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TEAM DEVELOPMENT FAQ

Everything You Need to Know About Working with April Dawn for Team Development

START HERE

If you're reading this, you're doing your research—and I respect that. Investing in your team is a significant decision, and you want to make sure it's the right fit.

This page answers the most common questions I hear from HR leaders, executives, and team managers before they book. If you don't see your question here, just reach out—I'm happy to have a real conversation about your specific situation.

Quick links to jump to a section:

About My Approach To Team Development

  • Most team building focuses on activities and surface-level collaboration. That's fun, but it doesn't address the underlying patterns that actually sabotage team performance.

    Here's what makes my approach different:

    1. We address the root causes, not just symptoms
    If your team is experiencing communication breakdowns, trust issues, or silos, those are symptoms. The root causes are usually hidden—defensive patterns, unspoken dynamics, psychological safety gaps. We work at that deeper layer.

    2. Neuroscience meets practical application
    I combine neuroscience-based tools (like RIM® for clearing team trauma or stuck patterns) with evidence-based frameworks from Learning as Leadership, strengths assessments, and Human Design. You get transformation that's both deep AND actionable.

    3. Customized for your actual dynamics
    You're not getting a cookie-cutter workshop. Before we begin, I'll conduct discovery conversations with key stakeholders, observe team dynamics if possible, and design a program around YOUR specific challenges, culture, and goals.

    4. Facilitator who's been in the trenches
    I've worked with Fortune 100 companies, led teams myself, and navigated corporate politics. I understand the realities of organizational life—budget constraints, competing priorities, skeptical team members. I meet you where you are.

    5. Focus on lasting change, not one-time events
    Real transformation doesn't happen in a single offsite. We build sustainable skills, address patterns at their source, and create systems for ongoing growth. Many clients bring me back quarterly or annually because the work continues to compound.

    Bottom line: If your team has tried team building and nothing stuck, it's not because your team is broken—it's because you need a different approach. This is it.

  • Traditional Team Building:

    • Focus: Fun activities and surface-level bonding

    • Duration: One-time event (usually a few hours)

    • Approach: Activities-based (ropes courses, escape rooms, icebreakers)

    • Impact: Temporary boost in morale, minimal behavior change

    • When it ends: Everyone goes back to old patterns

    Team Development with Me:

    • Focus: Addressing root dynamics that block performance

    • Duration: Sustained engagement over weeks/months

    • Approach: Facilitated dialogue, self-awareness work, practical tools

    • Impact: Lasting shifts in communication, trust, and collaboration

    • When it ends: Team has tools and language to continue growing

    Think of it this way:

    • Team building = pain reliever (makes you feel better temporarily)

    • Team development = physical therapy (heals the root issue and prevents recurrence)

    If you want your team to have fun together, hire an event planner.
    If you want your team to work better together, that's what I do.

  • I bring a curated mix of evidence-based frameworks—customized for your team's needs. Here's what I draw from:

    Core Framework:
    Learning as Leadership's Spark Your Mastery™

    • Image Management™: How self-perception drives team dynamics

    • Beyond Being Right™: Moving past defensiveness to collaboration

    • Making Others Good™: Building mutual support cultures

    • At The Source Goals™: Connecting work to deeper purpose

    • The Pinch™: Managing triggers constructively under pressure

    Additional Tools:

    • RIM® (Regenerating Images in Memory): Neuroscience-based clearing for teams stuck in old patterns or recovering from team trauma

    • GeniusReport™ & Human Design: Understanding how each person is naturally wired for collaboration and communication

    • CliftonStrengths®: Mapping team synergy and identifying gaps

    • Facilitated Dialogue: Creating space for conversations teams usually avoid

    Every program is custom-designed around your team's specific challenges and goals.

  • Absolutely. I've successfully facilitated programs for fully remote, hybrid, and in-person teams.

