Turn a Group of Strong Leaders Into a Team That Can Deliver Together
Talent is not usually the problem. The friction lives between roles, decisions, priorities, and the conversations people keep postponing. CGP helps senior teams build clearer ways of working, stronger commitments, and accountability they can actually share.
$50,000 to $150,000+. Most six-month engagements are approximately $90,000. Available throughout the United States.
What Is Leadership Team Coaching?
Leadership team coaching is a structured process that helps a senior team improve how it makes decisions, manages interdependencies, exchanges feedback, and follows through together. CGP combines assessment, facilitated working sessions, skill practice, and a team development plan so change happens in the team’s real work—not only in the room.
The Team Can Be Talented and Still Be Hard to Lead
The friction rarely sits inside one person. It sits in the seams between people.
Each executive may be capable, committed, and successful in their own function. Yet priorities collide, decisions blur, feedback gets political, and the CEO keeps becoming the bridge between everyone else.
CGP helps the team see that system clearly, name what has remained implicit, and build habits that make shared accountability possible.
A Six-Month Arc From Team Insight to Shared Practice
The process is intentionally scaffolded. The team first understands itself, then clarifies how work moves between leaders, and only then practices the harder accountability skills.
Kick Off the Team
Introduce the purpose, the Conscious Accountability principles, the six-month arc, and the process agreements that make candid work possible.
Build Team Portraits
Use relevant assessments and individual debriefs to help leaders see their working styles, strengths, patterns, and impact.
Work Best Together
Bring those portraits into the room so the team can understand one another and create explicit norms and working agreements.
Map Interdependencies
Use CGP’s CARE framework to make cross-functional dependencies, expectations, handoffs, and mutual responsibilities visible.
Build the Skills
Move through noticing, clarity, courage, feedback, and continuity in a sequence that gives the team time to practice between sessions.
Activate the Team Plan
Turn the learning into shared development commitments, then build the plan for extending the work into the organization.
The space between sessions is part of the process. CGP introduces a practice, the team tries it in real situations, and the next session uses what happened as material for learning—not as a pass/fail test.
A Shared View of the Team—and a Better Way to Work
The deliverables are useful because the team creates and uses them together. They turn private assumptions into an operating picture everyone can work from.
Your Team’s DNA—in Context
A shared working picture built from assessment, conversation, and observation.
Purpose, Scope, and Process Agreements
A shared understanding of why the work matters, what the team is trying to change, and how the six-month process will be handled.
Individual and Team Portraits
Assessment-based insight into how leaders naturally work, what the team amplifies, and what may be easy to miss.
How We Work Best Together Agreements
Practical norms for communication, decisions, feedback, conflict, and collaboration—not slogans for a wall.
Interdependency Map
A clearer view of the commitments and working relationships required across functions, supported by the CARE framework.
Conscious Accountability Skill Practice
A scaffolded series of working sessions spanning noticing, clarity, courage, feedback, and continuity.
Team Development and Rollout Plans
Shared priorities the team can activate now, plus a practical bridge for carrying the work into the broader organization.
Move From Functional Strength to Collective Leadership
CGP helps leadership teams reduce the organizational friction created when talented leaders operate as adjacent functions instead of one accountable system.
Patterns that often bring a team to coaching
- The CEO keeps resolving cross-functional tension
- Decisions are revisited because ownership was never explicit
- Leaders protect their functions before serving the whole
- Feedback is softened, delayed, or moved outside the room
- Agreement in meetings turns into drift afterward
- The same collaboration problems return under pressure
Capabilities the work is built to strengthen
- Shared ownership for enterprise priorities and tradeoffs
- Clearer decisions, roles, handoffs, and interdependencies
- Earlier conversations before tension becomes conflict
- Direct feedback handled with courage and care
- Explicit commitments with more reliable follow-through
- Learning loops that help the team adapt together
The exact outcomes are defined with each team. Results depend on the business context, the team’s participation, and leaders’ willingness to practice between sessions.
What Should You Expect to Invest in Leadership Team Coaching?
CGP leadership team coaching ranges from $50,000 to $150,000+. Most six-month engagements are approximately $90,000. The complete fee depends on the team, the situation, and how much individual and organizational depth the work requires.
What is usually involved
Team assessment, facilitated development, working agreements, interdependency work, real-time practice, and an agreed reinforcement plan.
What moves the range
Team size, assessment depth, stakeholder interviews, individual coaching, customization, onsite delivery, number of practitioners, and reinforcement.
How the fee works
CGP confirms the scope, duration, delivery sequence, included assessments, expenses, payment schedule, and complete fee before work begins.
What CEOs, Sponsors, and Leadership Teams Usually Ask
What does leadership team coaching cost?
CGP leadership team coaching ranges from $50,000 to $150,000+. Most six-month engagements are approximately $90,000. Team size, assessment depth, stakeholder interviews, individual coaching, customization, onsite delivery, number of practitioners, and reinforcement can change the final scope and fee.
How long does the engagement take?
The standard engagement lasts six months. The sequence gives the team time to understand its patterns, clarify how work moves between leaders, practice new behaviors in real situations, and learn from what happens between sessions.
Who is leadership team coaching for?
CGP works with senior leadership teams whose effectiveness matters across the enterprise. Common situations include a new or reconfigured team, rapid growth, succession, integration, cross-functional friction, unclear decision ownership, or a CEO who needs the team to carry more collective responsibility.
How is this different from a team retreat?
A retreat is usually a single event. CGP Leadership Team Coaching is a six-month developmental process tied to real decisions, relationships, interdependencies, feedback, and commitments. Workshops are part of the process, but the practice between sessions is where the change becomes usable.
What assessments does CGP use?
CGP selects assessments based on the purpose and context. Working-style and personality tools such as NBI or Hogan may be used when useful. The goal is not to label people; it is to give the team a shared language for understanding differences, patterns, strengths, and impact.
Are individual conversations confidential?
The engagement begins with clear agreements about confidentiality, team transparency, sponsor communication, and what will be brought back to the group. Individual assessment or coaching conversations are not treated as routine reports to the CEO or sponsor.
What if the team has significant conflict?
Conflict does not automatically make the team a poor fit. CGP will first determine whether the issue can be addressed through team development or whether an active performance, legal, clinical, or HR matter needs another process. The Download Session is used to make that distinction before scoping.
Can the work be completed remotely?
Yes. Conscious Growth Partners is based in Connecticut and works with leadership teams throughout the United States. Virtual delivery is available nationwide, and onsite sessions can be included when they materially improve the work.
Are the planning ranges fixed packages?
No. The ranges help a buyer understand how the investment changes as the work expands from a team-focused engagement to deeper assessment and individual leadership support. CGP scopes the engagement around the team, the business situation, and the work involved, then confirms the complete fee before the engagement begins.
What happens after the six months?
The team leaves with an activated development plan and a practical organizational rollout plan. Some organizations continue with an organizational cascade or maintenance work. There is no automatic extension; the next phase is a separate decision based on readiness and need.