You have the right people.
They're just not working as a team.
You didn't hire underperformers. You hired talented, experienced leaders, and somewhere between individual excellence and collective execution, something gets lost. Decisions slow down. Conversations stay surface-level. People protect their territory instead of advancing the organization.
That's not a people problem. It's a team problem. And it's fixable.
What shifts when a team starts working
They see each other differently
Team members recognize and respect what each person actually brings — not just their title, but their thinking, their experience, and their value to the whole.
They lift their heads up.
Instead of managing down into their own divisions, leaders start thinking organizationally. They make decisions with the whole in mind, not just their corner of it.
Real communication replaces performance.
People stop nodding and start asking. When a leader thinks they've been clear, team members feel safe enough to say, "I'm not sure I'm hearing what you actually mean." That's when real alignment becomes possible.
How I work
This isn't a workshop. It's a coaching engagement.
Some team interventions produce a good day and no lasting change. That's not what I do.
Each engagement is designed for the needs of you and your team. I read the team, meet them where they are, and move them forward from there.
A typical engagement runs nine months to a year. We start with a half-day or full-day offsite to establish a foundation and surface what's actually going on — not just the presenting issue, but what's underneath it. From there, we meet monthly as a team, and I work with individual members in 1:1 sessions alongside the group work.
I use assessments, including culture assessments and 360 assessments for individuals and teams, to ground the work in data, not just observation. I work with the Sponsor to determine a clear agenda for each session while remaining responsive to the team's needs in the room.
What happens when the problem is a person
Sometimes it is. A founder who can't let go. A senior leader whose behavior is eroding the team's trust. A high performer who's become an obstacle.
I've coached sponsors through all of it, including the conversation no one wants to have about moving someone out. My job isn't to protect the status quo. It's to help you see clearly, think through your options, and act in the long-term interest of the organization.
That often means coaching you alongside coaching your team.
Two ways to work together
Team Coaching Engagement
Customized to your team's specific challenges and goals. Typically, a nine-to-twelve-month engagement for senior leadership teams. Begins with an offsite, followed by monthly team sessions and optional 1:1 coaching for individual members.
Mindfully Successful Teams
Featured program
A structured team coaching program that builds mindfulness as a core leadership competency, not as a wellness practice, but as a performance discipline. Developed for organizations that want a measurable, replicable model for how their leaders think, communicate, and perform under pressure.
Let's talk about your team
If you're ready to move from talented individuals to a high-performing team, reach out.
We'll start with a conversation.
Feedback on Margo's Work
“Without reservation, I recommend Margo for both leadership team and individual leadership coaching. When my firm engaged Margo for both team and individual coaching, I was skeptical overall, but in particular, how it could help me. I've been in my industry, Federal government contracting, for thirty years and have been reasonably successful. So, what difference could she make? Well, it turns out a lot. Using a variety of approaches that included listening, asking probing questions, assigning homework, and did I mention listening and asking thoughtful questions, she was able to spur my thinking around leveraging my strengths and, more importantly, consciously dealing with my weaknesses. I believe her coaching has equipped me to be a better leader. I wholeheartedly endorse Margo."
—Mike, President, Management Consulting
“Working with Margo as an executive and team coach greatly accelerated the growth of our leaders and helped to unleash their latent talents. I strongly recommend Margo for any future needs."
—Jeff, Chief Growth Officer, Management Consulting