designed for executive teams that are:

• Experiencing misalignment on strategy, priorities or accountabilities

• Struggling with trust deficits that prevent honest, productive conversation

• Making decisions slowly or revisiting decisions that should be settled

• Operating in functional silos rather than as a unified leadership team

• Preparing for a significant strategic change, merge, or leadership transition

• High-performing individually but underperforming collectively

This programme is not for teams looking for a one-day team-building event or a quick cultural fix. It is for leadership teams - and the organisations that sponsor them - willing to invest in the sustained work of genuine transformation.