01

Trust

The foundation of high-performing teams. We help team members develop genuine trust through openness, vulnerability, and the willingness to share personal strengths and challenges. By understanding each other beyond their professional roles, the team builds a climate of psychological safety — one where people feel comfortable speaking up, asking for help, and taking risks.

02

Mastering Conflict

With trust established, teams can engage in productive conflict — open, respectful debate focused on ideas rather than personalities. We guide teams in shifting from avoidance or tension to constructive dialogue, ensuring that differing perspectives become a source of creativity and better decision-making.

03

Commitment

Clarity leads to commitment. Once healthy conflict has allowed every voice to be heard, the team can align around shared decisions and priorities. We help teams move from vague agreement to explicit commitment — ensuring everyone is clear on direction, expectations, and next steps.

04

Accountability

True accountability comes from peers, not hierarchy. We help teams establish clear standards of behavior and performance, and foster a culture where feedback is given directly, constructively, and with mutual respect. This strengthens ownership and reinforces collective responsibility.

05

Collective Results

When trust, conflict, commitment, and accountability are in place, teams can focus on what truly matters — delivering shared results. We help teams define what success looks like, navigate the polarities between individual and collective results, and celebrate collective achievements that reinforce a sense of purpose and pride.

01

Context and Objectives

We partner with leadership and functional teams navigating key moments of change — new leadership, strategic shifts, post-merger integration, or a need to reconnect after a demanding growth phase. These teams often perform well individually but seek greater cohesion, clarity, and collective impact. The objective is to step back, realign on purpose, and strengthen the ways they work together.

02

Diagnostic and Awareness

Our work begins with a shared diagnosis — through interviews, surveys, or facilitated reflection — to uncover how the team currently operates. We explore alignment on strategy, roles, and decision-making, as well as underlying dynamics such as trust, communication, and accountability. This stage gives the team an honest picture of its strengths, tensions, and opportunities for growth.

03

Collective Work and Alignment

Through tailored workshops, we help the team articulate its collective purpose, strategic priorities, and vision for success. Members clarify expectations, define collaboration norms, and identify the leadership behaviors that build trust and accountability. We use proven frameworks (Five Behaviors, DiSC, API, GRPI) to translate insight into action, connecting relational shifts with operational focus.

04

Outcomes and Follow-Up

Teams leave with renewed alignment, stronger cohesion, and clear commitments to new ways of working. They gain practical tools to support decision-making, feedback, and follow-through. Most importantly, they emerge with the mindset, trust, and structure needed to sustain performance and lead their next chapter with clarity and confidence.

01

Reconnecting Purpose and Team Identity

The team engaged in a team building exercise to step back from day-to-day operations and reflect on its collective purpose. The sessions created space to explore how the team could evolve its role within the organisation — shifting from a function focused primarily on risk control to one actively contributing to business partnership and innovation.

02

Mapping Reality and Shared Ambitions

Through structured exercises, team members openly discussed their current ways of working, highlighting both strengths and pain points. This dialogue allowed the group to recognise recurring patterns in collaboration and communication, and to map a realistic view of “where we are today” versus “where we want to be.”

03

Co-Creating Vision and Strategic Priorities

Together, the participants defined their Purpose, Vision, and Strategic Priorities for the year ahead. They articulated what success would look like for the team and how their contribution could best support Dior’s broader business objectives. The discussion emphasised alignment, clarity, and pride in their collective mission.

04

Designing the Transformation Roadmap

Building on these insights, the team co-constructed a Transformation Roadmap — identifying the key focus areas, concrete actions, and milestones required to bring the new vision to life. They also established shared commitments and accountability mechanisms to ensure follow-through beyond the offsite.

05

Strengthening Cohesion and Engagement

The day closed with each member reflecting on their personal contribution to the collective journey and the behaviors that would foster trust, collaboration, and ownership. The offsite helped the team leave with a renewed sense of unity, clarity, and motivation to act together toward their transformation goals.

01

Building Self-Awareness and Mutual Understanding

Using DiSC profiles, the founders gained a deeper understanding of themselves — their communication styles, motivators, and triggers. Through a series of guided exercises, they explored one another’s preferences and needs, often uncovering insights that went beyond what they thought they already knew.

02

Creating a Common Language and New Team Norms

The process gave them a shared language for understanding differences and allowed them to create new norms for communication and collaboration. They also became more aware of the unconscious dynamics and behavioral patterns that had developed over time and were quietly hindering their effectiveness as a team.

03

Clarifying Roles and Strengthening Collective Leadership

As the work progressed, the founders improved their core team processes — especially around communication, problem-solving and decision-making — by agreeing on new, explicit norms. They used the team coaching journey to clarify which Tasks belonged to them collectively as a leadership team, versus those that should remain within their individual technical domains. This clarity enabled them to fully embrace their shared leadership role, and to rebuild the structure and governance necessary to support their collective mission.