    Virtual sessions are highly effective because:

    • Interactive breakout discussions keep everyone engaged

    • Digital whiteboards and collaboration tools make exercises dynamic

    • People can be in their own comfortable space (sometimes leads to more openness)

    • Easier to schedule across time zones and busy calendars

    • More cost-effective (no travel or venue expenses)

    For hybrid teams specifically:
    I pay special attention to bridging the gap between remote and in-office team members to ensure everyone feels equally included and heard. Virtual facilitation skills matter here—and I've got them.

    That said, if budget allows:
    In-person offsites or retreats create the deepest transformation because of the focused, uninterrupted time together. The ideal? A blend—quarterly in-person sessions with virtual check-ins between.

  • Yes—and I recommend it.

    Real transformation doesn't happen in a single workshop. It's an ongoing practice.

    Post-program support options:

    1. Quarterly Check-ins (Most Popular)
    We reconvene quarterly to:

    • Assess what's working and what needs adjustment

    • Address new challenges as they arise

    • Deepen the work with advanced topics

    • Keep momentum and accountability alive

    2. Monthly Office Hours
    Open sessions where team members can bring challenges, ask questions, or get coaching in real-time

    3. Leadership Coaching for Key Stakeholders
    Individual coaching for team leads to help them continue modeling and reinforcing the work

    4. Annual Deep-Dive Offsite
    Many teams bring me back annually for a full-day or multi-day retreat to go deeper

    5. On-Demand Support
    Ad-hoc sessions when something urgent comes up (conflict, major transition, crisis)

    Bottom line: The teams that see the most lasting results are the ones who commit to ongoing reinforcement. But I'll never pressure you—we'll talk openly about what makes sense for your team and budget.

The Team Coaching Process

  • Every program is customized, but here's a general flow:

    PHASE 1: DISCOVERY (Before we start)

    • Stakeholder interviews (1:1 conversations with key leaders)

    • Team assessment or survey (optional, depending on size)

    • Review of any relevant context (org charts, recent changes, challenges)

    • Program design tailored to your team's specific needs

    PHASE 2: KICKOFF SESSION (2-3 hours)

    • Set the foundation: psychological safety, shared language, ground rules

    • Introduce core frameworks

    • Surface current dynamics (what's working, what's not)

    • Create shared commitments

    PHASE 3: CORE DEVELOPMENT (Weekly or bi-weekly sessions over 2-6 months)

    • Deep-dive into specific topics (trust, communication, conflict, collaboration)

    • Experiential exercises and facilitated dialogue

    • Individual and small-group work

    • Real-time coaching on actual team challenges

    • Between-session practices and reflection

    PHASE 4: INTEGRATION & CLOSING

    • Consolidate key learnings

    • Create sustainability plan

    • Celebrate progress

    • Determine next steps (ongoing support, check-ins, etc.)

    Timeline:

    • Short-term intensive: 1-2 months (good for immediate crisis or project-based teams)

    • Standard program: 3-6 months (most common and effective)

    • Long-term partnership: 6-12+ months (for deep cultural transformation)

  • No two teams are the same—and I don't treat them that way.

    Here's my customization process:

    1. Deep Discovery Before We Start

    • Individual stakeholder interviews with leadership

    • Anonymous team surveys (if appropriate)

    • Review organizational context (recent changes, challenges, culture)

    • Observe team meetings or dynamics if possible

    2. Identify Root Issues, Not Just Symptoms

    • Symptom: "Communication breakdowns"
      Root issue: Might be trust gaps, role confusion, or defensive patterns

    • Symptom: "Team isn't collaborating"
      Root issue: Might be unclear goals, competing incentives, or siloed structure

    3. Design Around Your Specific Needs

    Example scenarios:

    New leadership team forming:
    Focus on building trust quickly, establishing norms, clarifying roles and decision-making authority

    Team recovering from conflict or turnover:
    Use RIM® to clear team trauma, rebuild psychological safety, create new communication patterns

    High-performing team hitting a plateau:
    Focus on elevating to the next level—deeper collaboration, innovation, strategic thinking

    Remote team feeling disconnected:
    Build authentic connection, establish team rituals, improve asynchronous communication

    Cross-functional team with silos:
    Surface hidden tensions, create shared goals, develop empathy for different roles/pressures

    You're not getting a standardized workshop deck. You're getting a program built for YOUR team's reality.

