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For Teams

Psychological Safety & Team Effectiveness using the Fearless Organization Scan

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Build Teams That Can Do the Hard WorkTogether

Most teams aren’t dysfunctional. They’re capable, experienced, and committed. And yet, important conversations still get delayed, softened, or avoided altogether.

When pressure is high and the work is complex, even strong teams can struggle with candour, accountability, and trust. Over time, this creates friction—decisions slow down, assumptions go untested, and responsibility becomes unclear.

I work with teams to strengthen how they work together—so they can surface issues earlier, navigate disagreement productively, and perform more effectively without burning out or working around one another.

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This is for you if…

  • Team members hesitate to challenge decisions, raise concerns, or admit uncertainty

  • Accountability is uneven—some people over-function while others disengage

  • Conflict shows up indirectly, or only after problems have escalated

  • The team wants to work better together, not because something is “wrong,” but because the stakes are high and the work matters

How I Support Team Effectiveness

Psychological Safety & the Fearless Organization Scan

Psychological safety is the foundation of effective teamwork—especially when the work is complex, pressured, or high-stakes. The Fearless Organization Scan® is a research-based diagnostic that measures how safe people feel to speak up, challenge ideas, and learn together.

Teams complete the scan in advance, followed by a facilitated working session (typically a half day) where we explore the results together. This creates shared understanding, surfaces unspoken dynamics, and helps the team identify clear, practical actions to strengthen trust, accountability, and performance.

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Team Coaching (Selective Engagements)

For teams ready to go deeper, I offer team coaching to support how the team works together over time. This work focuses on patterns of interaction—how decisions are made, how conflict is handled, and how responsibility is shared.

Team coaching engagements are selective and often follow diagnostic or workshop-based work. My approach is grounded in systems thinking and supported by formal training in team development, while remaining practical, human, and closely tied to the team’s real work.

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Six Types of Working Genius (By Request)

The Six Types of Working Genius® provides a shared language for understanding how different people contribute to work and where friction can arise. It can be a helpful tool for teams looking to clarify roles, collaboration, and energy around tasks.

I am licensed to deliver this assessment and facilitate related workshops when it aligns with a team’s needs. It is often used as a complementary lens alongside broader team effectiveness or leadership development work.

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When teams strengthen how they work together, the impact shows up quickly—and it lasts beyond the session.

The result is not harmony for harmony’s sake—it’s teams that can think, decide, and act together more effectively, even under pressure.

Teams experience:

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    More honest, timely conversations, reducing the buildup of frustration and unspoken issues

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    Clearer accountability, with expectations discussed openly rather than assumed or avoided

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    Better decision-making, as people feel safe to challenge ideas and contribute fully

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    Healthier conflict, where disagreement leads to progress instead of tension or silence

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    Greater collective ownership, shifting the burden from a few individuals to the whole team

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    “The Fearless Organization Scan provided our leadership team with a clear, data informed view of psychological safety and trust across the organization. It helped us address issues directly and productively, without defensiveness. Keri facilitated the work with credibility and structure, creating the conditions for honest dialogue and better decision making. This is valuable work for leadership teams serious about improving performance and collaboration.”

    — Former Client

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    “Before the Fearless Organization Scan, some conversations were difficult to have openly. The process helped our team build a shared language around trust and safety, which made discussions more honest and constructive. Keri’s facilitation was thoughtful and grounded, allowing people to engage without fear. The result was better communicTation and stronger alignment across the team.”

    —Team Leader

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    “The Fearless Organization Scan helped us move from assumptions to clarity. It surfaced real issues, encouraged accountability, and made it easier to address challenges directly. Keri created a safe, structured environment that supported honest participation and meaningful change. I would recommend this work to organizations looking to strengthen trust and improve how teams work together.”

    — Workshop Participant

Frequently Asked Questions

  • The Fearless Organization Scan is a short, seven-question survey that takes only a few minutes to complete but provides meaningful insight into psychological safety across the team. We use the results to guide a facilitated workshop where the team interprets the data together, surfaces what’s working, and identifies practical actions to strengthen trust, openness, and accountability.

  • The process typically includes an introductory meeting, the survey, analysis, and a half-day facilitated workshop. Additional follow-up sessions can be added if the team wants support embedding the changes over time.

  • No. Psychological safety supports honest dialogue, learning, and accountability. Teams with higher psychological safety are better able to challenge ideas, address issues early, and perform under pressure—not avoid it.

  • Yes. Team coaching supports teams over time as they work on how they collaborate, make decisions, and hold one another accountable. Engagements are tailored to the team’s goals and context and may follow an assessment or workshop.

  • This work is particularly effective for leadership teams, cross-functional teams, and teams navigating change, complexity, or tension. It’s especially valuable when results matter and the cost of silence or misalignment is high.

  • Both options are available. Many teams choose in-person sessions for deeper dialogue, though virtual engagements can also be effective depending on the team’s needs and structure.

Ready to Strengthen How Your Team Works Together?

When teams can speak honestly, challenge one another, and take shared accountability, everything else gets easier—from decision-making to performance.

If you’re ready to move beyond surface-level fixes and build the conditions for real collaboration, let’s talk about what your team needs most.

Schedule A Call
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