TEAM EFFECTIVENESS
Post-Close, the Team Dynamic Is Your Biggest Risk
New ownership. New expectations. Same people who don't know each other yet. We help leadership teams align fast — so the first 90 days don't waste the first year.
The Stakes
The Transition Window Either Opens or Closes Value Creation
Most leadership team dysfunction isn't a character problem — it's a structural one. Nobody told them how to work together. We fix that, fast.
60%
CEO replacements post-acquisition are unplanned. Most were predictable — and many were preventable with the right early intervention.
90 Days
The window that sets team trajectories for the entire hold. Teams that don't align fast rarely catch up — they just argue about it differently later.
4
Structured offerings, each built for a specific moment in a team's evolution — from day one post-close through the full hold period.
The Offerings
Four Programs. One Continuum.
Each program is designed for a specific moment — from the hour after close to the multi-year work of building a culture that holds. You can engage with one or deploy the full sequence.
RightRestart™
A professionally facilitated session for the board and management team immediately post-close. Most kickoff meetings create more confusion than clarity — boards present the plan, management hears what's wrong, and critical expectations go unstated. Then misalignment shows up weeks later. We fix that. RightRestart makes the implicit explicit: decision rights, expectations, priorities, and where the board does and does not want to be involved. We align on how the team will actually operate and build RACIs that get used. Preceded by individual prep calls. Typically 1–2 days, tailored to the situation.
Knowing Me, Knowing You™
The first half-day in our Team Effectiveness program. Each team member completes the gold-standard leadership inventory and receives individual feedback. Then the team reviews group trends — blind spots, complementary strengths, where decision-making dynamics will break under pressure. We don't linger on "who are these people." We get to "so what" — how this team should operate, where decision-making will break, and how to build the team from here. Uses real data about the real people in the room. Not a trust fall exercise.
Vision, Mission & Values
A second half-day session where the leadership team establishes shared vision, core company values, and executive operating norms. Pre-session interviews identify where alignment gaps actually exist — so session time isn't wasted on things people already agree on.
Behavioralizing Values
A workshop with a cross-section of employees around making values real — translating what the leadership team decided into behaviors that people at every level actually recognize and can act on. Works because the people closest to the work helped build it.
In Practice
When the CEO Is the Constraint
A large, complex acquisition brought in a new CEO known for operational strength who was less comfortable on the people side. The Lodestone team tackled immediate people challenges while coaching the CEO — helping her retain key players, improve the selection process, and attract talent to a company with a reputational challenge. The goal was to make her less dependent on outside support. They got there.
Why Lodestone
Team Work Built for Business, Not Therapy
Most team effectiveness work is event-based — a retreat, a workshop, a good conversation. Lodestone builds durable frameworks that live in how the team actually operates.
| Lodestone |
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Organizational psychologists trained in workplace science |
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Facilitated action-planning workshops included — not extra |
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Department-level data shows exactly where problems concentrate |
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Senior consultants only |
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Full-lifecycle services across the hold period |
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Economical pricing |
| Commonly Used Firms |
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Survey platforms without behavioral science expertise |
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Data delivery only — action planning is your problem |
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Company-wide averages that obscure real issues |
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Junior staff supervised by “big names” |
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Standalone survey product |
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Substantial per-seat fees |
More Lodestone Services
DILIGENCE
Human Capital Due Diligence
Post-Close Bundle
tEamBITDA™
Talent Assessment
Executive Assessment
Team Effectiveness
Post-Close Team Alignment
Leadership Development
Individual Executive Development
Group Development
Group Leadership Development
HR Optimization
Human Capital Process Optimization
Talk to Us About Your Next Transition
The first 90 days set the hold period trajectory. Don't leave that to chance.