  • Honest answer: It depends.

    Here's what to expect:

    After the first session (2-3 hours):

    • Team has a shared language and framework

    • Some "aha moments" and new awareness

    • Relief that hidden issues are finally being addressed

    • Hopeful but still tentative

    After 3-6 sessions (1-3 months):

    • Noticeable shifts in how team communicates

    • More openness and less defensiveness

    • People starting to use new tools and language

    • Trust beginning to rebuild

    After 6-12 sessions (3-6 months):

    • Sustainable behavior changes are becoming the new normal

    • Team navigates conflict more constructively

    • Increased collaboration and psychological safety

    • People notice "this team feels different"

    After 12+ sessions (6-12 months):

    • Deep, lasting transformation

    • Old patterns rarely resurface

    • Team has internalized the frameworks and can self-correct

    • Culture shift is palpable

    The key factors that speed up transformation: ✓ Leadership commitment and modeling ✓ Psychological safety to be honest ✓ Consistent engagement (not sporadic) ✓ Real-world application between sessions ✓ Team willingness to look at their own patterns

    The factors that slow it down: ✗ Lack of leadership buy-in ✗ High turnover during the process ✗ Treating it like a "check the box" exercise ✗ Skipping between-session practices

    Bottom line: Quick shifts happen fast (clarity, relief, new awareness). Deep transformation takes 3-6 months of consistent work.

  • Less than you think—and worth every minute.

    During active program:

    Core Sessions:

    • 2-3 hours every 1-2 weeks (adjust based on your schedule)

    • Can be scheduled during regular work hours

    • Most teams do late morning or early afternoon

    Between Sessions:

    • 15-30 minutes of individual reflection or practice

    • Optional: Small-group discussions or experiments

    • Application in real-world team interactions (this is the actual work)

    Total time investment over 3 months:

    • 18-30 hours of facilitated sessions

    • 3-6 hours of individual work

    • ROI: Saves hundreds of hours of wasted meetings, miscommunication, and conflict

    I'm mindful of your team's bandwidth. We'll find a rhythm that works for your workload and won't create burnout.

  • Good news: Resistance is normal—and I know how to work with it.

    Common forms of resistance:

    • "We don't have time for this"

    • "We've tried team building before and it didn't work"

    • "This feels too touchy-feely"

    • "I don't see how talking about feelings helps us hit our goals"

    • Eye rolls, crossed arms, minimal participation

    Here's how I handle it:

    1. I acknowledge it directly
    I don't pretend resistance isn't there. I name it, validate it, and make space for skepticism. That often diffuses it immediately.

    2. I earn trust through results, not rhetoric
    Skeptical team members don't need a pep talk—they need to experience a shift. Usually by the end of session 1, even the skeptics are leaning in.

    3. I make it practical and relevant
    We work on real challenges your team is facing RIGHT NOW—not abstract concepts. When people see immediate applicability, resistance drops.

    4. I honor different communication styles
    Not everyone processes by talking in a big group. I create multiple ways to engage—breakout discussions, written reflection, one-on-one check-ins.

    5. Leadership modeling is key
    When leaders participate authentically (not just showing up but actually engaging), the rest of the team follows.

    The truth? Some of my most skeptical participants become the biggest advocates by the end. They just needed to see it's not "fluff"—it's real, practical, and transformative.

    If you're worried about resistance on your team, let's talk about it on the discovery call. I've navigated this hundreds of times.

Results & ROI

  • Let me be direct: This is one of the highest-ROI investments you can make.

