Working With Teams
Letting Team Identity Emerge
At New Cyber Executive, our work with teams is grounded in a pragmatic, deliberate process that works with the strengths and individual perspectives of a team of leaders—without imposing external order or a foreign model to evaluate individual behaviors and team dynamics. Rather, our methods are designed for capable leaders (managers, directors, VPs) operating under a single leader who want to achieve something greater than the sum of their parts.
A Different Kind of Team Work
We don't prescribe solutions or push the team toward artificial consensus. We dispense with word-smithed purpose statements and over-engineered clarity that often dilutes.
We sidestep the usual and clichéd paths intended to build trust that are often isolated from the work itself. Instead, we design trust as an outcome of the team seeing itself in action in relation to itself.
From Individual to Cohesive Leaders
We build from the premise that leaders on the team are capable, engaged, and executing, and that the potential for cohesion exists, but it hasn’t been made legible, named, or tested.
The teams we work with aren’t lacking skill—they’re lacking shared form. Each leader is operating effectively in their own domain, but there’s no integrated movement, no deliberate coordination. Cross-leverage is incidental. Alignment, when it happens, is accidental. The work isn’t to fix or optimize. It’s to surface the structure that allows the team to lead as a unit.
What Facilitation Is—and Is Not
Our approach is intentionally restrained in the tradition of classical facilitation. We listen systemically, make room, and step in and back as needed to let the team encounter itself—its assumptions, its rhythm, its potential—on its own terms.
The design goal of the facilitation is for the team to do the heavy lifting in the room. The facilitator creates the conditions and structure ahead of time that allows that—without disrupting or stealing energy.
This is not training. It’s not team-building for its own sake. It doesn’t rely on diagnostics, personality assessments, or exercises designed to fix dysfunction. It doesn’t direct, diagnose, or claim authority over the group dynamic. It holds space—carefully and with structure—for something to take shape that wasn’t there before.
Why It Works
Our facilitative method works because it doesn’t compete with the team’s own authority. It invites the team to name what it is—and what it is not yet. In that act of naming, collaboration begins to shift. People move not because they’ve been told to, but because something implicit becomes clear.
This is deep work. But for teams already near coherence, it’s often the one step they haven’t had the time or space to take.
Engagement Structure
1. Sponsor goals session (1 hour)
2. Individual interviews (30 min each)
3. Facilitation co-design with sponsor (1–2 hours)
4. Identity Development workshop (2–3 hours)
5. Actions & Measures workshop (2–3 hours)
What's Next?
This offering ensures team development isn’t just a performative exercise—it’s a targeted effort to overcome internal barriers, shift perceptions, and drive lasting value.