What do WE need to develop?
When two areas need the same resources, you need to prioritise for the whole business. That requires shared decisions, clear authority and responsibility across functions.
Management team development
The Management Team Journey
From a group of managers to shared leadership.
Everyone takes responsibility for their own area. Yet shared decisions lose momentum and the CEO has to hold together more than is sustainable.
For CEOs and management teams who want to lead the whole business together. Individual coaching, personal action plans and peer support put your shared purpose into practice.
Your everyday reality
Does this sound familiar?
- Goals exist, but you do not agree on which shared results matter most. Urgent issues push the future aside.
- Each manager leads their own area. Issues spanning several functions lose momentum when you need to coordinate.
- It is unclear what the team can decide and what each member should take forward. Priorities are set without securing time and resources.
More situations you may recognise
- Objections, mistakes and bad news surface too late. Disagreements linger and you do not give each other the feedback or support needed.
- The management team makes decisions without examining facts, assumptions and alternatives. The consequences for other areas become clear only afterwards.
- Commitments are not completed on time. Responsibilities are interpreted differently and obstacles are raised only once implementation has lost momentum.
- You track what was done, but not always whether the decision had its intended effect or what you need to learn from the result.
Individual coaching. Shared development.
The management team’s job is to lead the business. The meeting is only one setting where that happens. What matters is what happens afterwards.
We work with both the team’s shared responsibility and each participant’s contribution. Everyone receives individual coaching and develops a personal action plan. You choose what to share and agree how to help one another succeed in everyday work.
What will I take responsibility for?
Raising an obstacle earlier, considering someone else’s perspective or following up a difficult decision. Personal responsibility becomes practical when you know what to practise and what support you need.
How we work
From the desired outcome to practical progress
Build a shared picture
What do you need to achieve as a management team? Starting with the desired outcome, each person completes a gap assessment. This creates a shared, anonymised picture of strengths, differences and development needs.
Choose a focus and understand the causes
We select at most two improvements. Assessments are checked against decisions, results and concrete situations. We consider trends and compare with relevant goals before exploring the underlying causes.
Individual coaching for every participant
In individual coaching, each participant examines their contribution and chooses a few specific behaviours to practise through a personal action plan. Nova Deep Insight can deepen behavioural understanding when included in the programme.
Choose what to share and agree on support
You decide what to share. The team agrees on practical support: who will help, how and when? Your individual plans connect with the shared action plan and are put into practice through real decisions, conversations and priorities.
Review after 30 and 90 days
What has changed in behaviour, working relationships and follow-through? We review results and adjust both individual practice and the support the team provides.
Differences in assessments need to be understood. They do not in themselves indicate a lack of commitment or competence.
Potential effects
Progress you can see in practice
These are potential improvements. Together, we track the effects that matter in your situation.
- Fewer and clearer shared priorities.
- Better decisions and coordination across areas of responsibility.
- Clearer personal ownership of agreed decisions.
- More open conversations, earlier handling of obstacles and practical support.
- More learning from your actions and the results you see.
What is included
Programme and investment
- Management team gap assessment and shared, anonymised feedback
- Help choosing at most two improvements, checking the evidence and understanding the causes
- Individual coaching and a personal action plan for every participant
- A shared action plan, voluntary sharing and practical agreements on peer support
- Practice through management work and follow-up after 30 and 90 days
Shared team development and individual coaching for every participant form one connected process. The number of sessions and fee are tailored to your needs. After the first conversation, you receive a clear proposal, including any use of Nova Deep Insight.
Common questions
How does this differ from ordinary team development?
The Management Team Journey starts with the CEO’s and management team’s responsibility for the whole business. You develop shared priorities, decisions and follow-through across functions. Individual coaching helps each participant turn the team’s needs into personal action. The Team Compass Journey focuses on collaboration within a working group.
How does individual coaching connect with the team’s work?
Every participant receives coaching and develops a personal action plan linked to the team’s priorities. You decide what to share and what support to request. The team agrees on practical support and reviews it together. Nova Deep Insight may be used according to your needs and the agreed programme.
Next step
What do you need to make work better together?
We begin with your shared purpose, where everyday work loses momentum and what each person needs to contribute.