    Here's why:

    Quantifiable Impacts (within 3-6 months):

    • Reduced turnover: Retention improves when people feel psychologically safe and valued

    • Faster decision-making: Less time wasted in unclear or circular conversations

    • Increased productivity: When trust is high, coordination costs drop dramatically

    • Fewer HR issues: Conflicts get resolved at the team level instead of escalating

    Harder-to-Measure But Game-Changing:

    • Innovation and creative problem-solving (high-trust teams take more risks)

    • Stronger collaboration across functions

    • Better talent attraction (people want to work on healthy teams)

    • Leadership pipeline development (team members grow into stronger leaders)

    Real Examples from Clients:

    "We were spending 10+ hours per week in meetings that went nowhere. After 3 months of working with April, our meeting time dropped by 40% and decisions that used to take weeks now take days."
    — VP of Product, Tech Startup

    "We were about to lose two senior engineers due to team dysfunction. April's work saved those relationships and our team is now the highest-performing group in the company."
    — Engineering Director, Fortune 500

    "The investment was $12K. We've saved at least $100K in reduced turnover costs alone, not to mention the productivity gains."
    — HR Leader, Mid-Size Company

    Typical Investment Range:

    • Single workshop: $3,000–$5,000

    • Short-term program (3 months): $8,000–$15,000

    • Comprehensive program (6 months): $15,000–$30,000

    Bottom line: The cost of NOT addressing team dysfunction is far higher than the investment in fixing it.

  • Here's what teams typically experience:

    After 1-2 sessions:

    • Relief that hidden issues are finally on the table

    • New shared language for discussing dynamics

    • At least one major insight that shifts perspective

    • Hope that things can actually change

    After 1-3 months:

    • More direct and honest communication

    • Less defensiveness in meetings

    • Conflicts surface sooner and resolve faster

    • People start using the tools in real time

    After 3-6 months:

    • Trust is noticeably stronger

    • Team navigates challenges without you (the leader) always mediating

    • Increased collaboration and idea-sharing

    • New team members onboard faster because culture is healthier

    • People say "this team feels different"

    Long-term (6+ months):

    • Old dysfunctional patterns rarely resurface

    • Team has internalized frameworks and self-corrects

    • Strong culture of feedback and continuous improvement

    • Team becomes a talent magnet (people want to work here)

    What this work does NOT do: ✗ Fix structural problems (bad processes, misaligned incentives, wrong roles) ✗ Make everyone best friends (not the goal) ✗ Eliminate all conflict (healthy conflict is good) ✗ Work if leadership isn't committed

    Bottom line: If your team is willing to do the work, the results will exceed what you think is possible. I've seen it hundreds of times.

  • I believe in tracking both quantitative metrics AND qualitative shifts.

    Quantitative Metrics (if you want data):

    • Pre/post team assessments (trust, psychological safety, collaboration)

    • Meeting effectiveness surveys

    • Turnover rates and retention

    • Time-to-decision on key projects

    • Employee engagement scores

    Qualitative Indicators (what you'll FEEL):

    • Quality of team dialogue (more honest, less defensive)

    • Speed of conflict resolution

    • Energy in meetings (engaged vs. checked out)

    • Willingness to give/receive feedback

    • How people talk about the team ("we" vs. "they")

    We'll co-create success metrics based on what matters most to YOUR team.

    Some teams want formal assessments. Others just want to feel the difference. Both are valid.

    At minimum, we'll check in regularly on:

    1. What's improving?

    2. What's still challenging?

    3. What needs more focus?

    4. How is this impacting real work?

    My personal success metric: When the team can navigate challenges without me—that's when I know the work has landed.

Pricing & Investment

  • Investment varies based on team size, program length, and customization needs.

