Back to team interventions
Leadership team
You diagnose every team in the business except your own.
A measured read of the team at the top, then five months of work on what the measurement finds. You see the shift in the same numbers that named it.
Photo placeholder — leadership session
68
Five-star reviews
39
Companies helped
90+
Projects delivered
Trusted by Bol, Zorggroep Almere, Securitas, Dachser Intelligent Logistics and Kovai.co.
The problem
What this actually looks like
The corridor conversation
The real conversation happens after the meeting, in twos. Nobody says the difficult thing in the room. Everybody says it in the corridor.
The decision that wasn’t
A decision gets made, and three weeks later nobody can agree that it was made. It was not written down, or it was, and the room had different versions of it.
The message that changed shape
What you said in the MT arrives on the floor as something else. Each layer softens it slightly, and by the third one the message has changed shape.
Nobody names the constraint underneath. So nobody removes it.
Photo placeholder — the corridor conversation
The quiet cost
Slower decisions
Execution drag
Duplicated work
Escalation
Stakeholder friction
Delayed strategy
“A constraint sits on the balance sheet as an invisible liability.”
A constraint in a delivery team costs that team. A constraint in the team at the top is copied downward. Every layer below inherits the ambiguity, and every layer adds its own interpretation. By the time it reaches the floor, nobody can trace it back to the room it started in.
The method
We find what is actually holding the team back, then stay until it moves.
We use a validated team diagnostic to find what is actually holding a team back. It is never one thing, so we work the constraints one at a time. Then we do the part most people skip, going underneath the behaviour to the nervous system inside and the collective around it. And we stay part of your team until the results are there. No vague hand-offs, no inspirational quotes to send you on your way.
Measure
You find out what is actually wrong instead of guessing. About ten minutes per person, including the people who see your team from the outside.
Work it
Two hours at a time, built into the work you are already doing. Not an away-day, and not a report.
Prove
At the end we run the same measure again. The change shows up in the numbers that named the problem.
Photo placeholder — a work session in progress
Why it holds after we leave
Culture
What you see
Inner × outer game
What we measure
The constellation
The collective
The nervous system
The individual
The measurement names the top two layers. The behaviour you want to change is produced in the bottom two.
At the top of an organisation, the room’s regulation is the organisation’s regulation. When the people at the top are quietly out of sync, everyone below feels the mixed signals long before anyone can name the cause.
What actually happens, and when
01
Intake
1 hour with the leader.
02
Diagnose
Profiler + APE-X half-day.
03
Name and own it
A written map, agreed by the room.
04
The work
4–6 two-hour workouts plus leader sessions.
05
Prove it
Re-profile, debriefed against your baseline.
Your time: leader about 12 hours, team about 10.5 hours. Across five to six months, plus the APE-X half-day.
Proof
Proof, as far as the assets allow
39
Companies helped
90+
Projects delivered
68
Five-star reviews
€130K+
Social impact
Photo placeholder — client spotlight
Named case · Kovai.co
Churn down 18% after the team intervention.
A single-client result
Bol · Zorggroep Almere · Securitas · Beveco · Kovai.co · 3WO · Klearly · Dachser Intelligent Logistics · Improven · Morgens Conclusion
The details
You will see it in the same numbers that named it
Before
8-habit profile
After
Same profile, moved
The diagnostic is 360-degree: every team member, the leader, their manager, and key stakeholders. About eight to ten minutes each. At the end we run it again on the same instrument.
Most team work asks you to take its word for it.
We stay part of your team until the change is real. If a workout does not move something real, we do not charge you for the next one until we have put that right.
What it takes
A five to six month engagement for one team of up to twelve. Priced per team, not per head. One price for the whole track, agreed before we start.
It is a real commitment of budget and of your team’s time. That is deliberate. You get the number on the call, once we know which team we are talking about.
Who this is for
This is for you if
The problem survived at least one earlier attempt to fix it.
You can commit the budget and protect the team’s time, including your own.
You want the team diagnosed rather than a solution sold to you.
You are willing to be confronted about your own part in it.
This is not for you if
You want a motivational day that ends at five.
You want skills training. If the real issue lives at the behavioural or emotional level, a skills workshop will not touch it.
You want the report without the work that follows it.
Next steps
Not ready to talk yet?
The experience booklet
What the five months look like from inside the team.
Questions worth asking before you book
Isn’t this just another team-building day?
Can you really measure culture?
We tried something before and it did not stick.
Do you do skills training?
What is the Team Performance Profiler?
How much of my time does this take as the leader?
Does the rest of the organisation find out what our profile said?
What happens if the team is bigger than twelve?
Do you work in Dutch or English?
Book a discovery call
Ildikó Meertens
Head of Capacity management at Bol.
Well-prepared; listened well to needs throughout; adapted where necessary; critical and guiding during the reflections and assignments. I look back with satisfaction; had great educational days! Thanks, Hylke.
30 minutes. You speak to Hylke or Robert, not a sales rep.