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Group Lecture

Team Development

The executive leadership team of a regional nonprofit met monthly for a full day including a working lunch, but the CEO wasn't sure the meetings were effective. Team members never made eye contact, never asked questions of each other or replied to questions asked by a speaker. A satisfaction survey indicated that team members simply did not trust each other, and that lack of trust was obvious. After interviewing team members about what they thought wasn't working, it took only a few meetings and some pointed observations to change the dynamic. 

"We would not be where we are now if we hadn't worked with you."

From the CEO

The division of about 30 people had gone through a difficult few years with ongoing conflict about promotions and inappropriate behavior by a former director. A survey indicated morale was very low, but the group was over the issue of inappropriate behavior and wanted simply to get back to work. I was asked to develop a program to rebuild trust among the members and to coach the division director to improve communications and leadership practices. 

Rebuilding lost trust that has undermined team performance and relationships is hard but vital to reaching high performance standards. Identifying the different roles that people take in teams can help to create balance and bring out the best in everyone. 

Whether your team is at the department or division level or is the Board of Directors and needs facilitation, training, or coaching, we can provide that service and increase the team's trust levels and ability to reach the goals.  

Dr. Simpson's results-oriented approach to working with our leadership team created real change making us a stronger, more effective team

CEO, Easter Seals Southern California 

Want more information on teams and change?

Send me an email at with "Send Me the [name of the PDF] in the subject line.” I’ll send it right out to you. 

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