The leadership team of a mid-sized corporation wanted help reducing friction in their group. Over the years, roles had evolved organically into a structure that was no longer working. There was a lack of clarity, accountability, and coordination, which led to stalled projects, duplication of effort, frustration, and confusion. As often happens, a culture of blame was starting to emerge. Alida worked with them to break the cycle. Team members agreed to focus on problem-solving, setting aside old stories. They clarified roles and expectations and prioritized business initiatives, assigning clear deadlines and tasks, which provided the focus they needed to move their business forward.
