ALIGNING SENIOR LEADERSHIP TEAMS

Team offsites that actually drive high performance

Offsites and strategy days that build clarity, trust and follow-through, facilitated by a registered psychologist.

Start a conversation How to work with me

Shanel Winning, registered psychologist and advisor to technical executives and partners for twenty years.

Twenty years of developing senior leadership teams

Team days from $10,000 plus GST

THE CRITICISM

Most team offsites work on the wrong things in the wrong way.

You've probably had the misfortune of attending one of these.

The fun but pointless, where you're swimming in inspirational platitudes, sporting analogies, and alcohol.

The "this could have been an email", where you're talked at all day, all while being told "your contribution is valued".

The utterly embarrassing, where making up a dance to "reflect the team's values" is a serious activity.

Or the downright cruel, where the facilitator "breaks you down to build you back up as a team".

I wish these were made-up examples. But they're not.

So when leaders say they just want to get their team together to bond, I understand why. That's the best they've ever seen a team day achieve.

But done well, they get a team working as one, on the day and beyond.

A good offsite should improve team performance

It creates clarity on where you're heading

Even the most capable, bonded team won't reach a destination they can't see. So if the team isn't yet agreed on what they're trying to achieve, we start there. Not straight to initiatives. Or rewriting visions and missions already in place. But the outcomes we're after, and the priorities that will get us there, so every decision is aligned with our aims.

It creates clarity on what's expected

Without it, everyone works to their own style and standards. And then judges others by their own. Styles and values conflict, tensions rise, and issues either fester or explode. An agreed operating philosophy sets out the team's way of working: how we'll decide together, how we'll support each other, how we'll make it safe to speak up.

It shifts how the team thinks and works

Imposing strategy and expectations gets compliance, not commitment. But working through ambiguity to get to clarity together makes it stick. That's why I teach as we go: how strategy is actually developed, and how high-performing teams behave. Because capturing the team's current thinking and handing it back to them isn't going to change a thing.

It creates accountability for follow-through

A single day, unmoored from anything else, is a wasted opportunity. But when tangible agreements are made, they can be embedded, reviewed, and refined, iteratively improving how the team works, well after the team day is done. And if you do have to hold someone accountable, it's easier to do on expectations they've helped to create.

THE DIFFERENCE

Four things to look for

01 Is the design built on evidence?

War stories from sport or business aren't a method, and what worked for one team in one context rarely transfers to yours. The day should be structured around what actually helps teams deliver beyond-the-odds results, rather than one person's experience.

02 Is the day actually collaborative?

"Here's what I prepared earlier, let me know if you've got suggestions" doesn't work, because nobody wants to own and drive what they didn't help create. The team needs time to think, talk, and work together. An overpacked agenda is a real red flag.

03 Is there a tangible result?

A co-designed strategy. An agreed way of working. Something the team can actually hold itself to. Chill vibes and nice photos feel good in the moment, but fond memories don't drive change.

04 Is your context considered?

Tick-box offsites are plug and play, no conversation required. When the day doesn't feel relevant, people generally get very little from it. But the bigger risk is running an offsite when you really need something else. Deep conflict and serious mistrust need to be dealt with first.

Developing a senior leadership team?

Book a short call with Shanel Schedule a leadership assessment

THE HIGH PERFORMANCE PATHWAY

Three formats

Once you've done a leadership assessment to uncover your wiring, your values, your strengths, your work-ons, and the patterns getting in your way, you're ready for what's next. You can apply to join the five-day leadership intensive with peers at a similar level, already primed with what you’ll need to focus on. Or you can choose to work with me one-one-one over six or twelve months.

Work alongside a small group of peers at a similar level.

Five-Day Intensive

Practical know-how, backed by evidence and proven in practice with senior leaders like you

Five consecutive days, 9-5pm

Learn alongside a small group of peers from different organisations

Auckland venue, overlooking the water

Full programme outline available on request

A plan and six months of coaching support.

6-Month Growth Plan

Focused support to accelerate growth and track progress

90-min development planning session

Development plan drafted for you

Five 90-min monthly coaching sessions

60-min review to assess progress

Leadership workbook as a resource

Check-ins with manager or chair to get their perspective

The big picture: your strengths and development areas from all angles.

12-Month Growth Journey

Extended support to accelerate growth, track progress, and embed changes

90-min development planning session

Development plan drafted for you

Ten 90-min monthly coaching sessions

Two 60-min review to assess progress

Leadership workbook as a resource

Check-ins with manager or chair to get their perspective

THE PROCESS

The leadership development process

A streamlined and convenient process for busy leaders.

Step 1

Decide on Support

Apply for the five-day leadership intensive, or work with me one-on-one.

Step 2

Create Plan

For one-on-one, start by creating a tailored development plan with me.

Step 3

Work with Coach

Meet with me for five or ten monthly 90-min coaching sessions.

Step 4

Complete Actions

Both the actions in your plan, and the actions from each coaching session.

Step 5

Review Progress

Work with me and your leader or chair to assess your progress against your plan.

THE PSYCHOLOGIST

Shanel Winning

Shanel Winning is a registered psychologist who helps organisations get results that last, by focusing on the factors that actually produce them: their people, their leaders, their culture, and their strategy. She took the long way here: operations, information systems, marketing, a stint in mergers and acquisitions, then registration as a psychologist in 2006. Twenty years on, she's known for logical advice that's backed by evidence and proven in practice.

Follow Shanel on LinkedIn

FAQ

Commonly asked questions about team offsites

What is leadership and executive coaching?

A confidential space to reflect, test ideas, and grow - with support and challenge tailored specifically to you and your context.

How is it different from the five-day leadership intensive?

The intensive builds specific practical skills intensively in a group format. Coaching provides ongoing one-on-one support as you apply those skills - or work through challenges specific to your role and situation. They complement each other well.

How is it different from mentoring or training?

Mentoring gives advice based on experience. Training builds specific skills. Coaching helps you clarify your own thinking and apply it to real challenges - with someone who knows your context and holds you accountable.

Do I need an assessment first?

All coaching - whether ad hoc or structured - requires a leadership assessment as the foundation. This ensures sessions are targeted rather than exploratory, and focused on the right things from the start.

What are the options?

6-Month Growth Plan - development plan, five sessions, and a review.
12-Month Growth Journey - development plan, ten sessions, and two reviews for lasting change.
Focused Coaching - 90-minute sessions as needed for existing clients.

Is it confidential?

Yes, coaching is confidential - unless there is a risk of serious harm to you or others. The development planning sessions and reviews aren't confidential, because your leader or chair will usually attend.

How do we track progress?

We define goals at the outset, review outcomes after every five sessions, and adjust as your context evolves.

Do you work outside New Zealand?

Yes, I provide leadership coaching around the world.

How do I get started?

Book a complimentary call to discuss your situation and confirm the right approach. If you've already completed a leadership assessment with me, we can move straight to development planning.

CONTACT

Let's start a conversation

If you’re considering working with me, send me an email with a bit of context about your situation and what you’re hoping to achieve. I read every enquiry personally. If I think I can help, I’ll be in touch to arrange an initial complimentary call.

Urgent psychometric testing

Book here

Coaching for existing clients

Book here

Phone

+64 21 2777 225

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