Culture & Change Management

Conduct individual interviews and group discussions with team members to gather their perspectives on the challenges they are facing.

Listen attentively to team members' concerns, emotions, and feedback regarding their interactions with the new leader. 

Analyze any existing communication channels, team dynamics, and historical context that may be contributing to the unrest. 

Collaborate with the new leader to understand their leadership style, objectives, and expectations for the team.

Define the client's objectives and desired outcomes for improving team cohesion and addressing the issues with the new leader's integration.

Facilitate a feedback session between the team and the new leader to encourage open communication and mutual understanding.

Identify specific areas of improvement, such as communication, role clarity, trust-building, or conflict resolution that need to be addressed.

Develop a customized action plan that outlines strategies for improving team dynamics and aligning the team with the leader's vision.

Utilize various tools such as Patrick Lencioni's Five Dysfunctions of a Team & DiSC Five Behaviors, Manager Assimilation sessions.

Develop a long-term plan for sustaining a positive team culture and leadership effectiveness.