Recalibrate. Refocus. Lead forward.
Leadership Reset is a bespoke multi-day intervention designed for Senior Leadership Teams that have reached a critical inflection point: a strategic pivot, a post-merger integration, a new CEO or CHRO appointment, a cultural performance problem, or simply the recognition that the team's current operating dynamic is not equal to the complexity it is being asked to navigate. The distinction between a reset and a recalibration matters: recalibration adjusts existing ways of working. A reset examines whether those ways of working are the right ones for the organisation's next phase.
Duration
2 Days (bespoke; can extend)
Primary Audience
Senior Leadership Teams, C-Suite
Delivery
In-person, bespoke design for each SLT
Leadership Reset creates the conditions for the SLT to examine its own operating model with rigour, provides the frameworks for a precise diagnostic of where and how it is failing to perform at the level the organisation needs, and facilitates the co-creation of a new operating model that the team owns, commits to, and is accountable for. The intervention does not produce a facilitator's recommendations. It produces the team's own agreed charter for how they will lead.
The intervention is fully bespoke. Every element, from the pre-programme diagnostic to the experiential design to the facilitation approach to the post-workshop sustainment architecture, is designed specifically for the client SLT and their context. ProventusHR conducts individual pre-interviews, team health surveys, and stakeholder input mapping before designing the intervention.
Every element is sequenced to feed directly into the Team Operating Charter the SLT co-creates and owns. The pre-programme diagnostic determines the design. The simulations generate the data. The dialogue converts the data into decisions. The Charter makes those decisions accountable.
Pre-Programme Diagnostic
Individual interviews with each SLT member, a team health survey, and stakeholder input mapping are conducted before the intervention is designed. The diagnostic identifies the team's specific trust deficits, alignment gaps, decision-making dysfunctions, and the unspoken tensions that are shaping team behaviour below the surface of professionally managed interactions.
Corporate Maze™ or ChangeQuest™ Simulation
The intervention opens with a floor simulation that gives the team a shared, observable experience of their current operating dynamics. The simulation is selected based on the diagnostic: Corporate Maze™ for teams whose primary challenge is collaboration and accountability; ChangeQuest™ for teams whose challenge is primarily one of change leadership and strategic alignment.
Team Health Assessment
Drawing on the team's own diagnostic data, participants build a precise and shared map of their team's specific health gaps across five dimensions: trust, productive conflict, commitment, accountability, and collective results focus. The assessment names the specific behaviours that are producing those gaps and makes them discussable without blame.
REEL|Life™ (Film Selected for Context)
ProventusHR's cinematic reflection methodology provides a shared emotional and narrative anchor for the reset conversation. The film is selected specifically for the SLT's context and challenge, creating a non-threatening but emotionally precise vehicle for examining the team's dynamics and the alternative it is choosing to build.
Operating Model and Decision Rights Redesign
A facilitated working session in which the SLT co-designs its new operating model: the principles governing how the team will make decisions, hold each other accountable, manage conflict, allocate attention, and communicate with the wider organisation. The output is a documented Team Operating Charter.
Post-Workshop Sustainment Architecture
A series of post-workshop eConnect sessions, optional individual coaching for SLT members, and a 90-day team charter review process. The sustainment architecture ensures that the reset does not dissipate after the intervention but compounds into genuine operating rhythm change visible to the organisation below the SLT.
Strategic pivot: the organisation's direction has changed but the SLT's operating model and decision protocols have not changed with it
Post-merger or acquisition integration: two leadership cultures are operating in the same team without a shared model for how decisions are made and accountability is held
New CEO or CHRO appointment: a new senior leader needs to establish trust, surface the existing dynamic honestly, and co-create a new operating standard with the inherited team
Cultural performance problem: the organisation is failing to deliver on its values, and the source of the failure is in the SLT's own operating behaviour rather than in the systems below
Chronic execution inconsistency: cross-functional tension, missed strategic commitments, and mixed signals cascading through the organisation that trace back to misalignment at the top
The Team Operating Charter is live and referenced in at least one SLT meeting within 30 days, with specific behaviours named and held to by the team
At least one previously unaddressed team tension, identified in the diagnostic, is surfaced and addressed through the new operating protocols
Decision rights are applied to at least two significant decisions that previously required escalation or produced ambiguity about ownership
The organisation below the SLT observes and reports a more coherent, aligned, and credible leadership team identity at 90 days
Named outputs from the intervention design document. Kirkpatrick Level 3 measurement is standard on every engagement.
Team Health Diagnostic: A completed team health map identifying the specific gaps across trust, productive conflict, commitment, accountability, and collective results focus, with named behaviours producing those gaps and an agreed starting point for the operating model redesign.
Team Operating Charter: A co-created document capturing the SLT's agreed principles for decision-making, accountability, conflict management, attention allocation, and communication. The primary reference document for the team's post-intervention operating behaviour.
Simulation Debrief Insights: Individual and collective insights from the floor simulation, providing precise observable data on the team's current collaboration defaults, trust behaviours, and leadership emergence patterns under pressure.
90-Day Sustainment Architecture: A post-workshop eConnect schedule, optional individual coaching for SLT members, and a 90-day charter review process ensuring the reset compounds into genuine operating rhythm change rather than dissipating after the intervention.
Every ProventusHR programme is designed bespoke to your organisation’s context. No two engagements are identical.
Explore Leadership Capability ›Leadership Reset is a bespoke SLT intervention for teams at critical inflection points. It combines a pre-programme diagnostic, floor simulation, team health assessment, operating model redesign, and post-workshop sustainment architecture. The output is a Team Operating Charter the SLT owns and is accountable for.
A conventional offsite builds relationships and morale. Leadership Reset examines whether the team's operating model, decision protocols, and trust architecture are fit for the organisation's next phase. It produces a documented Team Operating Charter with named accountability owners, not just shared experiences.
ProventusHR conducts individual pre-interviews with each SLT member, a team health survey, and stakeholder input mapping before designing the intervention. The diagnostic identifies trust deficits, alignment gaps, decision-making dysfunctions, and unspoken tensions. Every element of the intervention design is based directly on this diagnostic.
The primary output of Leadership Reset. A co-created document capturing the SLT's agreed principles for decision-making, accountability, conflict management, attention allocation, and organisational communication. It is the reference document for the team's post-intervention operating behaviour and is reviewed at the 90-day charter review.
CEOs, CHROs, and board sponsors who observe that their SLT is not operating at the level the organisation's next phase requires. Particularly relevant when strategic execution is inconsistent, cross-functional tension is affecting delivery, a new SLT composition has not yet gelled, or cultural transformation requires the SLT to model different leadership behaviours.
A completed team health diagnostic, a co-created Team Operating Charter with decision rights and accountability protocols, simulation debrief insights, a post-workshop eConnect schedule, and a 90-day charter review process sustaining the reset work.
Leadership Reset is ProventusHR's bespoke Senior Leadership Team intervention. It realigns strategy, culture, and operating rhythm through a structured programme combining diagnostic, Corporate Maze simulation, REEL|Life, and a co-created Team Operating Charter. It is designed for leadership teams that are technically functional but culturally misaligned or strategically fragmented.
Every engagement begins with a diagnostic conversation. Tell us the SLT context and we will design from there.
Start a Discovery Conversation