Our approach to planning and delivering a facilitated workshop is grounded in a phased methodology that combines strategic insight, collaborative design, and change enablement. We began by conducting a robust kickoff with leadership to clarify goals, uncover pain points, and establish the broader strategic context.

We then conducted a 2-day workshop. To deepen insight, we facilitated reflection exercises—such as identifying internal “headwinds” and “tailwinds”—and used tools like CliftonStrengths to map team capabilities and spot opportunities for more effective collaboration. We used a Team Alignment Framework to co-author the newly combined team’s values, behaviors, and priorities.

Next, we explored how inclusion can be embedded into key talent areas, including employee networks and executive development.

Finally, we worked in small teams to determine how to create action and accountability for the new priorities and inclusion decisions. The teams synthesized their outputs into clear communication plans and reinforced new ways of working through practices like gratitude reflection, peer coaching, and storytelling—ensuring that shifts in mindset are sustained beyond the workshop.