Team Intelligence Program

Strategy, Influence, Synchronization

A high-performance leadership team development program: seven modules, measurable metrics, and culture change that scales.

Who this program is for

For leaders who manage strong experts, functional heads, autonomous and highly motivated individuals. If each person is a professional, but together you’re not a team but a “project federation”—this program will help you transition to synchronized, strategically aligned work.

Your team is growing fast, but the systems haven’t kept pace. Hiring is outrunning process. Feedback loops are noisy. Roles shift weekly. You need structure, but you can’t afford to lose speed.

Program goal

Transform a group of strong professionals into a real team capable of:

  • Making complex decisions quickly
  • Acting in sync under high uncertainty
  • Sharing unified goals and taking responsibility not only for “their part” but for the whole

What the program delivers

  • Objective diagnostics of current team gaps (communication, influence, processes, roles)
  • Shared strategic framework: why we’re together, where the team’s strength lies as a system, not just individuals
  • Transparent roles and responsibilities considering each person’s ambitions and potential
  • Effective interaction and influence model—who influences how, how to make decisions
  • Reimagined processes that match new strategic goals
  • Concrete change roadmap: priorities, accountability, synchronization points

Format

  • Delivery: offline / online, individual and group sessions
  • Cadence: 2–4 hours per week with flexible scheduling
  • Inputs: interviews, team diagnostics, pulse checks
  • Artifacts: scorecards, playbooks, roadmaps
  • Duration: 10–16 weeks

Support options

The program runs over 10–16 weeks with regular sessions covering seven core modules. Each module includes practical tools, frameworks, and exercises. Progress is tracked through scorecards and pulse checks.

Available formats: intensive (fast-paced transformation), hybrid (balanced approach), or extended support (3–6 months of ongoing coaching).

Program Structure

(Adapted to your specific needs)

1. Diagnostics: Where we really are

  • Individual interviews with team members and stakeholders
  • Analysis of org structure, processes, and tension points
  • First team session—retrospective and alignment check

Result: An honest picture. What’s not working now, where strength already exists, what needs to change.

2. Strategic framework: Why we’re together

  • Defining shared challenges and synchronization points
  • Forming collective meaning: which tasks require coordination
  • Refreshing team goals (instead of formal targets)

Result: Shared strategy and understanding of why we’re really together.

3. Success scenarios and failure risks

  • Modeling the future: 1 year, 3 years
  • Analysis of strengths and blind spots
  • Examining potential failures: what we’re NOT protected from

Result: Collective vision of the future that motivates and creates a roadmap.

4. Team as system: Roles, motivation, energy

  • Diagnostics of leadership styles and drivers for each person
  • Distribution of responsibilities by principle: “what I consciously take on”
  • Analysis of motivation and support: how not to burn out

Result: Honest and sustainable role distribution + support system within the team.

5. Communication and decision-making

  • Analysis of communication patterns: who listens to whom, who interrupts
  • Working with influence: formal and informal
  • Creating interaction norms that withstand pace and pressure

Result: New communication culture that amplifies rather than slows down.

6. Processes and synchronization

  • Audit of current processes (planning, syncs, retros, one-on-ones)
  • Updating processes considering new roles and goals
  • Integrating changes into operational rhythm

Result: Processes work for results, not for reporting.

7. Roadmap: What’s next

  • Forming change plan for 3–6–12 months
  • Highlighting priorities and leverage points
  • Defining progress monitoring system

Result: Clear roadmap with concrete steps and accountable owners.

Performance metrics

We track progress through measurable indicators:

  • Sync Index: how quickly and effectively team decisions are made
  • Team NPS (internal engagement score)
  • Progress on team priorities
  • Reduction in internal conflicts and frustration points
  • Engagement / trust level within the team
  • Culture indicators (psychological safety, feedback quality)

Methodology

The approach combines:

  • Systemic team coaching
  • Facilitation of meanings and strategies
  • Elements of neuroleadership
  • Work with influence and decision culture in technical organizations

Ready to discuss the program?

If you feel your team is strong but stalled as a system—let’s meet.

We’ll discuss your challenge, check program relevance, and outline an initial roadmap.

Discuss the program
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