NOTE for coaches: Depending on the size of the team, this workshop can be squeezed into a single long day, run over 1.5 days or split into two. The time two aligned owners with high trust need to discuss and agree on the outcomes will be far less than a team of four or more. You don't want to push them through the content and miss the opportunity to give them a good learning experience.
If you have a team of leaders who are all owners, they will probably be familiar with some of the theory through their work with their owner mentor. You will be able to move through the 5 principles of succession thinking rapidly. If new leaders have been introduced to the team, you will need to get them comfortable with the principles. There is more information in the coach kit on this here.
The agenda is shown as a single day without any timing so you can customise it to suit. Schedule breaks where they make sense – at least every 90 minutes.
Set up ‘parking lot’ to park issues that arise and warrant further discussion outside of this session.
Review the team's DiSC profiles. Be prepared to share your DiSC with the team
Include a check in that makes sense for your customer, such as:
- How are you arriving?
- What's your 3-sentence personal introduction?
- What are you most curious about for this workshop?
- Which leader do you most admire?
- How can we get the best from you during this meeting?
When discussing trust and psychological safety, you can refer to this blog for some good coaching questions, such as:
- Are team members comfortable sharing ideas or dissenting views with you, even if they go against usual practice?
- Do you create an environment in which mistakes are treated as opportunities for growth, rather than grounds for blame?
- Do you help team members feel empowered to speak up when they notice problems, even small ones?
- Do you follow through on your commitments and promises to your team and stakeholders?
- To what extent do team members know each other’s responsibilities (so they could step in if someone is absent)?
For above/below the line, try these coaching questions:
- How do others experience you when you’re below vs. above the line?
- What kind of culture do you want to create as a leader?
- What intentions do you want to lead from?
This reinforces that leadership isn’t about perfection—it’s about presence and choice.
For Role Clarity there is more information in HelpJuice on how to run this section. Depending on how much time you have, you can:
- Draft the critical customer flow
- Capture the team structure to support this
- Work with the team to capture the accountabilities for each role - this can also be allocated as homework.
Pre-work