    Typical ranges:

    Single Workshop or Offsite

    • Half-day (3-4 hours): $3,000–$5,000

    • Full-day (6-8 hours): $5,000–$8,000

    • Multi-day retreat: $10,000–$20,000+

    Ongoing Team Development Programs

    • 3-month program (6-8 sessions): $8,000–$15,000

    • 6-month program (12-16 sessions): $15,000–$30,000

    • 12-month partnership: Custom pricing

    Factors that affect pricing:

    • Team size (5-person leadership team vs. 30-person department)

    • Complexity of challenges

    • Virtual vs. in-person (travel adds cost for in-person)

    • Frequency and length of sessions

    • Additional assessments or tools (e.g., GeniusReport, CliftonStrengths)

    What's included: ✓ Pre-program discovery and stakeholder interviews ✓ Customized program design ✓ All facilitated sessions ✓ Materials, frameworks, and resources ✓ Between-session support via email ✓ Post-program debrief with leadership

    Not included (but available):

    • Individual coaching for team members (can be added)

    • Travel expenses for in-person work

    • Formal assessments beyond basic tools

    Want a custom quote? [Schedule a free Team Strategy Call →] and we'll discuss your specific needs.

  • Yes.

    Payment plan options:

    For 3-month programs:

    • 50% upfront / 50% at midpoint

    • OR 3 monthly payments

    For 6-month programs:

    • 50% upfront / 50% at midpoint

    • OR 3 equal payments (months 1, 3, 5)

    • OR 6 monthly payments

    For larger engagements:

    • Custom payment schedule based on your fiscal calendar

    • Quarterly invoicing

    • Net-30 or Net-60 terms for established organizations

    I'm flexible and understand organizational budget cycles. Let's talk about what works for you.

  • Absolutely—and you should.

    Team development is a perfect use of:

    • Learning & Development (L&D) budgets

    • Leadership development funds

    • HR / People Ops budgets

    • Organizational effectiveness budgets

    • Employee engagement or wellness funds

    Some clients also:

    • Split cost across multiple department budgets

    • Use end-of-year surplus funds

    • Include in annual team offsite budget

    • Classify under "team performance" or "culture initiatives"

    Need help making the case internally? I can provide:

    • ROI justification documents

    • Case studies and testimonials

    • Custom proposal for your stakeholders

  • I get it—budget constraints are real.

    Here's what you can do:

    Start smaller:

    • Single half-day workshop ($3,000–$5,000) to address the most pressing issue

    • 2-3 focused sessions instead of a full program

    • Virtual sessions (more cost-effective than in-person)

    Creative financing:

    • Use Q4 surplus funds

    • Split cost across fiscal years

    • Combine with existing offsite budget

    Wait and prepare:

    • Add team development to next year's budget planning

    • Save this page and come back when budget becomes available

    • Subscribe to my newsletter for free team leadership insights

    Free resources while you wait:

    • Check out my blog for team leadership strategies

    • Connect on LinkedIn for regular insights

    • Join my email list for monthly team development tools

    Here's what I'd ask you to consider:
    What's the cost of NOT addressing team dysfunction? Lost productivity, turnover, missed deadlines, burned-out employees—these costs add up fast and often exceed the investment in fixing the root issues.

    When you're ready, I'll be here.

Logistics & Practicalities

  • You have options:

    Virtual (via Zoom) - Most Common

    • Highly interactive with breakouts, whiteboards, and exercises

    • Works for remote, hybrid, and distributed teams

    • Flexible scheduling across time zones

    • Cost-effective (no travel or venue costs)

    • Often MORE effective because people are in comfortable spaces

    In-Person (at your location)

    • I travel to your office or offsite venue

    • Best for: Leadership teams, retreats, intensive workshops

    • Travel expenses additional

    Hybrid

    • Some team members in-room, some virtual

    • Requires careful facilitation (which I'm experienced with)

    • Ensures remote team members feel equally included

    Most teams start virtually and bring me in-person 1-2x per year for deeper work.

  • Not a problem—I've facilitated for global teams many times.

    Here's how we make it work:

    1. Find the "least painful" time window
    We'll identify a time that's reasonable for most people (might mean early morning for some, late afternoon for others)

    2. Rotate timing occasionally
    If we're meeting regularly, we can rotate who has the inconvenient time so no one is consistently disadvantaged

    3. Record sessions for those who can't attend live
    With the team's consent, we can record so absent members can catch up

    4. Asynchronous work between sessions
    Use shared documents, reflection prompts, or async discussion boards so everyone stays engaged between live sessions

    Bottom line: Where there's commitment, we'll find a way.

