Casey, the relatively new department director, felt frustration rise while walking into another meeting with HR. Another management issue. Another conversation about how the team wasn’t feeling supported or supportive, and staff were suffering too. They weren’t holding themselves or their direct reports accountable, and something had to give.
“Our management team was going in very different directions,” Casey admitted, “and I wanted to get us out of our silos and aligned.” The stress of COVID and the legacy of poor leadership hadn’t helped either—it had fractured trust and left people feeling more isolated than ever.
When Casey reached out to Trebuchet Group for help, the advisor partnered with him to design a confidential assessment that would hopefully get to the heart of the issue. The results were clear: team members weren’t listening to one another, and trust in each other had eroded. Eli, one of the managers, captured the sentiment well during the assessment: “It feels like we’re always walking on eggshells.”
Casey wasn’t one to shy away from tough conversations, yet this situation felt different. They all could see how tired the team was, how disconnected they had become. The advisor worked closely with Casey to design a series of retreats and workshops that would create space for the conversations that needed to happen and training to support that.
It was slow going at first. People kept to themselves, unsure whether to open up. Gradually, though, with caring guidance and facilitation from the advisor, something shifted. The tone started to soften, and Casey noticed small but powerful changes happening right in front of them.
At a follow-up retreat, a team member reflected, “We’re not creating stories in our heads anymore about why someone’s acting a certain way. We’re just talking to each other.” Casey couldn’t help but smile. It was a long way from where they had started.
The real transformation became evident as Casey’s team began to engage in tough conversations without defensiveness. “It feels more collaborative,” another team member shared. “We’re not as afraid to talk anymore.”
Through ongoing coaching, the advisor helped Casey and the managers build the skills to engage in these difficult conversations, emphasizing the importance of trust, healthy conflict and accountability.
By the end of the engagement, Casey saw a remarkable shift in how the team operated. “The stuff I was dealing with three years ago? I’m not getting any of that now,” Casey said, almost in disbelief. The management team had stepped up—they were listening, being empathetic, AND holding each other accountable.
At a recent all-staff meeting, employees were high-fiving each other, something Casey had never seen before. “The culture has shifted. We didn't have that before.”
Casey’s pride in the team was clear. “The management team is moving this organization forward, kicking butt,” Casey shared with a grin. “I think most organizations would be envious of this team.” With committed support over time from the advisor, Casey knew they had built a solid foundation for long-term success.
