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Kathryn speech was consistent each time. Intent never changed

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She communicated the purpose of defining the why

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Revealing (exposing) dysfunction to spotlight strengths and weaknesses to then develop norms.

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Revealing (exposing) dysfunction to spotlight strengths and weaknesses to then develop norms.

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She was honest and transparent with their struggle as a team and acknowledged their experiences.

She brought everyone to the same table and had them share their thoughts

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The “why” behind the work was being set by the speech.

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Getting everyone focused
Stating the goal: Getting results
Process to start to get to the results
Calling out honesty and imperfections that must be addressed to be able to get to the goal

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She was very transparent, blunt, but objective in her speech. She provided specific examples but also stated that there was a reason why she was there and what her big rocks were.

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She established trust as her first focus so the team could move into more difficult conversations as a way to improve their results

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Working through the conceptual understanding of "trust" and knowing that true intimacy will involve conflict, which can be catalytic.

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Working through the conceptual understanding of "trust" and knowing that true intimacy will involve conflict, which can be catalytic.

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She established trust as her first focus so the team could move into more difficult conversations as a way to improve their collective results

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Focus on the entire team...not individuals, won't get to where we need unless we focus on the whole

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Everyone has to work toward the same common goals and not their individual task

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Trust is the foundation to building team.

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It seems the department chairs may not have identified the lack of connection between their departments and the company as a whole.
They seemed to see success with their teams, but not how there seems to be a disconnect to the company.