  • Simple 3-step process:

    Step 1: Schedule a Free Team Strategy Call
    [[Book Your Call Here →]]

    We'll discuss:

    • Current team challenges and dynamics

    • What you're hoping to achieve

    • Whether my approach is the right fit

    • Ballpark pricing and timeline

    • Any questions you have

    No pressure, no sales pitch—just honest conversation.

    Step 2: If We're Aligned, I'll Create a Custom Proposal

    You'll receive:

    • Proposed program structure tailored to your needs

    • Pricing and payment options

    • Timeline and logistics

    • Next steps

    Step 3: Discovery & Program Design

    Once you say yes:

    • I conduct stakeholder interviews

    • Design your custom program

    • Schedule sessions

    • Kick off the work!

    Timeline from inquiry to first session: Usually 2-4 weeks

  • Yes—and there are benefits to doing so.

    Options:

    Option 1: Sequential (one team at a time)
    Start with one team (usually leadership), see results, then expand to others

    Option 2: Parallel (multiple teams simultaneously)
    Work with 2-3 teams at once—creates shared language across the organization

    Option 3: Cohort Model
    Bring together leaders from different teams for shared learning, then they cascade to their teams

    Benefits of multi-team engagement:

    • Economies of scale (better pricing for bundled work)

    • Consistent frameworks and language across org

    • Cross-pollination of insights

    • Faster cultural transformation

    Interested in an org-wide partnership? Let's talk about volume pricing and multi-team packages.

  • Change happens—we'll adapt.

    If someone joins mid-program:

    • I'll do a 1:1 onboarding conversation with them

    • Provide summary of frameworks and where the team is

    • Integrate them smoothly into the work

    If someone leaves mid-program:

    • We acknowledge the loss and its impact

    • Adjust group dynamics as needed

    • Continue the work with remaining team

    If there's significant turnover (multiple people):

    • We'll pause and reassess whether to continue or restart

    • Adjust program scope if needed

    The work is resilient—teams can absorb some change and keep progressing.

Is This Right For Your Team?

  • Your team is ready if:

    ✓ You're facing challenges that surface-level solutions haven't fixed
    ✓ Leadership is willing to model vulnerability and new behaviors
    ✓ There's at least some psychological safety (people can speak up without fear of retaliation)
    ✓ The team has enough stability to invest time in development
    ✓ You're committed to sustained effort, not looking for a quick fix

    Your team might NOT be ready if:

    ✗ You're in active crisis mode (hire/fire decisions pending, imminent restructure)
    ✗ Leadership isn't willing to participate or model the work
    ✗ Team members are actively job searching and checked out
    ✗ There's no psychological safety whatsoever (people fear retaliation)
    ✗ You want a one-time event with no follow-through

    Still not sure? [Book a Strategy Call →] and we'll assess readiness together.

  • This work is designed for teams who:

    ✓ Value authentic connection over checkbox activities
    ✓ Are ready to address unspoken dynamics, not just symptoms
    ✓ Want transformation that lasts beyond the workshop
    ✓ Recognize psychological safety drives performance
    ✓ Trust that doing the inner work creates outer results
    ✓ Are willing to invest time and resources in real change

    This might NOT be a fit if:

    ✗ You want a one-time "fun activity" with no follow-through
    ✗ Your team isn't willing to be vulnerable or honest
    ✗ Leadership isn't committed to modeling new behaviors
    ✗ You're looking for the cheapest option
    ✗ You need immediate results without doing the deeper work

    If you're nodding yes to the first list, let's talk.

  • Real talk: Leadership buy-in is critical.

