👋 Welcome & Instructions
Is your leadership team stuck in old patterns? This guide will help you diagnose dysfunctions and take action to reset your team dynamics.
How to Use This Guide:
- Complete the Leadership Team Health Check
- Work through the Reset Plan
- Set new Team Commitments
- Improve Meetings & Decision-Making
- If you need help, book a session!
📝 Leadership Team Health Check
Rate your team’s performance in the following areas
Assess how well your leadership team is functioning by rating key areas of performance. This process will help you identify strengths and weaknesses, setting the stage for meaningful improvements. Discuss each category openly and honestly as a team.
How to use this section:
- Facilitate a team discussion where everyone shares their perspective on each category.
- Use the Red/Amber/Green ratings to gauge consensus.
- Identify key areas for improvement and make a note of any disagreements for further discussion.
Area | Description | 🚦Rating | Rating Description |
Trust & Psychological Safety | How comfortable do team members feel expressing their thoughts and taking risks without fear of negative consequences? | 🟢 🟡 🔴 | • Red: Team members do not feel safe expressing opinions, leading to avoidance of difficult conversations.
• Amber: Some openness exists, but there is hesitation in fully trusting the team.
• Green: Team members feel fully supported and safe to express ideas and challenge each other. |
Accountability & Ownership | Does the team take full responsibility for their actions, decisions, and follow-through on commitments? | 🟢 🟡 🔴 | • Red: Lack of ownership, blame culture, and missed commitments.
• Amber: Some accountability but inconsistent follow-through.
• Green: Clear responsibilities, and the team holds each other accountable effectively. |
Decision-Making Speed & Quality | Are decisions made efficiently with input from the right people and clear ownership? | 🟢 🟡 🔴 | • Red: Decisions are slow, unclear, or made without the right stakeholders.
• Amber: Some decisions are timely, but others face delays or lack buy-in.
• Green: Decision-making is fast, clear, and well-communicated with ownership. |
Alignment & Shared Goals | Is everyone working towards the same objectives with clarity on priorities and collective success? | 🟢 🟡 🔴 | • Red: The team is siloed, working on separate agendas with no clear shared vision.
• Amber: Some alignment exists, but occasional conflicts or misunderstandings arise.
• Green: Strong alignment with a clear, shared vision and commitment to collective success. |
🚀 Reset Plan (One Big Move Challenge)
We are focusing on marginal gains, your leadership team is busy, and meaningful change won’t happen overnight. Start by exploring the biggest challenge you are currently facing. Use the questions below to guide a team discussion and identify key areas for improvement.
How to use this section:
- Facilitate a structured conversation where each team member shares their perspective on the biggest challenge.
- Use the questions as prompts to guide discussion and ensure clear action steps.
- Assign ownership and agree on how progress will be tracked over the next 30 days.
- What’s the #1 dysfunction holding us back?
- What’s one big shift we can commit to in the next 30 days?
- Who owns it?
- What’s our first step?
- How will we know we’re making progress?
📜 Team Commitments Board
Once you’ve identified your team’s biggest challenges and set a reset plan, it’s time to create new team norms. These commitments should be agreed upon collectively and reflect the behaviours and values that will drive better collaboration and accountability.
How to use this section:
- As a team, brainstorm and list the commitments you want to uphold.
- Assign ownership for monitoring each commitment.
- Regularly review and adjust based on team performance and feedback.
- New team norms we agree to uphold
- What we expect from each other
- How we will hold each other accountable
📅 Meetings Reset Framework
Meetings are a critical part of team effectiveness, but they often become inefficient or unproductive. This framework helps your team reset how meetings are structured, ensuring they are purposeful, efficient, and action-oriented. Use this section to design a cadence that works for your team.
How to use this section:
- Review your current meeting structure—what’s working and what’s not?
- Define a new meeting cadence that balances efficiency with effectiveness.
- Set clear rules for decision-making and accountability to ensure meetings drive action.
- New meeting cadence & structure
- Clearer decision-making process
- Accountability tracking
📞 ‘Need Help?’
If your leadership team is struggling to put this into action, let’s chat. Book a call and we’ll work through the roadblocks together.
More about me!
Hey I'm Claire, founder of Impactful People
With a background spanning law, international sport, technology, people, startups, and leadership roles, I bring a wealth of real-world experience to my work. This diverse journey has given me a deep understanding of the unique challenges leaders face across industries, especially in high-growth and dynamic environments.
I’ve navigated uncertain career paths, adapted through leadership transitions, and thrived in high-pressure situations. These experiences allow me to genuinely empathise with you. I know firsthand the frustration of being pulled into operational details, managing underperforming teams or working under dysfunctional Leadership Teams. Having “been there,” I offer guidance that’s practical and rooted in reality—not just theory.
I’m committed to helping leaders build cohesive, high-performing teams with a focus on trust, accountability, and open communication.