Our TeamEVAL Model
What Makes a High-Performing Senior Team? Most leaders can tell when a team is working well. It’s much harder to…
Team Performance
Is Everyone on Your Team Pulling in the Same Direction?
High-performing individuals do not automatically make a high-performing team. Misalignment on priorities, unclear ownership, and weak accountability undermine even capable leadership groups. CLA helps executive teams align on what matters, build operating discipline, and perform at a level the organization can feel.
Let's TalkAlign the Leadership Team on Priorities, Roles, and Decisions
Misalignment at the top usually comes from different priorities, ambiguous decision processes, and difficulty handling conflict under pressure. We help leadership teams identify what is slowing them down, establish shared direction, and build the operating discipline to move together.
Accelerate Trust and Speed in a Newly Formed Team
New leadership configurations, post-acquisition, post-restructure, or following significant leadership changes, require deliberate investment in team effectiveness. We accelerate the time it takes for a team to develop the trust, clarity, and operating rhythms needed to perform at a high level.
Build Leaders Who Are Ready to Lead Boldly
[Copy TBD. This maps to the third item visible in the mockup solution statement list. Confirm intended scope with CLA.]
Misalignment at the top usually comes from different priorities, ambiguous decision processes, and difficulty handling conflict under pressure. We help leadership teams identify what is slowing them down, establish shared direction, and build the operating discipline to move together.
New leadership configurations, post-acquisition, post-restructure, or following significant leadership changes, require deliberate investment in team effectiveness. We accelerate the time it takes for a team to develop the trust, clarity, and operating rhythms needed to perform at a high level.
[Copy TBD. This maps to the third item visible in the mockup solution statement list. Confirm intended scope with CLA.]
Our Approach to Team Performance
We assess senior teams against four dimensions with our TeamEVAL framework: efficacy, vitality, adaptability and leadership. Most models fold the last two into the first two. We measure them separately.
Diagnostic First
TeamEVAL measures how well a team delivers, how well it sustains itself, how it responds to change, and how it is led. We design the work around what the assessment shows.
True Partnership
We don't dictate answers. We collaborate with teams to uncover the most impactful improvement opportunities and co-create solutions.
Research-Based Methods
We apply innovative, proven methods grounded in the latest team performance research.
Sustained Over Time
Lasting team change requires more than a single offsite. We apply ongoing feedback loops and structure engagements to build momentum and reinforce new operating norms over time.
Download Our Team Performance Guide
Our guide shares how we coach teams to enhance engagement and improve performance.
Download Our Leadership Experiments Whitepaper
Learn about the seven leadership development experiments you should try right now.
Our Expertise is Trusted By
“CLA enabled us to take a step back from our daily work to focus on aligning our vision for continued growth. I was impressed by their ability to tease out the unique perspectives and strengths of our team members, and I am excited to work together to achieve our unified goals over the coming years.”
Healthcare Delivery Company
Experts in Team Performance
Our practitioners bring deep experience in executive team dynamics, organizational psychology, and facilitation, grounded in behavioral science and tested across complex organizations.
Meet UsFAQs
What senior teams ask before they start: what TeamEVAL measures, how long the work takes, and how this differs from a leadership offsite.
TeamEVAL is our framework for assessing senior team performance across four dimensions: efficacy, how well the team delivers; vitality, how well it sustains itself; adaptability, how well it responds to change; and leadership, how well it is led. Most team models treat adaptability and leadership as components of the first two. We measure them separately, because a team can be productive and positive while still being slow to adapt or poorly led, and those are different problems requiring different work. We separate adaptability in particular because it matters more now than it did when most team models were built. The assessment produces a profile of where the team is strong, where it is not, and what to address first.
A facilitated offsite is one tool in team development. Offsites are useful for building shared context, making strategic decisions, and accelerating relationships. Lasting team change requires ongoing reinforcement: new operating norms practiced in real decision-making situations, accountability structures that persist after the offsite ends, and regular feedback loops. CLA designs engagements with a sustained arc rather than single events.
Initial diagnostic work, the TeamEVAL assessment and findings presentation, typically takes two to four weeks. A full engagement designed to shift how the team operates runs three to nine months, depending on scope and the team’s starting point.
Recurring conflict at the top usually points to something unresolved elsewhere in the organization. Perhaps two executives are incentivized on metrics that pull against each other. Or a strategic goal has not been made specific enough to settle competing priorities. Many consultants focus on what happens during an executive team meeting. And while those interventions can be helpful, we start with understanding the root causes of a disagreement to design solutions that lead to lasting resolutions.
Yes. In private equity portfolio company contexts, sponsors look to us for help answering the urgent question of whether a particular leadership team can deliver against this value creation plan on the timeline required. Our Senior Team Performance Navigator is designed to answer exactly that question, evaluating the team against the specific investment thesis rather than against a general standard. It identifies where the team’s capability, structure and operating rhythm match what the plan demands, and where they do not, on a timeline that fits the deal.
Explore Our Latest Thinking
Perspectives on executive team dynamics, alignment, and the leadership behaviors that drive collective performance.
Design an Organization That Adapts at the Pace Your Market Demands
When a capable team struggles to execute quickly, organizational structure may be getting in the way.
Learn More