    Here's why:

    • Leaders set the tone—if they're not modeling the work, the team won't fully engage

    • Culture change requires behavior change at the top first

    • Team members watch leaders closely—actions speak louder than words

    What "on board" actually means:

    • Willing to participate (not just sponsor from the sidelines)

    • Open to feedback and self-reflection

    • Committed to modeling new behaviors

    • Patient with the process (no "quick fix" expectations)

    If leadership is hesitant:

    Option 1: Start with leadership team first
    Work with just the leaders for 2-3 months, then expand to broader team once they've experienced the value

    Option 2: Pilot with one willing team
    Let results speak for themselves, then expand

    Option 3: I'll talk to them
    Sometimes leaders need to hear from me directly what this work entails and why it matters

    Bottom line: I can work with initial skepticism, but I can't work with complete resistance. Let's talk about where your leadership team is and figure out the best path forward.

  • I hear this ALL the time—and it's a valid concern.

    Here's why this is different:

    1. We're not doing team building—we're doing team DEVELOPMENT
    Team building = temporary morale boost
    Team development = lasting behavior change

    2. We address root causes, not symptoms
    Previous work probably treated symptoms (poor communication, low morale) without addressing the underlying patterns causing them (defensiveness, unclear roles, trust gaps). We go to the root.

    3. It's not a one-time event
    Transformation doesn't happen in 3 hours. We work together over weeks/months so change actually sticks.

    4. You get customization, not a cookie-cutter program
    Every team has different dynamics. I design around YOUR specific challenges, not a generic workshop.

    5. I have tools most facilitators don't
    RIM®, Learning as Leadership frameworks, strengths-based coaching—these aren't standard team building activities. They're transformational.

    6. Results are measurable
    We track what's actually changing, not just whether people "had fun."

    My guarantee: If you don't feel significantly different after our first session, you don't pay.

    Still skeptical? Good. Let's have a Strategy Call where you can ask tough questions and I'll give you straight answers.

  • Honest answer: Maybe.

    Here's what's possible:

    I can help if:

    • Leadership is genuinely committed to change (not just optics)

    • There's willingness to name and address the dysfunction

    • People are ready to look at their own contributions to the toxicity

    • There's enough psychological safety for honest conversation

    • The organization is willing to invest the time and resources

    I can't help if:

    • The toxicity comes from leadership who refuses to change

    • There are structural issues (abusive leader, broken incentives) that won't be addressed

    • People are too burned out or checked out to engage

    • The organization just wants a Band-Aid, not real change

    • There's active retaliation for speaking up

    The truth about toxic cultures:
    They don't heal overnight. It takes sustained effort, leadership accountability, and often some hard personnel decisions. Team development work CAN be part of the healing—but it's not a magic wand.

    If your culture is truly toxic, let's have an honest Strategy Call about whether this work is the right intervention or if other changes need to happen first.

  • It depends what you mean by confidential.

    What IS confidential:

    • Individual stakeholder interviews before the program

    • Anything shared in team sessions (what's said in the room stays in the room—unless there's a legal/safety issue)

    • Your team's specific challenges and dynamics (I never share client details publicly)

    What is NOT confidential:

    • Progress updates to leadership/sponsors (if you're not leading the team yourself)

    • Themes and patterns we're addressing (leadership needs to know what we're working on)

    • Success metrics and outcomes (for ROI reporting)

    We'll establish clear confidentiality agreements and ground rules at the start of the program so everyone knows what's private and what's shared.

Still Have Questions?

If your question isn't answered here, just reach out:

📧 Email: aprildawncoaching@gmail.com
📅 Book a Free Team Strategy Call: [Schedule Here →]
💻 Connect on LinkedIn: [April Dawn Simpson →]

READY TO TRANSFORM YOUR TEAM?

Let's talk about what's possible.

No pressure. No sales pitch. Just honest conversation about your team's challenges and whether this work is the right fit.

Book a Free Team Strategy Call

Looking for Individual Coaching?

If you're exploring coaching for yourself (not your team), check out the Individual Coaching FAQ instead.