Leadership Team Alignment.
Map how your team actually fits together. Keep the map current.
Your leadership team in March is not your leadership team in September. Somebody got hired, somebody got promoted, somebody quit, and three roles shifted underneath. The map you had last quarter is already out of date. This is the engagement that makes the map current and gives you a rhythm for keeping it that way.
The team is the most expensive seven seats in the company. Nobody has actually mapped how they work together.
Your branch manager, your ops lead, your sales head, your controller, two account managers, the production guy. These are the people running the company day to day. They make decisions between them that move millions of dollars a year.
They nod in the meeting and disagree in the hallway. Two of them avoid each other. One of them is missing context the other one has and doesn't know it. Decisions get made twice because somebody wasn't really in the room. You've felt all of this and you've never had a way to actually see it.
Leadership Team Alignment makes the dynamics visible. Then it gives you a quarterly rhythm so they stay visible as the team changes.
Behavior work for landscape companies usually shows up in one of two forms. Certified consultants who know DISC inside and out but have never run a maintenance route. Or industry peers who've run plenty of routes but are working off gut.
Neither is enough by itself. The Maxwell DISC Method, certified and applied by somebody who's been in green industry for thirty years, is what this offering actually is. Same instrument the Fortune 500 uses. Different operator behind it.
Three deliverables. Refreshed every cycle.
Every Leadership Team Alignment cycle produces the same three things. The initial engagement establishes the baseline. Each quarter after recalibrates against what's actually happened.
The Group Report
The Maxwell Leadership Group DISC Report mapped across your salaried leadership tier. Shows how each leader is individually wired, how the team composition holds together as a unit, and where the natural tensions live between functions.
- Individual DISC profile per leader
- Team composition and dynamics map
- Communication and decision-making patterns
- Where conflict naturally lives between functions
The Team Working Session
A live working session with the whole leadership team. Half-day for the initial engagement, 90 minutes each quarter after that. The team sees themselves on the map. They talk honestly about how they actually show up. They leave with agreement on the work going forward.
- Half-day session establishes the baseline
- 90-min quarterly sessions after
- Facilitated by me. Attended by all leaders
- Honest working sessions. Not workshops
The Owner One-to-One
Two private conversations around each team session. A 30-minute pre-brief with you to set the agenda. A 60-minute owner-only debrief afterward to process what came up and update the action plan. The work that doesn't belong in the room with the team gets handled here.
- 30-min pre-brief before each session
- 60-min owner debrief after each session
- Written action plan, refreshed quarterly
- New leaders mapped at hire, not next quarter
"Alignment" is one of those words that gets used to mean whatever the person saying it wants it to mean.
It's worth being specific about what this offering actually does, because most owners have heard "leadership alignment" pitched a dozen times and walked away with retreats, posters, and not much else.
A map of how the team actually works
- Each leader's wiring, named and documented
- Where the natural friction lives, before it becomes conflict
- Decision-making patterns the team uses, named honestly
- Communication gaps that have always been there
- A rhythm for keeping the map current as people change
Everything DISC has gotten confused with
- A retreat with trust falls and a flip chart
- A personality test that ends up on a poster
- Mediation for two leaders who can't stand each other
- Strategy planning, EOS, or vision-casting work
- A way to get everybody to agree all the time (that isn't a team, that's a board meeting)
Built for owners who have a real leadership team , not just direct reports.
There's a difference between a group of people who report to you and a leadership team that runs the business. This offering only works when there's actually a team to align (a group of salaried people whose decisions affect each other).
This is for you if
- You have 4–10 salaried leaders running functions of the business
- The team nods in meetings and disagrees in the hallway
- New hires keep shifting the dynamic and nobody talks about it
- You want a rhythm, not a one-time intervention
- You're ready to be in the room when what's been below the surface comes up
This isn't for
- If your team is hourly crew, this is the wrong tool. Crew dynamics work different.
- If you have fewer than 4 salaried leaders, the pattern hasn't really developed enough to map.
- If you haven't actually delegated decision authority, you don't have a leadership team yet. Start there.
- If you're looking for a single "team building" session and done, this isn't that.
- If you're mid-layoff or mid-executive-transition, wait until the dust settles. The work needs steady ground.
An initial month. Then a quarterly rhythm if you want it.
Scoping call
A 30-minute call with you. We identify the leadership tier in scope, what you're trying to see, and what's already been tried. Half-day session gets scheduled.
Assessments
Every leader takes the Maxwell Leadership DISC assessment online. About 20 minutes each. Group report gets generated.
Initial half-day session
In-person or video. Owner pre-brief in the morning. Half-day working session with the team in the afternoon. Owner debrief at the end. Baseline action plan gets set.
Three-month check-up
A 60-minute call with you. The action plan gets pressure-tested against what's actually happened. What stuck. What didn't. What changed in the team that needs to be mapped. End of the initial engagement.
Quarterly review (available)
If you continue into the quarterly rhythm, each cycle runs the same shape: 30-minute owner pre-brief, 90-minute team session, 60-minute owner debrief. Action plan refreshed. New hires mapped in as they join. The map stays current.
Priced per leader. Scales honestly with your team.
Leadership Team Alignment is structured in three tiers. The initial engagement includes a flat setup fee plus a per-leader rate. The quarterly review runs at roughly 30% less per leader because the setup is already amortized. Add-ons are available when the work asks for them.
Initial Engagement
Group report, half-day session, owner pre-brief and debrief, three-month check-up.
Quarterly Review
Standing rhythm after the initial. Recalibrated each quarter.
Add-ons
When the work asks for more than the standing rhythm.
Final pricing within each range depends on your team size, the depth of the engagement, and your timing. Book a call to see numbers calibrated to your situation.
Map the team. Keep the map current.
Pick a time on the calendar. Thirty minutes. We'll talk about your leadership tier, what's not working, and whether Leadership Team Alignment is the right move (or whether something else fits better). No pitch deck. No homework. Just the conversation.
Prefer email? Reach out at paul@dimensionalpd.com
