Building an Effective Leadership Team is a facilitated program your leadership team goes through together. Over a series of guided sessions, your team builds the trust and the working agreements that turn a group of talented individuals into a team that produces results.
The program is built on The Five Behaviors of a Cohesive Team, the framework from Patrick Lencioni’s best-selling book The Five Dysfunctions of a Team, and ERC’s experienced facilitators deliver it.
What’s Covered
Sessions follow the Five Behaviors model. The program is typically delivered in six half-day sessions. Each session combines your team’s own assessment data with facilitated discussion and application to the decisions your team is facing right now.
How each leader’s work style shows up in the room. Your team learns to recognize and adapt to different communication styles so meetings produce clarity instead of friction.
The foundation for everything that follows. Your team establishes the expectations, agreements, and feedback habits that make it safe to be direct with each other.
Where conflict on your team comes from and five strategies for resolving it. Teams that trust each other can disagree openly and reach better decisions because of it.
How decisions get made, who owns them, and how leaders hold each other to them. Your team leaves with a clear decision-making process and the standards to back it up.
The leader’s role in driving organizational change, including how to assess whether your organization is ready for it.
Each leader receives 360-degree feedback and builds an individual action plan, so team progress and personal development reinforce each other.
Who It’s For
This program is for leadership teams that attend together.
If you own or run a smaller organization…
You’ve hired capable people, and you’re still the bottleneck. Hiring, sales, and daily decisions get stuck with you because your key people have yet to gel into a team you can hand things to.
We bring a neutral outside facilitator into the room, someone who can say what an insider cannot, so the hard conversations finally happen and go somewhere.
If you lead a larger organization…
Your senior leadership team is strong on paper but siloed in practice. Leaders protect their own business units, cross-functional decisions are slow, and misalignment at the top spreads through every layer below it.
This program gives your team a shared language and a shared standard for how decisions get made and carried out.
Assessments Used
The assessments in this program give your team a shared vocabulary for working styles, conflict, and team performance, so conversations that used to go sideways have somewhere productive to go.
The Five Behaviors Team Assessment
A scored, research-validated survey from Wiley, built on Patrick Lencioni’s model, that every member of your team completes.
It rates the team as a whole on trust, productive conflict, commitment, accountability, and results.
DISC or MBTI
Everything DiSC maps how each leader tends to communicate, decide, and set pace, sorted into four styles: Dominance, Influence, Steadiness, and Conscientiousness.
MBTI, the Myers-Briggs Type Indicator, is an alternative that groups personality preferences into 16 types.
Your team completes one of the two, and we treat it as a conversation starter: a low-pressure way to open discussions your team has been avoiding.
Thomas-Kilmann Conflict Mode Instrument
A short assessment from The Myers-Briggs Company that shows which of five conflict-handling modes each leader reaches for first: competing, collaborating, compromising, avoiding, or accommodating.
Once your team can name its defaults, leaders can choose the mode a situation calls for instead of running on autopilot.
360-Degree Feedback
A confidential survey that gathers candid input on each leader from the full circle of people they work with, including their manager, their peers, and the people who report to them.
Each leader sees how their leadership lands, in the words of the people who experience it every day.
Who Should Attend ?
Owners, presidents, and CEOs attending alongside their leadership teams
Divisional, regional, or functional leadership teams within larger organizations
Emerging or newly formed leadership teams building their working norms from the start
Facilitator
Tom Ault, Senior Solutions Consultant & Trainer
Tom Ault has designed and facilitated a full spectrum of customized training programs for clients spanning all industries.
Before starting with ERC, Tom spent over 30 years with Diebold, Inc. where he held several roles in Organizational Development and Lean Six Sigma Implementation.
Tom also carries nearly a dozen certifications, including Master Trainer, Myers–Briggs Type Indicator® (MBTI®): Step I™ & Step II™, DiSC® Facilitation, The Leadership Circle Profile™360, TRACOM’s PRO Social Style®, Behavioral EQ®, Adaptive Mindset for Resiliency®, and Adaptive Mindset for Agility®.
Frequently Asked Questions
Leadership courses develop individual skills, and each participant returns to the same team dynamics they left. This program puts your whole leadership team in the room together and works on what happens between people: trust, conflict, decision-making, and accountability. The whole team builds the same habits at the same time, so progress sticks.
The Five Behaviors is a team development model from Wiley based on Patrick Lencioni’s The Five Dysfunctions of a Team, one of the most widely read business books on teamwork. It measures and builds five things in sequence: trust, productive conflict, commitment, accountability, and collective results. ERC is an authorized Wiley partner and delivers the validated assessment as part of this program.
Your team takes the Five Behaviors assessment at the start of the program and again near the end. The re-measurement shows exactly where the team improved across trust, conflict, commitment, accountability, and results. You’ll also feel it in the meetings: debates get shorter, decisions get clearer, and follow-through becomes something you can count on.
Yes. Many of the teams we work with are an owner and their four or five key people. The framework applies wherever a group of leaders needs to operate as a unit, and the neutral outside facilitator is often most valuable in owner-led companies, where nobody inside the room can play that role.
Get Pricing or More Information
Contact our team and tell us about your leadership team and what prompted the search. We’ll walk you through the program, scope it to your team, and provide pricing.
